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Approved by AFMCO management

Ethical Recruitment Policy

No AFMCO employee pays a single riyal to be recruited. This policy sets out the standards we hold ourselves to, and the ones every agency recruiting on our behalf must meet.

01 /Scope

Fair recruitment, from the first step.

The policy covers every new employee who joins AFMCO, whatever their nationality or home country. Its standards follow the International Labour Organization's principles for fair recruitment.

02 /Before arrival

Our standards travel ahead of the ticket.

Recruitment is carried out by licensed agencies that meet AFMCO's standards in full and work under our oversight in every country.

Each agency must give every candidate:

  1. Accurate information about the job before any commitment.
  2. Clear terms on salary, benefits, work location and contract.
  3. A recruitment process free of fees and unauthorised costs.
  4. Protection from fraud, coercion, exploitation and contract substitution.
  5. Open channels to raise a complaint.
  6. Documented, lawful procedures at every stage.
  7. Treatment that respects their dignity from start to finish.

Oversight and accountability

The AFMCO International Hiring Team monitors how these standards are applied in every country and by every partner we work with.

AFMCO may suspend, investigate or end its relationship with any partner that breaches them.

03 /After arrival

We welcome our people, then we listen.

Recruitment does not end at the airport gate. Once a new employee arrives, we confirm with them directly that they were recruited to our standards.

  1. 01

    Arrival day

    AFMCO representatives meet the employee at the airport and take them to company accommodation.

    On that first day we provide a free meal, internet access to reach family, and whatever else they need to settle in.

    An AFMCO representative welcoming a new employee at the airport
  2. 02

    Next-day verification interview

    We invite the employee to our head office for an introduction and an independent interview about how they were recruited. It is held in a language they understand, so they can speak freely and accurately.

    1. How were you recruited?
    2. Did anyone ask you for money, or take money from you?
    3. Did you pay any fee for recruitment, a visa, a medical check, biometrics or a skills test?
    4. Were you pressured, coerced, deceived or misled?
    5. Were you told the agreed salary and working conditions?
    6. Do your contract and actual job match what you were told before you travelled?
    7. Did you face any other problem?
    A verification interview with a new employee at AFMCO head office
  3. 03

    Signed declaration

    After the interview, the employee signs a declaration recording their experience and stating whether any payment was requested or made.

    We also tell them they can report any concern in full confidence, without fear of retaliation.

    An employee signing the ethical recruitment declaration
  4. 04

    SAR 200 welfare allowance

    Once verification is complete, each eligible new employee receives SAR 200 as a food and welfare allowance.

    It is a benefit, not a loan. It is never recovered, never deducted from salary, and creates no debt.

    Dining hall at worker accommodation
  5. 05

    Iqama and a phone line

    We process the employee's Saudi residence permit (Iqama) in line with Saudi regulations.

    We also provide a free SIM card, subject to telecom requirements, so they can stay in touch with family, management, HR and emergency contacts.

    A worker on a video call with his family from his accommodation

04 /Accountability

Every violation is investigated.

If an employee reports that money was requested or paid during their recruitment, we open an investigation. Depending on the findings, our response may include:

  1. Protecting the employee and keeping the report confidential.
  2. Investigating the partner responsible for their recruitment.
  3. Reimbursing any unauthorised payment, where applicable.
  4. Corrective and preventive action so it does not happen again.
  5. Suspending or ending the relationship with the partner at fault.
  6. Referring the case to the relevant authorities where required.

No retaliation

AFMCO strictly prohibits retaliation against any employee who raises a genuine concern about recruitment fees, agency misconduct, contract substitution, fraud or coercion.

We provide confidential reporting channels and keep a documented record of every report and the action taken.