Frequently Asked Questions

All of them — from general and daily-wage labour through skilled trades, engineers, drivers, and supervisors.

Yes. Every contract is disclosed in full before anyone travels — that's a firm rule we don't make exceptions to.

A support contact line stays open for candidates after arrival, so you're not on your own once you've landed.

Browse current openings and apply directly, or register your interest even if you don't see your exact trade — most roles fill from our existing network before they're ever posted.

Yes. Every candidate must pass a medical fitness examination at an approved medical centre before deployment. This confirms you are free of conditions that would prevent you from safely performing the job, and meets the destination country’s health-entry requirements.

For most skilled and semi-skilled trades, yes. Saudi Arabia requires candidates in specified trade categories to hold a valid skill test certificate from an approved testing centre before a work visa is issued. PKM will confirm whether your specific trade requires this and arrange the test accordingly.

This depends on the terms agreed in your specific contract. In many cases these costs are shared or employer-covered per the job order. PKM will clarify exactly what applies to your placement before you proceed, so there are no surprises.

Yes. A Police Clearance Certificate (PCC) is a standard requirement for virtually all overseas work visas. PKM will guide you through obtaining this from the relevant Pakistani authorities as part of your document preparation.

Workplace-related disputes are first addressed through your employer’s HR department, as per your employment contract. If needed, PKM coordinates with the client’s HR team on your behalf. You also retain the right to raise concerns through your destination country’s labour authorities and the Pakistani embassy or consulate’s labour welfare section.

Salary revisions are determined by your employer’s internal policy and the terms of your contract, not automatically triggered by skill improvement alone. Many employers do consider demonstrated skill growth during contract renewal or promotion reviews — this is something to discuss directly with your employer’s HR department.

Changing your job category or trade typically requires your employer’s initiative and formal approval from the destination country’s labour or immigration authority, since your visa and residency permit are usually tied to a specific job title or profession code. This is not something a worker can change alone — it has to be processed through your employer and the relevant government department.

Your employer (sponsor or kafeel) sponsors your work visa and iqama. Standard contracts registered with Pakistan’s Bureau of Emigration & Overseas Employment (BEOE) typically require the employer to cover your outbound airfare, with return airfare terms defined in your contract. PKM ensures this is clearly stated before you sign.

Most international contracts run for a minimum of two years, renewable by mutual agreement. Your annual leave entitlement — commonly 21 to 30 days a year, depending on the country’s labour law and your contract — determines when you can travel home. Many contracts also include employer-provided leave airfare at defined intervals.

Most contracts can be renewed by mutual agreement between you and your employer at the end of the term, provided both sides wish to continue. It is not automatic — renewal depends on performance, employer requirement, and mutual consent.

Yes. There is no restriction on staying in touch with your family by phone or internet during your personal time once deployed. This is separate from family residency sponsorship, which for most general labour categories in the GCC is not permitted unless your salary and job category meet the dependent-visa threshold set by that country.

Employers in GCC countries are required by law to provide health insurance for foreign workers — for example, Saudi Arabia’s CCHI scheme. Exact coverage, including treatment, hospitalisation and work-injury compensation, is defined in your employment contract, which PKM reviews with you before deployment so you know what is covered.

Generally yes. Expatriate workers holding a valid iqama (residency permit) and a valid Saudi driving licence are permitted to purchase or finance a vehicle. Specific financing eligibility may depend on your salary and employer policy.

Primarily the Gulf Cooperation Council (UAE, Saudi Arabia, Qatar, Kuwait, Oman, Bahrain), Türkiye, and increasingly Japan, Germany, and Malaysia. See our destinations for details on each.

Typically 5–7 weeks from role scoping to candidate arrival, depending on destination-country visa processing.

Yes — from a single supervisor to a full multi-trade crew, we can resource the whole team for a single contract.

Skills tests, background checks, and structured interviews, matched against the specific role you're hiring for.

Our license number and issuing authority are published in the site footer and on our About page. You're welcome to verify this directly with the issuing body, Bureau of Emigration & Overseas Employment, Government of Pakistan.

Through local-language newspapers, LinkedIn, and WhatsApp status updates, reaching both active jobseekers and our existing candidate network across Pakistan, India, Nepal and Bangladesh.

Yes. PKM maintains an extensive, fully computerised candidate database — our Job Bank — which lets us match most client requirements directly against candidates already registered with us, alongside new direct and online submissions. Being digitally managed means we can filter quickly by trade, skill level, experience and availability rather than searching paper records.

Yes. We welcome client delegations and can arrange a visit to inspect our screening and preparation process firsthand, and to directly assess candidates’ skills before selection is finalised.

Yes. Once a candidate is finalised, we provide targeted orientation on communication norms and workplace expectations in the destination country, helping candidates anticipate potential language or cultural barriers and resolve them through the proper channels once deployed.

All communication, coordination and contract finalisation between PKM and the client should be routed through the client’s Human Resources department, keeping the process centralised and accountable on both sides.

The client sets the interview schedule, and PKM lines up the shortlisted candidates accordingly.

Post-deployment support is limited to what is defined in the signed contract — matters such as agreed compensation, salary and accommodation. We do not interfere in matters that fall under the employer’s jurisdiction. Where a request is reasonable and within the contract’s terms, we coordinate directly with the client’s HR department to resolve it.

No. Once a candidate has been deployed to a specific location and job category, that assignment cannot be changed.