How to check that an overseas job offer is genuine

A genuine overseas opportunity should become clearer when you ask questions. It should not become more secretive, more urgent or more expensive. Before sharing sensitive documents or paying anything, verify the recruiter, the foreign employer, the written contract, the visa route and the grievance path.

Why verification matters

The Ministry of External Affairs has warned about fake overseas jobs, unregistered agents and overcharging. Its advisory says that people seeking work abroad should use registered Recruiting Agents and cross-check the active list through the eMigrate portal. It also warns that offers sent through social media or messaging apps may be difficult to trace when the sender provides little information about its identity or location. [1] [3]

Verification is not an insult to a legitimate employer or recruiter. It is a normal part of safe international mobility. A credible organisation should be able to explain who it is, who the employer is, what the job involves, which visa is required, what the written terms say and where a worker can seek help.

1Verify the recruiter before you trust the message

Ask for the recruiting agency's exact legal name, office address, registration or licence reference and official contact details. Then verify the recruiter independently through the Government of India's eMigrate portal. Do not rely only on a logo, a WhatsApp display name, a social-media page or a forwarded PDF. [1] [3] [4]

The details should match across the agency's website, written communication, office information and official registration record. If the name changes between the advertisement, the payment request and the contract, stop and ask for clarification. If the person refuses to identify the legal entity, treat that as a serious warning sign.

Candidate action

Search the recruiter yourself. Do not use only a link or phone number supplied by the person who is asking you to pay. Save a copy of the official result and the written job information for your records.

2Contact the foreign employer directly

The MEA's FAQ advises an intending emigrant who has received an offer letter to contact the foreign company directly to check whether the letter is genuine. [2] Use contact details found through the foreign employer's own official website or public corporate directory, not only the number printed on the offer letter.

Ask the employer to confirm the job title, work location, reporting manager or department, salary, contract duration and the identity of the recruiter. A genuine employer should not object to a candidate verifying an offer through an independent channel. Be careful with look-alike domains, free email accounts and pressure to keep the offer secret.

3Read the contract and the visa route

The MEA advisory says a valid offer comes with an employment contract signed by the foreign employer, the recruitment agent and the emigrant worker. The contract should set out the terms and conditions, salary and other emoluments. The offer should support emigration on an employment or work visa, or a similar permitted route — not a tourist visa. [3]

Before signing, compare the contract with the advertisement and the interview discussion. Look for the employer's legal name, worksite, job duties, wages, working hours, overtime rules, accommodation, transport, medical or insurance arrangements, leave, contract length, termination terms and the person responsible for questions after arrival. If the contract is substituted after you travel, seek advice immediately.

4Treat money requests as a verification event

Do not pay because someone says that a job will disappear today. Ask what the payment is for, who is legally receiving it, what rule permits it, what service will be provided and what receipt will be issued. The MEA's 14 December 2023 advisory states that registered Recruiting Agents should not collect more than Rs. 30,000 plus 18% GST for services to an emigrant and should issue a receipt. Because fee rules and official guidance can change, re-check the current MEA or eMigrate position before paying. [3] [4]

There is also a wider ethical-recruitment principle. The ILO says that recruitment fees and related costs should not be charged to or borne by workers and jobseekers, and IOM identifies prohibition of recruitment fees to jobseekers as one of its core ethical-recruitment principles. [5] [7] The practical lesson is simple: never assume that a payment is safe merely because it is described as a processing fee. Verify the rule, the recipient, the receipt and the service in writing.

5Confirm readiness, protection and a route for help

Ask who is responsible for the employment contract, visa processing, medical steps, travel arrangements, accommodation and insurance. The MEA advisory recommends that emigrant workers learn about destination-country conditions through pre-departure orientation or the Community Welfare Wing of the concerned Indian Embassy. It also refers to Pravasi Bharatiya Bima Yojana coverage for migrant workers recruited through registered agents. [3]

Keep copies of the offer, contract, payment receipts, passport application records and contact details. Do not hand over your original passport to an unknown person. Do not send passport scans, certificates or banking information to a public comment thread or an unverified social-media account.

What to do if something feels wrong

Pause the transaction. Do not travel on a tourist visa for a promised job. Do not pay an unverified intermediary. Contact the foreign employer through an independent channel, check the recruiter on eMigrate and use official government or embassy grievance channels. The MEA advisory lists the Pravasi Bharatiya Sahayata Kendra and the Protector General of Emigrants for complaints and queries; confirm the current contact details on the MEA website before using them. [1] [3]

Your documents stay with you

Do not send passport scans, certificates or bank details through public comments or unverified social-media messages. Current Al Yousuf openings are published only through our official channels.

Five-question quick check

1. Can I verify the recruiter's legal identity and active registration independently?
2. Has the foreign employer confirmed the offer through its own official channel?
3. Does the written contract match the job, salary, worksite and conditions discussed?
4. Is the visa a lawful employment route rather than a tourist-visa shortcut?
5. Do I understand every payment, receipt, protection and grievance route before proceeding?