Working abroad? How to protect yourself from job exploitation

Employment contracts abroad and exploitation

Employers have rights—but they also have responsibilities. Some, however, forget this basic principle, using their position of power to pressure or exploit foreign workers.

In Canada, growing public criticism has focused on the controversial closed work permit—a temporary visa that ties a foreign worker's legal status directly to a single employer. Many companies act responsibly and follow the law. But others treat the closed permit as a license for total control. Because a worker's residency depends on their employer, that employer can dictate nearly every aspect of their job—and, at times, their life. That was the harsh reality for Bénédicte, a French immigrant to Canada and former closed-permit holder. Speaking to Canadian media outlet TVA Nouvelles, she described the system as “modern-day slavery disguised as legal employment.”

In June, researchers from Concordia University's Migration and Society Research Institute voiced similar concerns. They found that closed work permits foster insecurity and precarity. Workers under these permits often struggle to gain permanent residency and report grueling conditions, unsafe workplaces, and a constant fear of losing their only source of income.

Unpaid wages and exploitation in Japan

Elsewhere, the same story repeats itself. In Japan, expats holding the Engineer/Specialist in Humanities/International Services visa have reported widespread abuse—unpaid wages, job assignments outside their field, and contract violations.

One Vietnamese worker explained that his Japanese employer sent him to clean hotels and restaurants, work that had nothing to do with his qualifications or visa category. Then, without warning, the company stopped assigning him any tasks. No work meant no pay.

Japan, facing a chronic labor shortage and an aging population, has been cautiously opening its doors to more foreign workers. Yet labor rights are far from universally respected. The “engineer/specialist” visa—originally intended for skilled professionals—has often been diverted from its true purpose. Many foreign recruits believe they'll be working in their field of expertise, only to find themselves doing low-paid, precarious jobs unrelated to their contracts.

Language barriers make the situation worse. Unlike other work permits, this visa does not require Japanese-language proficiency, leaving many workers unable to communicate or defend themselves. Unscrupulous employers take advantage of this vulnerability, isolating expats and exploiting their dependence.

When visa programs are misused

The rise in reported abuse has coincided with increased scrutiny of Japan's controversial Technical Intern Training Program. Originally created to welcome young trainees from neighboring countries, the scheme was meant to promote skills transfer and professional development.

In reality, it has often become a source of exploitation. Many so-called “technical interns” find themselves confined to factories, forced to perform dangerous tasks without adequate safety equipment. They work long hours, often without proper compensation. What began as a program to share knowledge has instead become, for many, a system of cheap labor.

The Japanese government has announced plans to overhaul the program completely by 2027. But while reforms are debated, the number of “engineer/specialist” visa holders continues to rise. Some companies appear to have found a convenient workaround—using other visa categories to maintain exploitative practices under a different name.

For foreign workers trapped in these situations, the question remains: what recourse do they have, and who will stand up for their rights?

Working abroad: How to avoid exploitation

What can you do if your employer abroad violates your rights? Many expatriates find themselves in a vulnerable position—especially when their work visa is tied directly to their employer. This dependency gives companies a powerful tool of control: the threat of losing one's job can also mean losing the right to stay in the country.

Choosing the right work permit

Start by researching the types of work permits available in your host country. Which one best fits your situation? Has your destination country been flagged for labor abuses in the past? Have local employers been publicly exposed for exploiting foreign workers?

Be particularly cautious with company-linked permits (such as Canada's closed work permits). Working for a large, well-known company doesn't automatically mean you are protected; abuses can occur anywhere. Investigate whether there are local support organizations for foreign workers and how accessible they are in your future city of residence.

What to check before signing an employment contract

Every employment contract is subject to national labor law. To ensure you are protected, review it carefully before signing—especially if the employer is rushing you. That's often the first red flag. A proper contract should clearly specify, at a minimum:

• Your full and correctly spelled name and address;
• The employer's complete name and address;
• The type of contract (short-term, long-term, internship, seasonal, etc.);
• The contract start date and any probationary period;
• Salary details, including bonuses or commissions;
• Weekly working hours and overtime compensation;
• Health insurance information in the host country.

Ensuring the employer keeps their promises

In principle, all employment contracts must comply with human rights standards. In reality, many contain abusive clauses that violate those rights, and expats often don't realize it. They assume the employer has drafted a fair contract and will honor it.

Some fraudulent contracts forbid taking breaks. Others require the employee to surrender their passport “for safekeeping.” Some state that the worker must complete all assigned tasks, regardless of how many hours it takes, without extra pay. In some cases, these rules aren't written into the contract itself but are hidden in the company's internal regulations, which all employees must follow.

The only real safeguard is vigilance. Expats should regularly check that their actual working conditions match the terms of their signed contract.

What to do if you face an abusive contract

Many exploitative employers prey on expats' determination to succeed abroad. Obtaining a work permit in countries like Canada, the U.S., or Australia can be extremely difficult, and some foreign workers tend to accept poor conditions, hoping to switch status later. But switching visas, especially from a closed to an open permit, is often very hard or even impossible without leaving the country and starting over.

If you discover that your contract contains abusive terms, do not sign it. If a company disregards labor law before you even start, it's unlikely to behave better later.

Take your time to read the document carefully. You're legally entitled to take it home and return it signed the next day, but many people don't, fearing they'll lose the job. A pushy employer is rarely a good sign. Instead of giving in to pressure, take the time to review every clause and identify potential red flags. This can be especially difficult if the contract is written in a foreign language or filled with complex legal jargon. Some employers deliberately exploit this lack of understanding, inserting restrictive clauses while presenting an entirely different story about pay and working conditions.

Gathering evidence

If you experience workplace abuse, start collecting all possible evidence: payslips, written notices, internal regulations, text messages, emails, written threats, and even recorded conversations with your employer. Determine whether the problem affects only you, a group of expats, or both foreign and local workers. Can you organize a collective effort? Are others willing to testify?

No foreign worker should face abuse alone. Doing your research before moving abroad can help identify advocacy groups and labor organizations. Reaching out to them is essential, not only for moral support but also for practical and legal assistance. It's often a long and exhausting process, but collective action and media exposure have already led to progress. In Japan, public attention to cases of worker exploitation helped push the government to end its current technical intern program. Other countries have also pledged to strengthen protections for foreign workers. Still, much remains to be done.