Accommodation
Ask whether housing is private or shared, on-site or off-site, furnished, and whether rent, utilities or a deposit are deducted.
EN
Language
Tigriva is English-first while new local experiences are prepared.
ENEnglish
CurrentFRFrançaisFrench
Coming soonESEspañolSpanish
Coming soonARالعربيةArabic
Coming soonZH简体中文Simplified Chinese
Coming soonHIहिन्दीHindi
Coming soonEmployer job descriptions will remain available in their original language.
Language
Tigriva is English-first while new local experiences are prepared.
ENEnglish
CurrentFRFrançaisFrench
Coming soonESEspañolSpanish
Coming soonARالعربيةArabic
Coming soonZH简体中文Simplified Chinese
Coming soonHIहिन्दीHindi
Coming soonEmployer job descriptions will remain available in their original language.
Offer intelligence
Understand the whole offer, not just the salary.
Employment packages can combine pay with housing, meals, travel, permits, insurance and time-off arrangements. Every package is different. Only written terms in your offer or contract are commitments.
Start here
What is an employment package?
It is the complete set of financial and practical terms attached to a job: guaranteed pay, variable pay, benefits, living arrangements, travel support and the conditions for receiving them.
A headline benefit is not enough. A useful package explains who provides it, what is covered, when it begins, what may be deducted and what happens when the employment ends.
Meals
Confirm whether meals are provided only during shifts, every day, or through an allowance, and whether dietary needs can be supported.
Local transport
A shuttle, transfer or allowance may be offered. Check the route, schedule, eligibility and any employee contribution.
Flights
Clarify whether travel is booked or reimbursed, which journeys qualify, the fare class, and what happens if the contract ends early.
Visa and permits
Confirm who sponsors, applies, pays and renews each document. Requirements depend on the destination, role and nationality.
Insurance and medical cover
Request the policy name, coverage dates, territory, exclusions, excess, medical checks and what applies between contracts.
Tips and service charge
Treat variable earnings as uncertain unless the written offer explains eligibility, calculation, distribution and payment timing.
Rotations and leave
For shipboard, yacht and remote roles, verify work and leave periods, travel days, pay during leave and who funds each transfer.
Compare carefully
The workplace changes the questions.
These are patterns to investigate, not promises about any employer or vacancy.
City hotel
Straightforward location, variable extras
A city-hotel offer may include shift meals, uniform care, insurance or relocation support. Housing and flights should never be assumed merely because the role is international.
- Commute and shift transport
- Meal eligibility
- Local tax and medical cover
Remote resort
Living arrangements shape the offer
Accommodation, meals and staff transport can be operationally important at an isolated resort. Check standards, sharing arrangements, deductions, internet access and travel off the property.
- Housing standard and occupancy
- Access to town
- Leave travel and flight policy
Cruise ship
Shipboard terms need a separate review
A genuine seafarer role may involve onboard accommodation, food, medical arrangements and repatriation rules. Coverage depends on the vessel, flag, contract and applicable law, so review the seafarer's employment agreement.
- Vessel and embarkation port
- Contract length and repatriation
- Hours, rest and medical terms
Private yacht
Terms vary by vessel and operating pattern
Live-aboard arrangements, rotations, travel, insurance and gratuities vary significantly. Confirm the employing entity, vessel, flag, itinerary expectations and whether the role is permanent, seasonal or rotational.
- Employment entity and vessel
- Rotation and leave pay
- Travel, insurance and gratuities
Read the wording
Included, possible or exceptional?
The written offer must settle the answer. Use these categories only to decide what to ask.
Usually documented
- Role, employer and work location
- Base pay, currency and pay frequency
- Contract duration, hours and leave
- Any benefit the employer commits to provide
Sometimes included
- Housing, meals or local transport
- Joining or annual flights
- Visa, medical cover or relocation support
- Service charge, tips or completion benefits
Special or role-dependent
- Family housing or school support
- Guaranteed tips or a fixed service charge
- Paid leave travel for dependants
- Rotation pay outside shipboard or remote work
Your checklist
Ten questions before you say yes.
Keep the answers with the final offer and contract. Resolve differences before signing.
- 01What is the guaranteed base pay, in which currency, and before or after tax?
- 02Which benefits are contractual, and which are discretionary or subject to availability?
- 03What will be deducted for housing, meals, utilities, transport, insurance or uniforms?
- 04Who pays visa, permit, medical, background-check and recruitment-related costs?
- 05When do insurance and accommodation begin and end?
- 06Are flights booked directly, reimbursed later or conditional on completing the contract?
- 07How are service charge, tips, bonuses and overtime calculated and recorded?
- 08What hours, rest days, leave or rotation pattern applies in practice?
- 09What happens to travel, visa and housing costs if either party ends the contract early?
- 10Which written document controls if the advert, offer letter and contract differ?
Look beyond the headline
Costs, deductions and commitments.
A valuable benefit can become expensive if its conditions are unclear. Ask for numbers, dates and responsibility for every cost.
Recruitment fees deserve special caution.
ILO fair-recruitment guidance states that workers should not bear recruitment fees or related costs. Verify the recruiter, applicable law and every requested payment before proceeding.
- Upfront payments, deposits and reimbursement conditions
- Payroll deductions and the exact amount or calculation method
- Tax residence, local taxes and mandatory social contributions
- Insurance exclusions, excesses and cover between assignments
- Early-resignation, notice, repayment and repatriation clauses
- Recruitment, agency, training, uniform and document charges
Official references for further checks
These references explain international principles. Your contract, vessel, flag state, destination law and personal circumstances determine what applies.
Use the guide, then verify the offer
Explore roles without assuming their benefits.
Tigriva displays documented benefits on individual job pages when they are available. Always confirm them with the official vacancy and contract.