Clear job terms
Receive truthful information and understandable written terms before travel, without deception or coercion.
Your protection baseline
Rights do not stop
at a border.
International standards create a common foundation for dignity at work. The exact law and remedy depend on the country, job and migration status, but exploitation should never be treated as normal.
Understand the essentials
A worker is a person first.
These principles help you recognize fair treatment. They are not a substitute for local legal advice, and enforceable rights vary by destination.
Fair pay & hours
Know the wage, normal hours, overtime, rest days, leave and every deduction allowed by applicable law.
Safe, healthy work
Receive hazard information, appropriate training and protective equipment, and a route to report danger.
No forced labour
No one should use threats, violence, confinement, debt or withheld wages to force a person to work.
Access to documents
Your identity documents should stay under your control. Any voluntary safekeeping should allow access at all times.
A voice and remedy
Ask questions, seek advice and use available complaint, labour, court or consular channels without retaliation.
Your written agreement
The contract should match the promise.
Ask for the complete document early enough to read it. It should be in a language you understand and clearly identify the employer, workplace, job, pay, working time, benefits, deductions and end-of-job terms.
- Employer name, address, worksite and job duties
- Basic wage, payment date, overtime rate and lawful deductions
- Hours, breaks, rest days, leave and contract duration
- Food, housing, transport, healthcare or insurance arrangements
- Termination, return travel and dispute process
Recognize exploitation
One serious warning sign is enough to seek advice.
Several signs together can indicate forced labour or trafficking. Put immediate safety before collecting evidence.
The employer, job, pay or location is different from the promise.
Your passport, phone, bank card or contract is taken away.
You are prevented from leaving work or accommodation freely.
Wages are withheld, delayed or reduced by unexplained deductions.
Debt, threats, violence or deportation threats are used to control you.
Overtime is forced, rest is denied, or living and working conditions are abusive.
Document safely
A clear record can strengthen a complaint.
If it is safe, keep a dated record of shifts, pay, deductions, hazards and incidents. Preserve original messages and documents. Store copies somewhere the employer or recruiter cannot easily access.
- 1Write the facts
Date, time, place, people involved and what happened.
- 2Keep originals
Payslips, transfers, receipts, contracts and official messages.
- 3Back up safely
Send copies to a trusted person or protected account.
- 4Ask for a reference
Record complaint or case numbers and the next follow-up date.
Information basis: ILO labour-migration standards, ILO labour-migration helpdesk and ILO forced-labour indicators.
Turn knowledge into preparation
Build a safety plan before you travel.
YOU ARE NOT ALONE.