How we treat people and places
Ethical recruitment and responsible facilities management aren't separate policies bolted onto the business. They're how Moon Treasure operates, on both sides of the work we do.
Ethical recruitment isn't an add-on
Cross-border labour migration has a real, well-documented exploitation problem. Our answer to it is built into how we operate, not layered on top.
Workers who leave Nepal for jobs abroad are trusting an agency with their savings, their safety, and often their family's financial future. Across this industry, that trust has too often been abused. Fees go undisclosed or get inflated along the way. Jobs turn out to bear little resemblance to what was promised. Workers are left with no one to contact once something goes wrong. None of this is a hypothetical risk. It's a pattern well known to anyone who has worked in foreign employment for any length of time.
Moon Treasure's fee-transparency practice is a direct, deliberate answer to that pattern: costs are disclosed in writing before a worker commits to anything, and nothing gets added afterward. It isn't a marketing line. It's the operating discipline the recruitment side of the business is built around, and the reason employers can rely on the workers we place. The legal and regulatory framework behind that runs through DoFE in Nepal and MOHRE and DED in the UAE, and it's covered in detail on our compliance page. This page is about the human commitments that sit alongside it.
No hidden costs, no false promises, and a real channel to raise a concern: that same principle extends to the facilities-management side of the business too, shaping how we treat the environments our teams work in and the products and methods our crews use every day.
What we commit to
- Transparent, written disclosure of any applicable fees before a worker commits to anything
- No undisclosed charges to workers, ever
- Respect for the dignity and rights of every worker we recruit, deploy or employ
- An accessible grievance channel, with a named point of contact and a real response
- Honest representation of every role, with no inflated salaries and no invented job descriptions
Worker welfare, before and after deployment
A commitment only matters if a worker actually experiences it. Here's what that looks like in practice.
Before departure, every worker goes through orientation covering the role they're taking, the destination they're travelling to, and what to realistically expect on arrival, so nothing about the job or the country comes as a surprise. That orientation also covers who to contact and how, so a worker isn't left trying to figure that out for the first time after something has already gone wrong.
After deployment, that point of contact doesn't disappear. Workers can reach our team through our contact pageat any stage of their placement, whether that's to raise a mismatch between what was promised and what they've found, to flag a documentation issue, or simply to ask a question. We can't promise every concern resolves the way someone hopes, but we can commit to looking into it and responding, rather than leaving a worker to manage it alone. The fuller detail of how that grievance channel and our regulatory obligations fit together is on our compliance page.
- Pre-departure orientation covering the role, the destination and what to expect on arrival
- A named point of contact who stays reachable after a worker has been deployed
- A worker who has a concern is told, before departure, exactly who to contact and how
- Concerns raised during placement are looked into and followed up, not left unanswered
Responsible practice in the buildings we maintain
The same underlying principle carries into how our FM crews operate day to day: do it properly, and don't cut corners on people or on places.
Our cleaning and housekeeping contracts use approved, eco-friendly products rather than whatever is cheapest or fastest. That distinction matters for the health of the staff who apply them and the clients whose spaces they're used in every day. Pest control follows the same logic: safe, approved chemicals, applied by trained specialists, rather than aggressive treatment used as a shortcut.
In pool maintenance, that means scheduled water testing and balanced chemical dosing to keep pools safe and clear without over-treating them. In landscaping and gardening, it means irrigation and planting choices suited to the local climate, so water and maintenance effort aren't wasted on green spaces that were never designed for the conditions they sit in.
Where this shows up
- Approved, eco-friendly cleaning products used across our cleaning and housekeeping contracts
- Safe, approved chemicals in pest-control treatments, applied by trained specialists
- Scheduled water testing and balanced dosing in pool maintenance, rather than over-treatment
- Efficient irrigation and climate-appropriate planting in our landscaping and gardening work
A workforce we're accountable for
The people we place with clients, and the people who work for Moon Treasure directly, are held to the same standard we ask employers to meet.
Every worker Moon Treasure recruits, deploys or employs directly is entitled to a properly documented role, honest terms, and a workplace that treats their safety and dignity as non-negotiable. None of that gets weighed against convenience or cost. That standard applies whether the work is on a client site in the UAE, in transit through our recruitment pipeline, or within our own team.
We don't present this as a finished achievement or claim a level of scale we haven't reached. It's a standard we hold ourselves to on every placement and every contract, and one we expect to be asked about. That's exactly why the channels above exist.
Ethics & CSR questions
Any cost that applies to a specific placement is disclosed in writing before a worker is asked to commit to anything, and who bears it, the worker or the employer, is made clear at that point. Nothing gets added afterward that wasn't in that written disclosure. For the fuller breakdown of how fee disclosure works, see our compliance page.
Recruitment and FM, done the right way
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