Ethical recruitment and labour standards

No recruitment fees charged to candidates

We do not charge any worker or any candidate a fee to be recruited, placed or employed. This is the employer-pays principle, and we apply it without exception. A candidate never pays us, an agent acting for us or any third party in our supply chain for the chance to work. The cost of recruitment is a cost of doing business, and it is ours to carry.

In practice this means we do not take money for placement, for processing an application, for a visa, for a medical check or for training that is a condition of the role. We do not permit a recruiter, a labour supplier or a subagent to recover any such cost from the worker, whether directly, through a deduction from wages or through an inflated charge for accommodation, transport or documents. If we learn that a worker has paid a fee that should never have been charged, we treat that as a serious matter, we investigate it and we work to see the worker made whole.

Transparent contract terms

Every person we employ receives a written contract before they start work. The contract states the job, the wage, the working hours, the rest entitlements, the place of work, the term of the contract and the notice each side must give. The terms a worker is asked to sign are the terms they will actually work under. We do not use one contract to secure a visa and a different, worse contract to govern the job. Contract substitution of that kind is prohibited across our operation and across our suppliers.

Where a worker moves across a border to join us, we make sure the offer they accept at home is the offer that governs the work on arrival. We give people time to read an offer and to ask questions before they commit, and we present terms in a language the worker understands so that consent is real rather than nominal.

Wage protection and end-of-service obligations

We pay wages in full, on time and through the channels the law requires. For employment inside the United Arab Emirates that means paying salaries through the Wage Protection System so that each payment is recorded and traceable, at the interval set out in the contract and the executive regulations. We do not make deductions from wages beyond those the law allows, and where a lawful deduction applies we explain it. Withholding pay to control a worker, to punish a worker or to stop a worker from leaving is never acceptable.

We meet the end-of-service obligations set out in Federal Decree-Law No. 33 of 2021, including the end-of-service gratuity that an eligible employee earns on the end of their employment, calculated on the basis the law sets. We do not hold a worker passport or personal documents as a condition of employment. A worker keeps their own documents, and any document we handle for a lawful process is returned promptly.

Working hours and rest

We set working hours and rest within the limits of the law. We track hours honestly, we pay for overtime where it is worked and where the law provides for it, and we give the weekly rest, the public holidays and the annual leave that the law and the contract require. A contact centre or a delivery team may run across time zones and across shifts, and we schedule that work so that a person still receives their rest and their leave rather than losing it to demand.

We do not require excessive overtime as a routine, and we do not treat overtime as unpaid goodwill. Where a role involves night work or rotating shifts, we manage the pattern with the health of the worker in mind.

Wellbeing, including difficult work

Some of the work we deliver is demanding on a human level. Content moderation and trust-and-safety work can expose a person to distressing material, and we do not pretend otherwise. For people in these roles we build in specific protections. That includes preparing candidates honestly about the nature of the work before they accept it, limiting sustained exposure through the way work is queued and rotated, giving people the ability to step away and providing access to psychological support and to trained wellbeing resources. We treat the mental health of a moderator as an operational responsibility rather than an afterthought.

Across every role we work to keep the workplace safe and healthy, we listen when people raise a concern about workload or conditions and we act on what we hear. Wellbeing is measured and reviewed, not assumed.

Non-discrimination and equal treatment

We recruit, pay, develop and promote on the basis of ability and the requirements of the role. We do not discriminate on the basis of race, colour, sex, religion, national or social origin, disability or any other ground protected by law. We apply equal pay for work of equal value. We do not tolerate harassment or bullying, and we give people a way to raise a complaint without fear.

Our workforce is international by design, and we treat that diversity as a strength to be respected rather than a difference to be managed away. Reasonable adjustments are made so that a person with a disability can do their job and progress.

Support for the national workforce agenda

We support the national workforce priorities of the United Arab Emirates, including the drive to grow the participation of Emirati nationals in the private sector. We work to attract, develop and retain national talent in roles with a real path to progress, and we invest in training that builds skills in outsourcing, technology and artificial intelligence delivery. Our aim is genuine and lasting employment rather than a headcount on paper.

How we uphold these standards

These commitments apply to Corpshore Emirates and to the recruiters, labour suppliers and subcontractors who act for us. We expect our suppliers to meet the same standards on fees, contracts, wages, hours and treatment, and we reserve the right to review and to end an arrangement where a supplier will not. A person who believes any of these commitments has been broken can raise a concern in confidence through our whistleblowing policy, and can do so without fear of retaliation.

To reach us on any matter in this statement, contact info@corpshore.ae. We keep this statement under review and update it as our operation and the law develop. The date at the top reflects the most recent update.