All employers using the platform must comply with EU Seasonal Workers Directive (2014/36/EU) and relevant national labor laws. Hiring non-EU workers carries specific obligations designed to ensure fair treatment, legal compliance, and worker protection.

1. Employment Contracts

Every worker must receive a written employment contract before starting work.
Contracts must be:
- In a language the worker understands
- Signed by both employer and employee before visa processing
- Clearly specifying:
  - Job role and duties
  - Salary and payment frequency
  - Working hours and rest periods
  - Overtime rules and pay rates
  - Contract duration (up to 6–9 months depending on the host country)
  - Termination conditions

✅ Important: Verbal agreements are not valid. Only written contracts are accepted by EU immigration authorities.

2. Wages & Working Conditions

Employers must guarantee:

At least the national minimum wage of the host country
Equal pay for equal work (seasonal workers must not be paid less than EU nationals in similar roles)
Maximum working hours and mandatory rest breaks as per national law
Paid leave days in line with seasonal work regulations

3. Accommodation

Employers are responsible for ensuring workers have safe and adequate accommodation during their employment.

Accommodation must meet health, safety, and space standards of the host country
Costs, if charged, must be reasonable and clearly stated in the contract
Workers must be informed in advance of accommodation arrangements (location, facilities, cost if applicable)
Employers must not deduct excessive housing costs from wages

4. Insurance & Healthcare

Employers are required to provide workers with:

Health insurance covering the full duration of employment
Accident insurance for workplace injuries
Access to national healthcare services, equal to that of EU nationals

📌 Proof of insurance must be submitted when posting a campaign and again during visa application.

5. Travel & Relocation

Employers must assist with visa application procedures (submitting official documents, providing job contracts, proof of accommodation, etc.)
Employers are responsible for arranging relocation logistics, which typically include:
- Airport pickup and initial transfer to accommodation
- Orientation and workplace introduction
- Support with opening bank accounts, obtaining SIM cards, and registering locally

6. Worker Protection & Fair Treatment

Employers must ensure that:

Workers are free from discrimination, harassment, and exploitation
Workers have access to complaint procedures and legal remedies in case of disputes
No worker is charged recruitment fees — all hiring costs are paid by the employer, except official visa fees

7. Monitoring & Compliance

Employers may be subject to inspections by national labor authorities
Failure to comply with obligations may result in:
- Revocation of work permits
- Financial penalties
- Suspension or permanent ban from the platform