1. Our Commitment to Ethical Recruitment
Disha Global Workforce exists to connect Indian talent with genuine, verified overseas employment opportunities. We believe ethical recruitment is not a compliance checkbox — it is the foundation on which careers, livelihoods and futures are built. Every decision we make is guided by the principle that workers deserve dignity, transparency and protection.
This Ethical Recruitment Policy sets out the specific commitments, standards and practices by which we operate. It applies to every member of our team, every employer we partner with, and every sub-agent or third party acting on our behalf.
2. Transparent Costs — No Illegal or Hidden Charges
We keep the cost of recruitment transparent and lawful. Applying to Disha is free. Any service fee that applies to your placement is explained to you in writing, with a receipt, before any payment — never a hidden, inflated or illegal amount. The employer provides accommodation, meals and health insurance as set out in your offer. We are committed to:
- Keeping any charge within the limits permitted by the Emigration Act, 1983 and applicable Government of India notifications — never a hidden, inflated or unauthorised amount
- Explaining all costs to you in writing and issuing a receipt for every payment, before you commit
- Not inflating, bundling or disguising fees in a manner that misleads candidates about the true cost of recruitment
- Immediately reporting any demand for an excessive or unauthorised fee made by any person purporting to represent Disha
3. Compliance With the Emigration Act, 1983 & eMigrate
Overseas recruitment from India is governed by the Emigration Act, 1983, administered by the Protector General of Emigrants (PGE) under the Ministry of External Affairs. We are fully committed to:
- Operating under the authorisation of a Recruiting Agent that holds a valid RA licence issued by the PGE — see our Licensing & Compliance page for details
- Processing all eligible candidates through the eMigrate system and obtaining emigration clearance before deployment, in accordance with Section 22 of the Emigration Act, 1983
- Verifying the ECR (Emigration Check Required) or ECNR (Emigration Check Not Required) status of every candidate, and following the correct clearance pathway
- Maintaining accurate records of all recruitments, as required by the PGE
- Ensuring that all recruitment is carried out under a valid RA licence and notifying the relevant authorities of any material change in our operations
- Cooperating fully with any inspection, inquiry or audit by the PGE or other authorised authority
4. Zero Tolerance for Forced Labour, Trafficking & Fraud
We maintain an absolute and unconditional zero-tolerance position on:
- Forced labour: Any recruitment or employment arrangement in which a worker is compelled to work through threat, coercion, debt bondage, or confiscation of identity documents
- Human trafficking: Any act of recruiting, transporting, harbouring or receiving persons through deception, coercion or force for the purpose of exploitation
- Document fraud: The falsification, alteration or fraudulent use of passports, certificates, medical reports or any other document in the recruitment process
- Misrepresentation: Advertising or describing overseas roles in a manner that materially misrepresents the job title, salary, working hours, location, accommodation or other material terms
Any employee, partner, sub-agent or third party found to have engaged in any of the above will have their association with Disha immediately terminated, and the matter will be reported to the appropriate law enforcement authorities. If you believe you have been a victim of trafficking or forced labour in connection with overseas recruitment, please contact the Ministry of External Affairs helpline or the National Human Trafficking Hotline.
5. Transparency in Contracts & Terms
Every candidate placed by Disha has the right to understand and agree to the terms of their overseas employment before departure. We commit to:
- Ensuring that every candidate receives and understands a written offer letter or employment contract in a language they comprehend, before signing
- Confirming that the contract provided to the candidate matches the demand letter from the employer registered with the PGE — no substitution of contracts
- Clearly explaining key terms: salary, working hours, leave entitlement, accommodation, food arrangements, medical coverage, and the grievance process available in the destination country
- Never pressuring a candidate to sign a contract under duress or without adequate time for review
6. Worker Welfare & Rights
Our responsibility to a candidate does not end at departure. We are committed to:
- Providing all placed candidates with a pre-departure orientation covering their rights, the name and contact of our Grievance Officer, and how to seek help if something goes wrong overseas
- Maintaining a point of contact that placed workers can reach if they face welfare issues abroad, and connecting them with the relevant Indian Mission or Embassy where required
- Never facilitating the confiscation of a worker's passport by an employer — this is illegal under Indian law and the laws of most destination countries
- Monitoring, to the extent possible, the welfare of candidates placed by us in their first three months of overseas employment
- Supporting workers who need to return to India in distress situations, working with Indian Missions and relevant government bodies
7. Due Diligence on Employers & Job Orders
We do not work with every employer who approaches us. Before accepting any job order, we conduct due diligence to verify:
- The legal registration and bona fide status of the employer in their country of operation
- That the employer is registered on the eMigrate system (where required) and that the demand letter is genuine and registered with the PGE
- That the employment terms, compensation, accommodation and working conditions stated in the demand letter are lawful and reasonable
- That the employer has no documented history of worker abuse, non-payment of wages, or serious labour violations
We reserve the right to refuse any job order or to withdraw from an employer relationship at any time if we have reasonable grounds to believe that the employer does not meet our ethical standards.
8. Grievance & Reporting Mechanism
We are committed to providing a safe, accessible and confidential channel for candidates, workers, employees and third parties to raise concerns about unethical conduct in our recruitment operations.
If you have a concern about any of the following, please contact our Grievance Officer:
- Excessive or unauthorised fees demanded by anyone claiming to represent Disha
- Misrepresentation of job terms, salary or working conditions
- Forced labour, human trafficking, or document fraud
- Welfare issues facing a placed worker overseas
- Any other ethical concern related to our operations
We will acknowledge all complaints within 48 hours and investigate fully. No complainant will face retaliation for raising a concern in good faith. You may also report concerns directly to the Protector General of Emigrants via the eMigrate portal or the Ministry of External Affairs helpline.
9. Continuous Improvement
We recognise that ethical recruitment is an evolving standard. We commit to:
- Reviewing this Policy at least annually, and after any significant regulatory change or incident
- Training all staff and authorised sub-agents on ethical recruitment standards, at least once per year
- Incorporating feedback from candidates, workers and employer partners to improve our practices
- Staying current with evolving national and international standards on ethical recruitment, including ILO guidelines and destination-country labour laws
Questions about this Policy should be directed to jobs@dishaglobalworkforce.com.
