Legal, transparent, and fair by design
Cross-border recruitment only works when it's done right. Here's how we keep it compliant on both sides of the journey and ethical for the people at its centre.
Compliance and ethics in cross-border recruitment
This industry has known problems. Here's how we've built against them.
Cross-border labour recruitment has a well-documented set of failure modes, and workers migrating from Nepal to the Gulf and beyond have historically borne the cost of them. Recruitment-fee exploitation is one of the most common: charging workers undisclosed or inflated fees for a job they may never actually receive. Document fraud is another, whether that's forged qualifications, falsified contracts, or manipulated medical and police-clearance paperwork. False job promises are a persistent source of harm too. That's a role, salary or set of conditions described at recruitment that bears little resemblance to what a worker finds on arrival.
Moon Treasure's model is built to work against each of these specifically, not as a marketing claim but as an operating discipline. Fees and costs are disclosed in writing before a worker commits to anything, so there is a record to point back to if a charge doesn't match what was agreed. Documentation is verified at source rather than taken at face value, and employer demand letters are checked before a candidate is ever put forward. Job descriptions, salaries and terms are set out in writing and checked against what a worker is actually offered at placement, so a mismatch can be raised and investigated rather than simply absorbed.
None of this makes the process infallible, and we don't claim otherwise. What it does is give workers and employers something concrete to hold us to: written disclosures, verifiable steps, a named channel to raise a problem. That beats asking anyone to simply take our word for it.
Nepal (source)
Department of Foreign Employment (DoFE) framework
- Recruitment through the Department of Foreign Employment (DoFE) framework
- Employer demand letters / job orders attested as required
- Worker labour permits processed correctly
- Pre-departure orientation provided
UAE (destination)
DED trade licence + MOHRE permit framework
- Supply within the DED trade-licence + MOHRE permit framework
- Proper employment contracts and documentation
- Adherence to UAE labour regulations
- Coordination with licensed operators where a sector requires it
Ethical recruitment is the whole point
We're building an agency workers trust and employers rely on, because we do the right thing.
- Transparent, written disclosure of any applicable fees
- No undisclosed charges to workers, ever
- Respect for worker rights and dignity
- A clear grievance channel for workers and employers
How we handle fees and costs
The principle is simple: nothing hidden, nothing added after the fact.
Cross-border placements involve real costs. Documentation, medical checks, processing and travel are among them. Who bears which of those costs depends on the role, the destination and the employer agreement in place, and we don't publish a single fixed figure here because it genuinely varies by placement. What doesn't vary is the practice: any cost that applies to a specific placement is set out in writing before a worker is asked to commit to anything, itemised rather than bundled, and confirmed with both the worker and the employer.
If a cost isn't in that written disclosure, it isn't owed. We treat that as a firm line, not a guideline. It's the single clearest protection we can offer against the recruitment-fee exploitation that affects this industry elsewhere.
What written disclosure means
- Costs relevant to a placement are disclosed in writing before a worker commits to anything
- No hidden charges added after the fact: what's disclosed is what's owed
- Workers are told which costs, if any, are theirs to bear and which sit with the employer
- Documentation, medical and processing costs are itemised, not bundled into a vague lump sum
If something goes wrong, there's a channel
A grievance process only means something if workers know it exists and know how to use it.
Every worker we place has the right to raise a concern, whether it's a mismatched job description, an undisclosed cost, a documentation issue, or something else entirely. We expect that concern to be looked into, not dismissed. Having a named point of contact and a documented process is the difference between a genuine grievance channel and one that exists only on paper.
The fastest way to reach us is through our contact page, where a worker, employer or anyone else with a concern about a placement can reach our team directly. We can't promise every issue resolves the way someone hopes, but we can commit to a response and a clear next step rather than silence.
What you can do
- Keep a copy of every contract and disclosure document given to you
- Contact Moon Treasure directly if a job differs from what was described
- Raise a concern at any stage, whether that's before departure, on arrival, or during placement
- Expect a response and a documented resolution path, not silence
What our compliance commitment means for you
Ethical recruitment isn't only a worker protection. It's also what keeps an employer's workforce properly documented and legally sound.
- Properly drafted, role-specific employment contracts
- No undocumented or unverified workers put forward for placement
- Adherence to the labour law of the destination country as well as the source country
- Coordination with licensed local partners where a sector or jurisdiction requires it
Compliance questions
In Nepal, the Department of Foreign Employment (DoFE) licenses agencies and attests employer demand. It also issues worker labour permits. In the UAE, manpower supply requires a DED trade licence and a MOHRE permit. We operate within both frameworks.
Work with a partner who does it right
Talk to a team that spans Kathmandu and Dubai. Free consultation, no obligation.