Carrying the Original Passport

Carrying the original passport is essential during overseas job interviews for the following reasons:

🪪 Proof of Identity and Nationality – The passport serves as an official government-issued identification document verifying the candidate’s identity and citizenship.

✅ Verification of Authenticity – Employers and recruitment officers must confirm that the passport is genuine and valid before proceeding with selection or visa formalities.

🛂 Essential for Visa and Travel Documentation – Once selected, the same passport is required for visa stamping, medical clearance, and emigration formalities.

📅 Validation of Passport Expiry – It allows officials to check the validity period, ensuring it meets the minimum requirement (usually 6 months) for overseas employment.

🖋️ Employer Record Keeping – Many overseas employers or authorized representatives record the passport details of shortlisted candidates for documentation and contract purposes.

⚖️ Compliance with Government Regulations – As per the Ministry of External Affairs (MEA) guidelines, original passport verification is mandatory for all candidates being processed through licensed overseas recruitment agencies.

🔒 Prevention of Fraud or Misrepresentation – Presenting the original passport prevents impersonation or misuse of fake or duplicate documents.

🌍 Immediate Processing Advantage – Candidates with valid original passports are prioritized for interview shortlisting, visa processing, and deployment, ensuring faster placement.

Resignation Before Completion of Overseas Employment Contract

If a candidate resigns before completing the employment contract at a foreign location, the following consequences and procedures generally apply:

⚖️ Contractual Obligation – Every candidate deployed overseas signs an employment contract approved by the Ministry of External Affairs (MEA) and the foreign employer. Resigning before the agreed period is considered a breach of contract.

💰 Financial Liability – The candidate may be required to reimburse recruitment, visa, and travel expenses borne by the employer or agency, as stated in the contract.

🚫 Employment Ban or Penalty – In some countries (especially in the Gulf region), premature resignation can result in a temporary employment ban or blacklisting under local labor laws.

🏢 Notification to Authorities – The employer or recruitment agency is obliged to inform the Indian Embassy / Consulate and the Protector of Emigrants (POE) regarding the premature termination for record and compliance purposes.

✈️ Exit Formalities – The candidate must complete legal exit formalities as per the host country’s labor and immigration rules before returning to India.

🤝 Mediation & Support – If the resignation is due to genuine reasons (e.g., health issues, family emergencies, or contract violations by the employer), the Indian Mission abroad or the recruiting agency can assist in resolving the matter amicably.

📄 Impact on Future Employment – A premature resignation can affect the candidate’s future overseas employment opportunities, especially if reported to the government database or employer networks.

Illegal or Unlawful Activity While Employed Abroad

If a candidate is found involved in any illegal or unlawful activity while employed abroad, it is treated as a serious offence under the host country’s laws. The consequences can be severe and may include arrest, detention, deportation, or a permanent ban from re-entry. Here’s how such cases are generally handled:

⚖️ Subject to Local Laws – The candidate will be governed by the laws of the host country, and any punishment will be decided according to those legal provisions.

🏛️ Employer & Embassy Notification – The employer and the Indian Embassy/Consulate are informed immediately. The Embassy provides consular assistance, such as contacting the family, offering legal guidance, or ensuring fair treatment under local law.

🛂 Possible Termination of Employment – The foreign employer has full right to terminate the employment contract if the worker is found guilty of misconduct or criminal behaviour.

🚫 Deportation or Blacklisting – Depending on the severity of the offence, the candidate may face deportation and could be blacklisted from entering that country again.

🧾 Legal and Financial Consequences – The individual may be required to bear legal costs, compensate damages, or face imprisonment as per the court’s decision in the host country.

🇮🇳 Role of Recruiting Agency – The recruiting agency can assist in coordinating with the Indian Mission abroad, but it cannot intervene in foreign legal proceedings. The agency ensures the family in India is informed and provides necessary documentation support if required.

🔒 Preventive Advice – All candidates are advised to strictly follow the laws, customs, and regulations of the country they are working in. Engaging in activities such as theft, fights, substance abuse, illegal trading, or overstaying visas can lead to serious consequences.

In case of a personal or family emergency, overseas employees can apply for emergency leave to travel back to India. However, it must be done through proper communication and documentation to avoid legal or contractual issues.

✅ Procedure to Apply for Emergency Leave

📞 Inform the Employer Immediately – The employee must notify the supervisor, HR department, or site manager at the earliest, explaining the nature of the emergency (e.g., serious illness, death in family, etc.).

📝 Submit a Written Leave Request – A formal written leave application or email should be submitted, mentioning the duration of absence and expected date of return. Supporting documents (e.g., medical certificate, death certificate, etc.) should be attached if possible.

📄 Seek Employer’s Approval – Leave is subject to employer approval as per company policy and contract terms. The employer issues a leave approval letter which the worker must carry while travelling to India.

🏢 Notify the Recruiting Agency (in India) – The worker must inform the recruiting agency or representative office in India to keep records and coordinate with the employer abroad for smooth rejoining.

🛂 Complete Exit Formalities – Before leaving the foreign country, the worker must obtain an exit/re-entry visa or travel permit (depending on the host country’s rules).

📅 Return on Agreed Date – The employee must return before the approved leave expires and resume duty as per the rejoining instructions.

⚠️ Consequences of Not Returning to Work After Leave

🚫 Absconding or Job Abandonment – If a worker does not return to duty after the approved leave period, it is treated as absconding or unauthorized absence, which is a breach of the employment contract.

📄 Termination of Employment – The employer has the right to terminate the contract and report the worker to the local authorities and the Indian Embassy/Consulate.

🧾 Blacklisting / Employment Ban – The worker may face a ban from re-employment in that country or under that employer in the future.

💰 Forfeiture of Benefits – Pending salary, end-of-service benefits, and gratuity may be withheld as per the contract and local labor laws.

🛃 Legal & Immigration Action – In some cases, residence permits or visas may be cancelled, and the worker may be barred from re-entry into the host country.

📊 Impact on Future Overseas Jobs – Non-compliance is recorded in the Ministry of External Affairs’ database, which can negatively affect the worker’s future overseas employment opportunities.