Duty of Care to Deployed Workers

What the worker is promised — and what we ask of you.

A foreign hire that leaves in month four costs the employer the permit, the ticket and the onboarding, and costs the worker far more. Crown's duty-of-care practice exists to make early exits rare.

Briefed before travelReachable after arrivalCharges disclosedEmployer conditions stated

Our commitments before travel

Job terms in Urdu and English, read through with the candidate, signed in front of Crown staff.
Itemised, receipted charges within Pakistan's regulated limits; nothing collected at departure.
Pre-departure orientation covering destination law, employer rules, wage payment, housing, how to raise an issue and what to do in an emergency.
Practical trade test so expectations on both sides are set before the flight.
Next-of-kin details on file and the family told how to reach the Islamabad desk.

Our commitments after arrival

Direct line to the Islamabad desk for the full contract term.
Check-in calls with worker and employer at 30 and 90 days.
Issues relayed to the employer's named contact within one working day; Crown mediates first.
Assistance with repatriation or lawful transfer when a contract ends early through no fault of the worker.

Conditions we ask the employer to confirm

Required

Housing that meets local standards, wages paid on time to a bank account, passports held by the worker, the signed contract applied without variation, and overtime paid under local law.

Advised

A patient first-line supervisor, access to halal food or self-catering, a short site induction, and a short prayer break on Fridays. Employers who do these see noticeably lower first-quarter attrition.

The no-fee model, explained

Crown does not charge employers because a clean, simple relationship with the client is worth more to us than a placement fee. Candidate charges are capped by regulation, receipted and disclosed to employers on request, so you can confirm that nobody arrived carrying an undisclosed debt.