Ethical migration opportunities help overcome financial barriers to migration, but it is equally important to address non-financial barriers including those specific just to ethical recruitment.
The burden of debt weighs heavily on migrant workers as they leave Nepal’s Tribhuvan International Airport. They are compelled to pay high recruitment costs to avoid losing an overseas job opportunitythat could potentially be their ticket out of poverty. What adds to this weight of debt is also the uncertainty of whether they will get the jobs they are promised and concerns about if and when they will be able to clear their recruitment loans. Paying hefty fees, alone, does not guarantee a good job.
Ethical recruitment opportunities that abide by the employer pays principle address the financial barriers that aspiring workers face. All the costs and fees associated with their recruitment are borne by the employer, and workers are recruited through a transparent process that guarantees them the wages, jobs and hours promised prior to departure.
But in a context like Nepal, it is also important to consider the informational, network, geographic and sociocultural barriers that can hinder workers’ ability to access responsible recruitment initiatives. A recent World Bank report, for example, shows how marginalized communities such as Terai Janajati continue to face significant cultural and social barriers to migrate. These barriers persist even when financial costs are not the primary obstacle. Lack of educational attainment, limited social networks, and the absence of a migration culture in certain communities restrict their ability to access higher-return destinations or even render some immobile. This reinforces existing inequalities and limits the developmental benefits of migration for the most disadvantaged.
A more nuanced analysis is needed to effectively address the barriers to migration, including those specific to ethical recruitment practices, that can hinder equal access. Based on lessons from several ethical recruitment drives designed to address all or part of these challenges, the Inclusive Mobility Initiative (IMI) aims to make responsible recruitment accessible to all.[1]
Non-financial Barriers to Ethical Migration
Undoubtedly, the biggest barrier to ethical migration is that majority of the recruitment drives in Nepal are worker-paid, with only a small share being zero cost opportunities. But even the small share of ethical drives is not accessible to everyone. Information about available opportunities might not reach the most marginalized populations and even when they do, various barriers might dissuade aspirant workers from applying.
IMI conducted quick surveys in three ethical recruitment drives for Malaysia based jobs:
· 100 migrant workers from all across Nepal (2024) [hereinafter referred to as 1st Survey]
· 52 migrant workers from Jajarkot (2024) [hereinafter referred to as 2nd Survey]
· 84 migrant workers from all across Nepal (2025) [hereinafter referred to as 3rd Survey]
Based on surveys and discussions with pre-departure candidates recruited under ethical drives, we wanted to understand: What challenges do workers face to access ethical recruitment opportunities? What are common misconceptions surrounding ethical recruitment? What lessons can we draw from migrants who have successfully navigated these challenges and from implementation of ethical recruitment drives?
A) Departing from the Norm: Bypassing agents
It is a challenge to figure out how to go abroad and who to go through. Many rely on agents, but they often charge unreasonable amounts. We usually rely on agents because we don’t know about manpower companies.
They say "Everyone is paying for jobs—do you have a father in the company that gives you a job for free?"
Many of us were not aware of the zero-cost recruitment system in our village, including myself. I heard about it for the first time. I don’t have a network or link with manpower agencies, which is also a major challenge. This opportunity seems impossible in our area; it's the first time something like this has happened.
Aspiring workers often struggle to access vetted information on overseas job opportunities, with agents and word of mouth as important information sources. Job vacancies that are posted can often be misleading and all are advertised as “free visa free ticket.” Recruiters are based in the capital, while agents who are notorious for cheating or misleading workers are spread across the country. Available information can therefore be scattered, conflicting and inaccurate.
Ethical recruiters aim to bypass agents altogether and expect workers to apply directly. But this represents a drastic shift from the status quo. Agents have a stronghold in villages and are often family members, neighbors, or trusted acquaintances. Workers find it easier to rely on agents instead of navigating the recruitment process themselves, and traditional recruiters also prefer workers to come through agents. Agents can influence workers in multiple ways including by exploiting the unfamiliarity, reinforcing the misperception that ethical jobs are not safe or attractive or by claiming to have links “with the higher ups at recruitment companies” to sway selection decisions if the aspirants pay fees.
Social media has emerged as a critical tool to reach aspirants directly about ethical recruitment opportunities. Beyond social media, IMR also conducts village level campaigns, FM jingles and briefing sessions which help candidates understand the availability and details of such vacancies.
In the 3rd survey, 61% of respondents said they learned about the job opportunity through social media, 29% through friends or family, and 11% via a village campaign organized by IMR or a similar initiative. In the 1st survey, 55% learned about the opportunity through word of mouth, 25% through social media, 12% via a village campaign, and 8% through other sources, including walk-ins.
B) Direct exposure to ethical migration is key
When I tell people about zero cost, one said “no, don't go at zero cost they will trap you... it’s a scam, everyone is paying high recruitment fees. How is it possible?”
People are not aware of zero-cost recruitment in our village because they used to say “After paying recruitment fees they are in trouble in foreign land, how will a free job be good?” They have doubts and say they might deduct fees later from salary or they may sell people.
Many of my friends did not believe me and asked, “is it even possible to be recruited without charge”? I applied, and wanted to encourage my friends to apply, but they denied.
From my village 4-5 people have already migrated overseas for free so nowadays people from my village believe in free visa and free ticket recruitment.
People in my village initially doubted this opportunity, but now they regret not applying.
In the traditional recruitment model, a good migration outcome is not guaranteed even when workers pay exorbitant fees for jobs. It is, therefore, not surprising that there is skepticism about responsible recruitment drives among workers and their communities. Some go even far enough to consider it a scam while others link the recruitment costs demanded by intermediaries to the quality of the jobs, i.e., employment opportunities that don’t cost workers money are consequently perceived as “risky”.
Unless an aspirant is aware and believes that ethical opportunities can exist in practice, they will not apply directly. Exposure to real-life examples of ethically deployed workers is critical in making people believe in such opportunities. Among the workers we interviewed in the 3rd Survey, for example, 34 per cent of the individuals had not previously met anyone who had migrated under an ethical recruitment drive. 35 per cent knew at least one, 11 per cent knew two and the rest knew three or more. 87 per cent of those who knew at least one migrant who had migrated for free believed that such opportunities exist and applied. 48 per cent of those who did not know anyone did not believe it was possible to migrate for free, but still applied by taking “risks” as they wanted to see if it is real and thought it was worth it to explore as they had nothing to lose.
When people know others who have successfully migrated without incurring fees, their own belief and willingness to apply increases. The second-best alternate to help aspirants overcome skepticism and disbelief can be outreach efforts such as through social media designed in ways that they are trustworthy, transparent, and accessible.
C) Lack of understanding about the employer pays model
Collaborations of Nepal govt and the employer has led to zero cost recruitment.
The initiation on MoU of Nepal and Malaysia has led companies to facilitate zero cost recruitment.
It is an initiative of the government of Nepal when they have not been able to give jobs to unemployed youths in the country.
Employers are extending a helping hand to poor Nepalese workers for foreign employment opportunity.
Good employers facilitate their employees to get recruited for free so that they don’t have to worry about paying recruitment fees and high interest rates.
Manpower agencies that have the reach with major companies across the world have probably informed the employers on the present situation of Nepal's economic crisis, whereby youths remain unemployed and hence the employers would want to help Nepal by employing workers on zero cost.
From a workers’ perspective, why are such ethical recruitment opportunities even feasible? A seemingly clear model i.e., workers don’t have to pay a single cost under ethical recruitment drives because employers cover these costs and fees is not apparent to aspiring workers and their families. A clearer understanding of how and why the employer pays model works would address the misconceptions around ethical recruitment drives.
Workers shared their belief that ethical recruitment drives are a Nepal Government initiative, either through migration-specific policies (linked to 'free visa, free ticket' or bilateral agreements) or as a strategy to address youth unemployment. Others viewed it as employers’ strategy to attract top talent, a form of humanitarian support for deserving but poor Nepali youth, or a means to enhance the employer's or recruiter's reputation. Finding effective ways to educate the public on ethical recruitment models is critical to address the skepticism surrounding ethical recruitment opportunities.
D) Beyond Costs: Fairness of Ethical Drives
I made up my mind to go abroad anyhow, I was going anyhow even by paying money. I saw the free visa job fair. I was not expecting to be selected. I was thinking that there could be some political intervention, so they would not take normal people like me who don’t have any political source. I didn’t have any link and I had not known any [powerful] people of Khalanga, but there were people who had political source also came for the interview, but they were not selected.
My friend told me that I would not be selected because they [recruiter] will hire their own people, but luckily I got selected.
There is fear among workers that there are “settings” involved whereby only workers with privileged connections or those who are from the recruiter’s networks will get access to the jobs. Agents are also able to manipulate aspirants by showing they can influence recruitment decisions. However, it is employers who conduct interviews of workers, and the process is fair and transparent. This misconception is further fueled by the significantly lower number of ethical job vacancies compared to the applicant volume.
Migrant workers who went through the process, however, reveal the fairness of ethical drives as it is not willingness to pay that determines whether they get the jobs or not. Some expressed surprise that “power” or “networks” do not influence recruitment decisions, which the employers decide. This fairness, especially, can come as a fresh air for historically marginalized groups who are used to being deprived of opportunities due to their lack of “pahuch”.
E) Responsible recruitment models create space for truly transformative migration models: IMI’s Corporate Social Responsibility (CSR) Models
If someone gives us one packet of rice [for earthquake recovery support], I also want to earn the other packet of rice on my part. With this thought I am going overseas.
The likelihood of maximizing the benefits of migration increases in responsible recruitment drives when workers get the job and benefit they were promised. But the barriers to migration can be even more pronounced for marginalized groups, whether economically disadvantaged, socially marginalized, or residing in geographically disadvantaged areas, among others.
IMI conducts CSR programs to address these barriers more comprehensively. We targeted historically marginalized communities (Musahar) and earthquake victims to help them break out of intergenerational poverty and discrimination, and to recover from shocks. The CSR program also includes training components that help workers become more intentional about their migration journeys so they can plan better for their futures, which is challenging to prioritize when workers are debt-trapped and unsure if they will get the jobs or wages they are promised.
These CSR initiatives have spillover effects, especially when we recruit the first cohort in a transparent manner that challenges the longstanding abuses that have defined recruitment practices. Deployed migrant workers become important sources of job information, and aspirants from their communities also become more proactive about seeking such opportunities as IMI has witnessed first hand.
F) Workers’ demand for ethical recruitment
My uncle informed me about this job. I had tried to apply overseas before but the agent asked me for Rupees 3.85 lakh, and I refused the offer because my uncle told me to wait for an ethical job offer. I went India and came back to Nepal once I heard about this new job vacancy.
I migrated previously to the UAE without paying any fees which has boosted my morale and confidence to only seek zero cost opportunities.
In the current market, identical overseas jobs coexist with some requiring workers to pay no fees while others requiring upward of USD 3000. Once workers are aware about the possibility of ethical recruitment opportunities, especially those with previous experience in ethical recruitment drives or those who have family members deployed ethically, they find traditional models less preferable. However, in the current market, there are not enough ethical opportunities for workers to fall back on if they are unsuccessful during interviews for an ethical recruitment drive or for workers to wait for the next ethical recruitment drive. But a sizable number of workers, i.e., 37 of the 100 workers (1st Survey) and 62 of the 84 workers (3rd survey) told IMI that they would not have taken up the job offers if they had to pay fees. While financial constraints including lack of access to loans were a major reason to opt out, there were also a sizable number of workers who said they were willing to migrate only under ethical recruitment drives. For example, 16 workers from the 3rd survey said they were willing to migrate only under ethical recruitment drives. This indicates that once there is a critical mass of responsible recruitment drives and migrant workers are in a position to act on their preferences, it may also create pressure on recruiters and employers to adopt those standards.
IMI: Being Intentional about Inclusive Ethical Migration
Talent is everywhere; opportunities are not. Ethical employment opportunities are even scarcer.
Reflections from this research make a strong case for IMI to address the non-financial barriers to ethical recruitment opportunities. As the industry shifts from traditional to ethical recruitment models, a fair amount of innovation and iteration is needed to ensure all workers access ethical recruitment opportunities. Workers and their families, as this research shows, might find what is familiar more comfortable. Ethical recruitment processes have elements that are drastically different from the status quo, leading to misconceptions, limited reach and awareness. That is why it is critical to study these barriers through worker-centered research and use the insights to guide and educate potential aspirant workers.
IMI will cast the net widely to ensure all deserving candidates—especially those from every corner of Nepal, the left tail of the income distribution, and/or historically marginalized communities—have a fair shot at ethical and transformative migration opportunities.
[1] The Inclusive Mobility Initiative is a joint initiative between International Manpower Recruitment (IMR) and Migration Lab (Mlab) to make ethical recruitment inclusive.