Rasime.lt · job market and career
Working abroad through an agency: checking the contract and employer
Published 2026-10-16
Working abroad through an agency: the contract must clearly show who employs you. The name of the agency in the ad is not enough. Ask for a draft employment contract and compare the legal names of the advertiser, the employer specified in the contract and the actual workplace. If they differ, clarify the role of each company. In the case of temporary employment, the employer is the agency and the work is done for the user of the work, as explained VDI.
- First identify the employer, only then evaluate the attractiveness of the offer.
- Separately request employment, brokerage, shipping and accommodation documents, if provided.
- Find out in writing the guaranteed hours, gross pay and any expected deductions.
- Check what will happen to income and housing if the assigned job becomes unnecessary.
- Solve unclear answers before buying tickets or paying for accommodation.
Work abroad through an agency: contract and employment model
The words "recruitment agency" can describe different offers. A practical starting question: is this company just selecting a candidate for another employer, or will it sign an employment contract with you? The name of the personnel selection agency does not in itself tell which option applies to your offer.
Temporary employment means that the employment contract binds the worker to the temporary employment company, and the work is performed for the benefit of the labor user; provides this model and list of companies VDI in the temporary employment section. Therefore, the company in whose premises you will work will not necessarily be your employer.
Posting is not just another name of the agency: when sending an employee to work in another country, the requirements of the host country's working conditions are also important, discussed VDI information on secondment. Temporary employment and secondment may overlap, so ask to clarify not only the type of contract, but also the basis of the posting.
| The situation | Who signs the employment contract? | Who is responsible for the salary? | Where is work and what to check? |
|---|---|---|---|
| The agency only finds the employer | Request a project with a specific foreign employer. | The employer named in the contract; check the payment procedure in the project. | Check the employer's address and separately the actual place of work. Determine the scope of the agency's services from its agreement. |
| Temporary employment | The employee and the temporary employment agency as specified VDI. | The role of the employer is played by the temporary employment company according to VDI explanation. | Working for the user of the work; Check the Lithuanian temporary employment company In the list published by VDI. |
| The employer sends him to work abroad | Ask for the work contract and shipping documents that show the specific model. | Find out the liability of the contractual employer and separate reimbursement of expenses. | Check the place of appointment and the conditions of the host country according to VDI posting information. |
How to verify the identity of the employer
Create a short list of companies in correspondence. For each, write the legal name, country of registration, company code, contact and the role you are promising. Enter the trademark separately: it may not coincide with the legal name used in the documents.
- Announcer. Who published the offer and answers your questions?
- Contract employer. Which company is indicated in the employment contract draft?
- Actual workplace. What company and address will you be working for?
- Responsible contacts. Who do you report absences, hours of work, salary discrepancies or housing issues to?
A difference in name is not in itself proof of fraud. However, the agency should clearly explain why different companies are involved. The answer "you'll find out when you get there" doesn't help you assess your pre-trip commitments.
A practical example, not a candidate story: the advertisement is submitted by the selection company, the temporary employment company is written in the draft contract, and the work address belongs to the factory. Ask these companies to link in writing: who selects, who recruits, and who will organize the day-to-day tasks. Then check the remuneration and housing conditions separately.
What documents to read before departure
Arbitration Agreement
In it, look for what the agency specifically undertakes to do: present a candidacy, organize an interview, convey an offer or help prepare for departure. Do not consider the mere promise of finding a job as clear information about the future employer and working conditions.
The employment service indicates, that the recruitment mediation service providers described therein may not ask a job seeker for direct or indirect remuneration for mediation. If a "registration", "seat reservation" or similar payment is requested, ask for an explanation of its purpose and basis, rather than judging by the name alone.
Employment contract and shipping documents
Ask for the entire project with attachments, not just the pay sheet. Write vague wording about job function, job location, schedule, compensation calculation, and contract termination. If the text is in an incomprehensible language, ask for an understandable explanation or translation and allow time to evaluate the documents.
In case of secondment, ask what the host country's requirements for remuneration and other working conditions are adapted to your appointment: they emphasize their importance VDI. Do not take a Lithuanian contract or a Lithuanian-speaking manager as the answer to all applicable rules.
Accommodation conditions
Work abroad with accommodation is considered as an offer with a separate part of expenses and living conditions. Ask for the apartment address, room occupancy, price calculation procedure, utility fees, deposit return and eviction conditions. Find out if you'll be paying for housing when you don't get shifts.
Pay, Hours and Deductions: A Practical Checklist
It is convenient to open a document with sections "promised", "recorded in the contract" and "not yet answered". Move each advertising promise to this list. If the answer was given only by phone, ask for confirmation by e-mail. by post
- Gross remuneration. What is the base hourly or monthly salary before taxes? Isn't the advertised amount just the potential earnings with extras?
- Guaranteed hours. How much work is committed to provide, and how many hours are only estimated based on orders?
- Attachments. How is the remuneration for additional work calculated and when does the right to the promised bonuses become available?
- Deductions. What amounts are provided for housing, transport or other services, on what basis and where will they be shown?
- Payout. When and for what period is it paid? How do you get time and pay calculation information?
- Work break. What happens if the job user runs out of assignments or the assignment ends?
- Departure. Who will arrange the travel, local transport and possible return, who will pay for it?
How to customize a list: compare offers on equal terms. Separate base pay from bonuses, guaranteed hours from optimistic schedule, and housing cost from security deposit. If even one important amount is missing, do not consider the final budget clear. Do not equate the housing payment in itself with a brokerage fee, but ask to justify what service is actually paid for.
What to check additionally when traveling as a couple or not knowing the language
Working abroad for couples requires separate responses for each individual involved. Is there a specific offer for both? Do the workplace and shifts match? Is the shared room documented? Also find out if one person losing their job would affect the cost of housing.
If you are offered a job abroad without a language, ask in what language the briefing will be held, who will explain the tasks and how you will be contacted in case of an emergency or dispute. The "no language required" promise doesn't answer how you'll understand documents and daily instructions. For a specialized job, such as an electrician, additionally ask for a list of specific tasks and required qualification documents.
Template of a letter to an agency
Attach the ad link or offer title to the email. This will link the answer to the specific job rather than the general terms and conditions of the agency.
Hi prieš priimdamas sprendimą prašau atsiųsti darbo sutarties projektą su priedais ir nurodyti darbdavio juridinį pavadinimą, kodą bei registracijos šalį. Prašau paaiškinti, ar Jūsų įmonė tik tarpininkauja, ar bus mano darbdavys, kas yra darbo naudotojas ir koks faktinis darbo adresas.
I am also asking you to confirm gross pay, guaranteed hours, bonus terms, expected deductibles, housing and travel expenses. What would be the provision for income, housing and return if the appointment ends or there is no work? Please link your answers to the relevant documents.
Conclusion: First the documents, then the journey
Working abroad through an agency: the contract should explain the employer, remuneration and obligations, rather than leaving it to guesswork from the advertisement. The most important result of preparation is not the amount of promises made by the agency, but coherent documents and concrete answers.
Next step: choose an offer in the Rasime.lt section job listings and send the above questions to his publisher. Posting an ad on the platform does not replace the employer's verification. You can prepare a candidacy to create a CV, clearly indicating languages, qualifications and departure options. If you are reading as an employer and you need to select production workers, it may be relevant employee search and selection service; for the candidate, it does not replace the determination of the employer in the contract.
Frequently Asked Questions
How do I find out who will be my employer?
Request a draft employment contract and check the employer's legal name, country of registration and company code. Compare this data with the advertiser and the company of the actual job. If the names are different, ask for a written explanation of the role of each company.
Is a mediation agreement a contract of employment?
Don't take the mere agreement to find a job as confirmation that you are already employed. Ask for a separate draft of the employment contract, which clearly identifies the employer, job function, remuneration and working conditions.
Can the agency charge a fee for finding a job?
ŽZT specifies, that the recruitment mediation service providers described therein may not directly or indirectly demand remuneration for mediation from the job seeker. Separately estimate housing or travel expenses: ask for their basis, price and an explanation if they do not hide an agency fee.
What will happen to housing if there are no more jobs abroad?
Look for the answer not in the promise of the advertisement, but in the work and accommodation documents. Before you leave, ask in writing whether you will be able to stay in the accommodation, how much it will cost, when you will need to move out and who will arrange your return. There are no preconceived rules that apply to all offers.