Contracts are the single most important legal tool for protecting migrant workers — but small clauses can hide major risks. Here’s a plain-language guide to the contract sections to read and confirm.
Essential clauses to check
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Job title and duties. Make sure the listed responsibilities match what you were told.
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Salary and payment schedule. Confirm currency, net vs. gross pay, overtime rates, and whether deductions are permitted.
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Working hours and rest days. Look for maximum daily/weekly hours, rest breaks, and guaranteed days off.
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Accommodation and utilities. If housing is provided, check whether rent, electricity, or water will be deducted.
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Duration and renewal terms. Understand the contract length, probation specifics, and termination conditions.
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Repatriation and return costs. Know who pays for return travel and under what circumstances.
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Conflict resolution and governing law. Contracts often specify which country’s law applies and how disputes will be handled.
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Signatures and witness details. Unsigned or unsigned-by-witness contracts are risky. Make sure the employer and recruiter both sign where required.
Red flags to avoid
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Vague wage descriptions (e.g., “competitive salary” with no number).
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Clauses that waive fundamental rights (be suspicious of sweeping waivers).
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Contracts only available in a foreign language with no translation.
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Employer keeps passport as a condition of employment.
What to do if a clause is unclear
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Ask for a written, translated explanation.
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Seek advice from a labour rights organisation before signing.
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Record the recruiter’s promises and ask them to be added to the contract.
Wrap-up: Understanding contract language prevents exploitation. If you need help reviewing a contract or want to join a contract-literacy workshop, Jafari Jata Solution offers referrals and education programs that help workers make informed decisions.
Upload a contract to a trusted adviser or request a review through JJS’s Get Help page.
