1, don't blindly believe the advertisements and labor information released by overseas labor agencies. 2. Check whether the labor exporter has legal labor export qualification. According to China's national laws and regulations, only after strict examination and approval by the national labor department, foreign affairs department and other relevant departments can we have the right to act as an agent for labor services abroad, otherwise it will be an illegal labor intermediary. This kind of company often leads to two results. First, you can't go abroad after paying money, but you can't work normally abroad or the treatment is very poor. Once the agency of such companies has problems, or even the company absconds with money, the workers cannot guarantee their own interests. 3. Be careful when signing labor contracts abroad. It is best to consult relevant experts. If you find that the format contract provided by the labor export company is different from the advertising content, you must consult the relevant departments at this time. 4, labor and social security provisions should be clear. In terms of labor security benefits, the laws at home and abroad are different. When signing a labor contract, we must pay attention to the labor security clauses. For example, insurance obligations should be clearly stipulated in foreign labor contracts. 5. The responsibility for violating the labor contract abroad should be clear.
Article 59 of the Labor Contract Law of People's Republic of China (PRC) stipulates that the labor dispatch unit shall conclude a labor dispatch agreement with the unit that accepts labor dispatch (hereinafter referred to as the employing unit). The labor dispatch agreement shall stipulate the number of dispatched posts and personnel, the dispatch period, the amount and payment method of labor remuneration and social insurance premiums, and the responsibility for violating the agreement. The employing unit shall determine the dispatch period with the labor dispatch unit according to the actual needs of the post, and shall not divide the continuous employment period into several short-term labor dispatch agreements.