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Before signing an IT offer or boarding a flight for an overseas assignment, reconcile the promise, the employment contract, the pay records and the immigration documents. The employer, job, location, salary, dates and work authorization should describe the same arrangement. If a term conflicts, is missing or is unclear, obtain a corrected document in writing before paying fees, surrendering originals or travelling.
Start with one document set, not one document
Collect the offer letter, final employment contract, onboarding paperwork, payslips and bank-credit records, passport, visa, work permit or other authorization, relocation letter and any recruiter paperwork. Save signed PDFs and scans in two secure places. Keep a paper copy separately from your originals, and leave copies with someone you trust. The Ministry of External Affairs (MEA) recommends this practice for people leaving India for employment abroad.
Review the documents as a single set. A contract can look complete while the visa names a different employer, or a salary promise can be reduced by deductions that appear only in an annexure. The comparison is a practical review, not a conclusion that every listed term is legally mandatory in every Indian state or destination. Employment law, the worksite, the employee category and the visa class can change the answer.
Compare the offer with the signed employment terms
Make a two-column record: what was promised and what the final signed documents say. Add a third column for evidence, such as an email, annexure, payslip or bank credit. Resolve differences before signing; do not rely on a verbal assurance that a missing term will be fixed later.
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| Check | What to reconcile | Why a mismatch matters |
|---|---|---|
| Legal employer | Exact company name, registered entity and any separate client or worksite | Your visa, payroll and legal obligations may attach to a specific entity rather than a brand or project name. |
| Role and reporting | Job title, technical duties, reporting line, seniority and any client-facing work | A different occupation can affect pay, expectations and whether immigration authorization covers the work. |
| Location and mobility | Office, city, remote arrangement, travel, transfer and worksite language | Moving to another site or country may require consent, notice or a new authorization. |
| Pay | Fixed salary, variable pay, bonus conditions, currency, pay date and review cycle | A quoted cost-to-company figure may include items that never reach your bank account. |
| Deductions and benefits | Tax, social-security or other deductions; medical cover, accommodation, transport and allowances | Unexplained deductions change take-home pay and can create repayment disputes. |
| Working conditions | Hours, shifts, overtime treatment, leave, holidays and on-call duties | Practical conditions can differ sharply from a broad title such as “software engineer.” |
| Term and exit | Start date, contract length, probation, notice, termination and post-employment restrictions | These clauses determine how either side can end or change the arrangement. |
| Relocation and return | Moving costs, accommodation, medical arrangements, repatriation and assignment-end travel | Repayment or clawback wording can make an apparently free benefit a substantial liability. |
Read salary language precisely
Separate gross salary, variable compensation and the amount expected in your bank account. Identify whether bonus figures are guaranteed, discretionary, prorated, target-based or subject to remaining employed on a payment date. Ask which exchange rate applies when pay is stated in one currency but deposited in another. Check the pay cycle and the first payment date, including any delayed payment during relocation.
The Ministry of Labour and Employment’s additional FAQ, dated March 16, 2026, says Code on Wages timely-payment provisions apply to all employees and gives clarifications on wage calculation. That general statement does not decide an individual entitlement. If a payslip or bank credit differs from the contract, preserve the records and check the applicable law and circumstances rather than inferring a result from the FAQ alone.
Spot repayment and deduction traps
Look for training-cost, joining-bonus, relocation, visa, equipment or notice-period recovery clauses. The document should say what triggers repayment, how the amount reduces over time, whether the employer can deduct it from final pay and what happens if the employer ends the assignment. Ask for an itemized schedule and a written explanation of every deduction that is not self-explanatory.
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For an overseas role, compare the passport, contract, visa and work authorization character by character where practical. The following fields should align:
- Full name, passport number and nationality.
- Legal employer and, where shown, the sponsoring or petitioning entity.
- Job category, occupation or position.
- Work city, site and any geographic restriction.
- Issue, start, expiry and permitted-stay dates.
- Salary or employment conditions when the authorization records them.
Confirm that the visa category actually permits the work for which you were recruited. A visa that allows entry, business meetings or study is not automatically permission to perform paid employment. MEA specifically advises prospective emigrant workers to check that the visa category matches the recruited work. If the authorization is employer-specific or worksite-specific, ask the destination’s immigration authority or a qualified adviser whether a transfer, client deployment, remote work or side assignment requires a new filing. The available official guidance does not establish another country’s detailed conditions, so do not assume one country’s rule applies elsewhere.
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Check dates as a chain
Place the contract start date, requested joining date, visa validity, work-permit validity and passport expiry on one timeline. Do not travel merely because a visa application was filed. The authorization must be issued and valid for the proposed activity. Also check whether the contract ends before the visa, or the visa expires before the assignment; either mismatch needs a documented plan rather than an informal promise.
Passport validity is not one universal number
MEA material mentions six months of passport validity in specified overseas-employment contexts. Treat that as guidance for those contexts, not as a universal entry rule. Airlines, destination immigration authorities and visa classes may use different validity tests. Verify the rule for the exact destination and authorization, and renew early if the remaining validity could shorten the permitted stay.
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Determine whether Indian departure procedures apply to you
There is no single departure checklist for every Indian IT employee. Requirements vary with destination, visa class, worker category and whether the job was obtained directly or through an agent. MEA distinguishes requirements for skilled or semi-skilled workers and for unskilled workers and other specified groups.
Before departure, determine whether your circumstances call for any of the following:
- Emigration clearance.
- Contract attestation or verification by an Indian mission.
- Insurance or welfare documentation.
- Additional forms, employer papers or agent records.
- A passport-validity period beyond the destination’s ordinary entry requirement.
Do not treat emigration clearance, mission attestation or a particular insurance policy as mandatory for everyone. Ask the relevant Indian mission or Protector of Emigrants which category and recruitment route applies. If a mission publishes local forms, follow that page for its country only. For example, the High Commission of India in Kuala Lumpur lists employment-contract and EMI forms for Indian workers in Malaysia; that example cannot be used as a rule for another destination.
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Verify a recruiter, employer and job before handing anything over
An intermediary adds another identity to reconcile. Establish the exact foreign employer, employing entity, job title, worksite, pay and start date independently. When an agent is involved, verify the agent’s registration through the appropriate official channel and ask which employer has authorized the recruitment.
Documents to request where they apply
MEA names the employer’s demand letter and power of attorney among the items to check in relevant recruitment situations. Request copies or a way to verify them, along with the written offer and contract. Contact the employer using contact details obtained independently, not only a phone number supplied by the intermediary. If the employer or job cannot be confirmed, pause the process.
Protect originals and payments
Do not hand an agent money, your passport, educational certificates or experience certificates before establishing that the job and employer are genuine. If a document must be submitted to an authority, obtain a receipt, record the document number and keep a scan. For every fee, ask who receives it, what service it covers, whether it is refundable and what official receipt you will receive. Keep copies of signed paperwork, invoices and payment confirmations.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Red flags that justify stopping the process
Each item below is a practical warning sign inferred from the official checks, not a government-published fraud list:
- The final contract names an employer, role or location different from the offer.
- The visa category does not match the work you were recruited to perform.
- Salary, benefits, deductions or repayment terms differ between documents.
- You are pressured to travel before the work authorization is issued.
- You are denied a signed copy or told that terms will be supplied after arrival.
- An intermediary demands unexplained fees or insists on holding original documents.
- Someone asks you to misstate the job, salary, employer or purpose of travel.
- A “client deployment” or remote arrangement would place you outside the authorized worksite.
Stop, preserve the messages and documents, and seek verification from the relevant Indian mission, Protector of Emigrants, destination authority or qualified immigration or employment-law professional. Do not attempt to solve a contradiction by signing both versions or by travelling first.
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Use a repeatable review before signing or travelling
- Inventory: list every offer, annexure, contract, authorization, passport page, recruiter document and payment receipt.
- Build the comparison: place employer, role, location, pay, benefits, dates, hours, leave, notice, termination and repayment terms side by side.
- Mark conflicts: highlight any difference, blank field, translation issue or term that depends on an unknown jurisdiction.
- Ask in writing: send precise questions and request a corrected contract or signed addendum. Keep the response with the document set.
- Validate immigration permission: confirm the visa category, employer, occupation, site and dates with the destination authority or qualified adviser.
- Check Indian procedures: establish whether your worker category and recruitment route require clearance, attestation, insurance or mission forms.
- Verify the intermediary: check registration and employer authorization; independently confirm the job.
- Secure records: scan signed copies, store them separately, leave copies with a trusted person and carry accessible copies while travelling.
- Escalate unresolved issues: contact the relevant Indian mission or Protector of Emigrants before paying further money or departing.
Comparing two offers or an old and new document set
Use the same axes for both sets so an attractive headline salary does not hide a weaker arrangement:
| Comparison axis | Questions to answer |
|---|---|
| Role and place | Is the promised role the written role, and is the actual worksite authorized? |
| Pay and cash flow | What is fixed, what is variable, what is deducted and what should arrive in the bank? |
| Timing | Do contract start and end dates fit the visa and work-authorization dates? |
| Employer identity | Is the contract employer the entity authorized to employ you? |
| Protection and exit | How do benefits, leave, notice, termination, relocation, repayment and repatriation differ? |
The legal significance of each axis depends on the jurisdiction and visa class. A comparison helps you ask the right questions; it is not a substitute for destination-specific advice.
Keep a practical departure file
Store the signed contract and addenda, offer correspondence, passport identity page, visa and work authorization, employer and recruiter contacts, insurance details, receipts, medical or vaccination records when required, emergency contacts and the address of the Indian mission. Keep digital copies encrypted or protected by a strong account password, and retain an offline copy in case your phone or cloud account is unavailable.
MEA’s core question is: “What are the things to ensure before one leaves India for employment abroad?” Its consular guide gives a direct answer worth applying to every contract review: “Carefully go through the Employment Contract detailing the salary/wage levels and other service conditions.” Read that instruction as a prompt to reconcile the complete document set, not just to glance at the salary line.
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