We publish a six-point compliance standard on our homepage, and partner agencies sometimes ask what actually sits behind each line. It's a fair question. A checklist is only useful if you know what it's checking for, so here's what each point means in practice.
1. Valid government labour-export licensing
Adey Agency operates under Ethiopian government licensing for foreign employment and labour export. This isn't a one-time credential we obtained and stopped thinking about; it's the basis on which every candidate we place is legally permitted to be sourced and deployed at all. We make this documentation available to partner agencies as part of onboarding, not on request after a dispute.
2. Transparent, written agency-to-agency contracts
Every partnership is governed by a written agreement outlining supply terms, volumes, and compliance obligations for both sides before the first candidate moves through the pipeline. We've found that the partnerships that run smoothest are the ones where pricing, replacement terms, and timelines were all settled in writing up front, not worked out informally after the first batch.
3. No recruitment fees charged to candidates
Candidates in our pipeline do not pay placement fees. Sourcing costs are borne within the agency-to-agency agreement, not passed down to the worker. Beyond the ethical case, this matters operationally too: a candidate who arrived debt-free from recruitment fees is less likely to leave a placement early over financial pressure unrelated to the job itself.
4. Full documentation trail per candidate
Medical clearance, training certification, identity verification, and background checks are compiled into a single file per candidate and handed to the receiving agency at deployment. If your own regulator or client ever asks for proof of a candidate's screening history, the answer should already be in the file we gave you, not something you have to request from us after the fact.
5. Independent welfare monitoring post-deployment
Our responsibility doesn't end at the airport. We maintain contact channels for welfare checks after a candidate has been deployed, independent of the receiving household or employer, so an issue can surface through a channel that isn't controlled by the party it might involve.
6. Defined dispute-resolution procedure
Every partnership agreement includes a specific process for what happens when something goes wrong, agreed in writing before deployment starts. If a placement doesn't work out, both sides already know the replacement period, the process, and who handles what, instead of negotiating it under pressure in the moment.
None of these six points is decorative. Each one exists because leaving it out creates a specific, predictable failure mode for a partner agency's own compliance file. If you want to see the documentation behind any of these before signing a partnership agreement, our corporate sourcing desk can walk through it directly.