OFW Employment Contract Checklist: What to Look For Before Signing

For overseas Filipino workers, your employment contract isn't just a formality — it's your lifeline in a foreign country. Once you're abroad, changing your terms becomes extremely difficult. This checklist covers everything you need to verify before signing an OFW employment contract.

Verify POEA/DMW accreditation

Before looking at the contract itself, verify that your recruitment agency is licensed by the Department of Migrant Workers (DMW, formerly POEA). Check the agency's license status on the DMW website. Never deal with unlicensed recruiters — this is the single most important protection against trafficking and exploitation.

Check the contract is POEA-standard

All OFW employment contracts should follow the POEA Standard Employment Contract (SEC) for your destination country. The SEC sets minimum terms that cannot be reduced. Your actual contract can offer better terms than the SEC, but never worse. If your contract doesn't match or reference the SEC, that's a major red flag.

Compensation checklist

Verify: exact salary in the destination country's currency, overtime rates, food allowance (if applicable), accommodation (free or deducted), transportation allowance, end-of-contract benefits, and vacation pay. For domestic workers in the Middle East, check against the destination country's minimum wage for domestic workers, not the Philippine minimum wage. Compare the offered salary with DMW-published minimum wage standards for your job category and destination.

Working conditions checklist

Verify: daily working hours (8 hours standard, plus rest period), rest day (at least 1 per week), overtime policy, living conditions (private room for domestic workers is ideal), food provisions, and communication access (ability to contact family). The contract should specify your exact work location and job scope — vague terms like "household duties" for domestic workers can lead to exploitation.

Contract duration and renewal

Standard OFW contracts are 2 years. Check for: contract duration, renewal terms, early termination clauses (both by employer and by you), repatriation provisions (who pays for your flight home), and what happens if the employer terminates you early. Under Philippine law, if you're terminated without just cause before contract completion, you're entitled to salary for the unexpired portion (up to 3 months) plus repatriation.

Insurance and medical coverage

Your contract should include: medical/health insurance coverage, personal accident insurance, repatriation insurance, and information about OWWA (Overseas Workers Welfare Administration) membership. Employers are generally required to provide medical coverage, but verify the specifics — some policies have significant exclusions.

Document retention and passport

A critical check: does the contract or any side agreement allow the employer to confiscate your passport? This is illegal in most countries and is a form of forced labor. Your passport must remain in your possession at all times. If an employer insists on holding your passport, do not proceed with the contract.

Before you leave the Philippines

Get a verified true copy of your signed contract from the DMW. Attend the Pre-Departure Orientation Seminar (PDOS). Register with OWWA. Keep copies of all documents — physical and digital. Save the contact numbers of the Philippine Embassy/Consulate in your destination country and the OWWA 24/7 hotline. Upload your contract to PlainDoc before signing for a free, instant analysis of your terms.