Start with the wage. Ask whether the figure is basic salary or total salary, what allowances are included, and when the salary is paid. A number that includes accommodation you never receive is not the number you were promised.
Next, the hours. Working hours, overtime rate and rest days should be written, not explained verbally at an interview. Where overtime is common on a site, the rate matters more than the basic wage.
Then accommodation and transport: who provides them, where they are, and whether food is included. Workers who discover on arrival that accommodation is charged against their salary have effectively taken a pay cut.
Contract length and the terms for ending it come next. Ask how much notice is required, who pays for the return ticket, and what happens if the employer ends the contract early.
Finally, ask for the contract in a language you read. A licensed promoter should be able to explain every clause before you sign, and you should keep your own copy. If something is promised verbally but not written, assume it is not part of the job.
Written by the recruitment desk at Shahenshah Overseas, Rawalpindi. Licence 3026 / RWP, Bureau of Emigration & Overseas Employment.