Hiring fairly
Fair recruitment is a legal and reputational requirement, and it is often why strong candidates choose one employer over another.
The core principles
- Employer pays. No recruitment fees or related costs charged to workers. This is a core ILO principle and is written into the EU Talent Pool regulation.
- Real jobs only. Every recruitment is tied to a genuine vacancy with a known employer.
- Transparent contracts. Workers receive the contract before departure, in a language they understand, with pay, hours, deductions, accommodation and duration.
- No document retention. Workers keep their own passports and documents.
- Freedom to leave. No unreasonable repayment clauses or debts that trap workers.
- Licensed intermediaries. Recruitment in India goes through agencies registered with the Ministry of External Affairs.
Why this protects you too
- Legal risk: EU countries have tightened sanctions for illegal employment and exploitation. Poland, for example, raised fines in 2025.
- Supply chain due diligence: large customers increasingly audit labour practices in their suppliers.
- Retention: workers who start without debt and with clear expectations stay longer and perform better.
- Reputation: in India, word travels fast in professional and regional communities. Employers known for fair treatment attract better candidates.
Repayment clauses
Some employers fund language training or relocation and ask for partial repayment if the worker leaves early. If you use such clauses, keep them proportionate, decreasing over time, and explained clearly before departure. Never make them a disguised fee.
A short checklist
- Ask any recruitment partner for their MEA registration and their fee model in writing
- Check that candidates have not paid anyone for the role
- Provide contracts early and give time for questions
- Offer arrival support: temporary housing, registration, a named contact
- Set up a way for workers to raise concerns safely
