Simple explanations of the recruitment, work-permit and visa terms you will meet when hiring workers from Pakistan.
A firm licensed by Pakistan's Bureau of Emigration & Overseas Employment to recruit Pakistani workers and send them abroad. Crown Enterprises Overseas Employment holds OEP licence 2868/RWP. Pakistani law requires overseas hiring from Pakistan to go through a licensed OEP.
The Pakistani government body that regulates overseas employment, licenses overseas employment promoters (OEPs) and runs the Protectorate of Emigrants offices. It also publishes Pakistan's emigration statistics.
BEOE's regional offices, which legally clear every Pakistani worker for work abroad after checking the job offer and documents. This clearance is compulsory.
Official approval from the Protectorate of Emigrants that a worker may travel for a verified job abroad. Without it, a worker cannot legally emigrate for employment.
A formal letter from an overseas employer setting out how many workers it needs, the job titles, wages and terms. Every lawful overseas recruitment begins with one.
The employment contract between the worker and the overseas employer, covering pay, length, benefits and conditions. It is attested and included in the Protectorate clearance.
Confirmation by the relevant chamber, foreign ministry or embassy that documents such as the demand letter and contract are genuine, before they are processed.
The standard medical (at GAMCA-approved centres) that workers bound for GCC countries must pass to show they are fit for the job and the destination.
Permission from the destination country for a foreign national to work, normally obtained by the employer before the worker applies for a visa.
Romania's long-stay work visa (type D, for ‘angajare în muncă’, meaning employment). It is granted once the employer's work permit (aviz de angajare) is approved, and lets the worker enter Romania and apply for a residence permit.
The work permit that Romania's immigration authority (IGI) grants an employer for a named foreign worker. It must be approved before the D/AM visa application.
A single document that covers both work and residence, used in countries such as Serbia, so the worker does not need two separate authorisations.
A long-stay visa (more than 90 days) used across the EU and Schengen area for work, study or residence — the type most Pakistani workers need for jobs in Europe.
The card a worker receives after arrival — for example Romania's permis de ședere or a Temporary Residence Card — that allows them to live and work legally in the country.
Saudi Arabia's residence permit, sponsored by the employer, which allows a foreign worker to live and work in the Kingdom.
Finding, screening and sending workers to employers in volume — the core of overseas recruitment for trades and general labour.
A hands-on test of a worker's skill in a particular trade (a 6G welding test, for example) before they are put forward to an employer or deployed.
The last stage of deployment: tickets, pre-departure briefing and travel that get a cleared worker to the job.
An agreement that the recruitment agency will replace a worker who proves unsuitable or leaves within a set period, protecting the employer.
A licensing exam that nurses and other healthcare professionals must pass to work in many Gulf countries, testing clinical knowledge to that country's standard.
A letter stating there is no objection to a worker's employment or travel, sometimes needed from a former employer or an authority.
The reference number given when a worker is registered and cleared for overseas employment through the Protectorate system.
The last step, when the destination country's mission fixes the approved visa into the worker's passport so they can travel.
Legal permission for the recruitment agency or another representative to act for the employer or worker on particular steps of the process.
FAQs | Deployment Report | Romania D/AM Visa Guide | Recruitment Agency in Pakistan