Housing Buddy India is a manpower consulting and candidate introduction platform only. Housing Buddy India is not an employer, labor contractor, payroll company, guarantor of human behavior, nursing agency, security agency, or party to the employment relationship. The final employment relationship exists solely between the client and the deployed candidate.
Domestic Staffing Services
Corporate Staffing Services
Commercial Staffing Services
Facility Services
Manpower Coordination Services
Verification Services
Recruitment Coordination
Trial & Deployment Services
Subscription-Based Staffing Plans
Website, Digital & WhatsApp Services
Legal entity details
Company operational scope
Nature of services
Jurisdiction declaration
Platform role clarification
Company is NOT employer
Company is NOT labor supplier
Company is ONLY coordination platform
Employment relationship exists directly between client and candidate
Company has limited operational liability
Create detailed legal definitions for:
Client
Candidate
Deployment
Replacement
Trial
Service Validity
Registration
Subscription
Misconduct
Abuse
Unsafe Environment
Overburden
Salary Default
Active Candidate
Live-In Staff
Temporary Suspension
Permanent Termination
Service Interruption
This section becomes legally critical in disputes.
Include:
Payment = automatic acceptance
WhatsApp confirmation = valid acceptance
Email confirmation = valid agreement
Verbal onboarding = supplementary acknowledgment
Digital communication admissibility
Add:
“By proceeding with registration, payment, interview scheduling, candidate interaction, or deployment coordination, the client agrees to all policies.”
Very important section.
Clearly
state:
Housing Buddy India:
Does not guarantee candidate behavior
Does not guarantee permanent retention
Does not guarantee compatibility
Does not guarantee uninterrupted service
Does not supervise candidates daily
Is not liable for interpersonal disputes
Add strong clauses:
Human behavior unpredictability
Independent personal decisions of candidates
Family compatibility limitations
Market dependency
Include:
Registration fees
Processing fees
Security deposits
Monthly commissions
Placement fees
Verification fees
Travel costs
Emergency deployment charges
Add:
Non-refundable clauses
Delayed payment penalties
Payment gateway failure disclaimer
Invoice correction timeline
Late payment suspension rights
This must be extremely detailed.
Include:
No refund after process initiation
No refund after candidate sharing
No refund after interview scheduling
No refund after deployment
Partial refund discretion clause
Administrative deduction clause
Processing cost deduction clause
Refund timeline disclaimer
Banking delay disclaimer
Add:
“Refund approval remains solely at the discretion of management.”
Critical section.
Protect against misuse.
Include:
Replacement not guaranteed
Subject to candidate availability
Subject to location feasibility
Subject to salary compatibility
Replacement processing time variable
Limited replacements under plan
Abuse complaints void replacement eligibility
Excess workload voids replacement
Role change voids replacement
Add:
Repeated replacement abuse monitoring
Blacklisting rights
One of the most important sections.
Include:
Respectful behavior mandatory
Timely salary mandatory
Humane treatment mandatory
No physical abuse
No emotional abuse
No verbal harassment
No excessive workload
Proper accommodation mandatory
Food requirement clarification
Leave policy acknowledgment
Medical emergency cooperation
Protect the company from candidate-side issues.
Include:
Professional conduct
Theft prohibition
Attendance expectations
Advance notice expectations
Identity verification obligations
Confidentiality obligations
Add:
Company does not guarantee candidate conduct post deployment.
Extremely important.
Mention:
Verification based on available documents
Third-party verification limitations
Police verification dependency
Fake document risk disclaimer
No criminal guarantee clause
This section protects against future criminal/legal disputes.
Include:
Trial is paid
Trial duration limitation
Trial not equal employment guarantee
Trial rejection rights
Trial exploitation prohibition
Very important.
Include:
Deposit adjustment rules
Deposit forfeiture conditions
Damage recovery rights
Notice period adjustment rights
Deposit holding timelines
Deposit dispute handling
Include:
Salary routing mechanism
Delayed salary consequences
Salary disputes outside company liability
Salary revision flexibility
Salary market dependency
Add extensive grounds:
Misbehavior
Non-payment
Abuse complaints
Repeated disputes
Threatening staff
Defamation
Fake allegations
Policy violations
Platform misuse
Include:
Immediate termination rights
No prior notice rights in serious cases
Very important for long-term safety.
Include:
Blacklisting conditions
Internal watchlist rights
Group network sharing rights
Fraud prevention rights
Industry caution rights
Extremely important.
Protect against clients bypassing company.
Include:
Direct hiring restrictions
Candidate poaching restrictions
Referral misuse prohibition
Database misuse prohibition
Add:
Company reserves legal rights against circumvention.
Cover:
Website content ownership
Unauthorized copying prohibition
Scraping prohibition
Bot usage restriction
Fake inquiry restriction
Malware prohibition
Reference:
Must include:
Data collection
WhatsApp communication
Call recording
Email storage
Aadhaar/PAN handling
Data sharing conditions
Law enforcement cooperation
Protect:
Logos
Branding
Website content
Pricing structures
Graphics
Documents
Social media creatives
Proposal formats
Internal systems
Add:
Legal action rights
Trademark usage restrictions
Commercial reuse prohibition
Include:
WhatsApp admissibility
Call recording consent
Screenshot admissibility
Digital evidence admissibility
Fake review prohibition
Online defamation clause
Very important.
Include:
Internal resolution first
Arbitration rights
Mediation preference
Jurisdiction clause
Strongly specify:
Jharkhand jurisdiction only
Company office jurisdiction priority
One of the strongest sections.
Include:
No indirect damages
No emotional damages
No consequential losses
No employment guarantee
No retention guarantee
No personal compatibility guarantee
Add financial cap:
“Maximum liability limited to registration amount paid.”
Include:
Pandemic
Lockdown
Transport disruption
Political unrest
Natural disasters
Candidate migration
Market shortages
Critical for company protection.
Include:
False online reviews
Social media allegations
Defamatory campaigns
Fake legal threats
Reputation harm
Add:
Legal recovery rights
Compensation claims
Injunction rights
Future-proof section.
Mention:
Automated WhatsApp systems
AI-generated communication
CRM-based responses
Recorded communications
Separate from domestic staffing.
Include:
Contract staffing limitation
Attendance limitation
HR responsibility disclaimer
Payroll exclusion disclaimer
Very important risk protection section.
Mention:
No medical liability
No nursing guarantee
No emergency liability
No hospitalization responsibility
Extremely important.
State:
Company not liable for unforeseen criminal conduct
Company performs limited verification
Client responsible for local police verification
Include:
Company may modify policies anytime
Website publication valid notice
Continued usage = acceptance
Add comprehensive acknowledgment clause.
Client acknowledges:
Reading all terms
Understanding all risks
Agreeing voluntarily
Accepting platform limitation
Before any candidate deployment, the following points must be reviewed and acknowledged by the client and candidate.
Role requirement confirmed
Working hours confirmed
Salary range discussed
Accommodation availability checked (if Live-In)
Weekly off discussed
Language preference discussed
Job location confirmed
Duty expectations explained clearly
Basic ID proof collected
Address details collected
Emergency contact collected
Photograph collected
Skill discussion completed
Prior work details discussed
Availability confirmed
Trial duration discussed
Trial payment clarified
Work scope explained
Behaviour expectations explained
Client confirms:
Safe work environment
Timely salary payment
Reasonable workload
Humane treatment
Proper food/accommodation (if applicable)
Housing Buddy India only facilitates:
Recruitment coordination
Candidate introduction
Deployment support
The company does not guarantee:
Long-term retention
Personal compatibility
Future behaviour
Permanent service continuity
All clients using Housing Buddy India services must comply with the following standards.
Clients shall:
Treat candidates respectfully
Avoid verbal abuse
Avoid emotional harassment
Avoid physical misconduct
Maintain professional communication
Clients shall not:
Force excessive workload
Change role without consent
Assign dangerous work
Force overtime unfairly
Clients must:
Pay salary on time
Avoid unjustified deductions
Follow agreed payment terms
For Live-In staff:
Basic hygiene must be maintained
Proper sleeping arrangement required
Food access must be reasonable
Clients must provide:
Safe environment
Non-hostile workplace
Emergency assistance if needed
Violation may result in:
Service suspension
Blacklisting
Replacement denial
Legal action
All candidates introduced through Housing Buddy India are expected to maintain professional behaviour.
Candidates shall:
Maintain honesty
Respect employer privacy
Follow agreed duties
Maintain punctuality
Candidates shall not:
Engage in theft
Use abusive language
Misbehave with family members
Misuse employer property
Candidates must:
Inform before leaving work
Communicate genuine issues
Provide emergency updates
Candidates shall not:
Share private household information
Misuse employer data
Record private conversations without permission
Housing Buddy India:
Does not control candidates post deployment
Does not guarantee continuous employment
Is not liable for personal disputes
If:
Candidate profiles shared
Interview scheduled
Trial initiated
Then:
Registration fee becomes non-refundable.
If client changes:
Location
Salary budget
Duty scope
Timing
No refund applicable.
If candidate rejected after trial:
Refund not applicable
Replacement policy depends on selected plan
If deployment delayed because of:
Market shortage
Festival migration
Salary mismatch
No refund applicable.
If client cancels requirement after process starts:
Processing charges remain non-refundable.
Replacement may be considered if:
Candidate leaves voluntarily
Genuine medical emergency
Family emergency
Relocation issue
Genuine compatibility issue
Subject to:
Plan validity
Candidate availability
Payment compliance
Replacement may be denied if:
Salary delayed
Excess workload assigned
Abuse complaints received
Role changed after deployment
Unsafe conditions exist
Replacement timeline may vary depending on:
Market availability
Location
Skill category
Salary offered
No fixed deployment guarantee exists.
Housing Buddy India reserves full rights to blacklist clients or candidates.
Salary non-payment
Abuse complaints
Threatening behaviour
Fake allegations
Staff exploitation
Repeated policy violations
Online defamation
Fake reviews
Fraudulent payment activity
Theft
Fake identity
Misconduct
Repeated absenteeism
Fraudulent activity
Violence
Misuse of client property
Blacklisted parties may:
Lose future service access
Be restricted from future deployments
Be internally flagged for risk management
Security deposits help:
Maintain staffing continuity
Handle emergency transitions
Cover operational risk
Recommended deposit:
Equivalent to one month salary per deployed candidate
Candidate Salary |
Recommended Deposit |
|---|---|
₹10,000 |
₹10,000 |
₹15,000 |
₹15,000 |
₹20,000 |
₹20,000 |
₹30,000 |
₹30,000 |
Deposit may be adjusted against:
Sudden exit situations
Notice period recovery
Operational losses
Emergency deployment coordination
Refund eligibility depends on:
Service closure
Pending liabilities
Damage claims
Mutual settlement
All disputes, claims, legal proceedings, arbitration matters, and contractual disagreements shall be governed under the laws of India.
The parties agree that:
Jharkhand State shall hold exclusive jurisdiction.
Company office jurisdiction shall prevail.
No external jurisdiction shall apply unless approved by Housing Buddy India.
Before litigation:
Internal resolution preferred
Mediation encouraged
Arbitration may be initiated
The following shall be considered legally valid communication:
WhatsApp messages
SMS communication
Email communication
Recorded calls
Video calls
Digital invoices
Screenshots
CRM communication logs
The following actions shall constitute agreement:
Payment confirmation
WhatsApp approval
Email acknowledgment
Trial confirmation
Candidate acceptance
Clients and candidates acknowledge that:
Calls may be recorded
Chats may be archived
Communication may be used for dispute resolution
Housing Buddy India shall not be held liable for service interruption caused by events beyond reasonable control.
Pandemic
Lockdown
Flood
Earthquake
Political unrest
Riots
Transportation strike
Internet outage
Government restrictions
Candidate migration
Festival workforce shortage
Interstate border restrictions
Deployment timelines may increase during:
Festival seasons
Elections
Natural disasters
Severe weather
Public emergencies
Under force majeure conditions:
Service guarantees become suspended temporarily
Refunds may not apply
Deployment commitments may be delayed
These annexures form an integral part of the Housing Buddy India operational, legal, and compliance framework and shall be read together with all applicable service plans, policies, disclaimers, terms, and agreements.
Any registration, payment, onboarding, deployment request, or communication with Housing Buddy India shall constitute acknowledgment and acceptance of these annexures and related company policies.
These clauses are extremely important because they reduce future legal exposure, prevent misuse of services, control disputes, and protect Housing Buddy India operationally and financially.
Before filing court cases, both parties must first attempt dispute resolution through arbitration.
This protects the company from:
Immediate lawsuits
Expensive litigation
Multiple jurisdiction disputes
Public legal conflicts
Instead of:
“Client directly files court case”
The agreement says:
“Disputes must first go to arbitration.”
This saves:
Legal expenses
Time
Reputation damage
“Any dispute arising from services shall first be resolved through arbitration before initiating court proceedings.”
Before arbitration or legal action, parties must try peaceful settlement through mediation.
Helps reduce:
Angry escalations
Online complaints
Reputation harm
Legal expenses
If:
Salary dispute happens
Candidate leaves suddenly
Client complains
Then:
Both parties attempt mediation first.
Electronic signatures, digital approvals, OTP approvals, and online confirmations are treated as legally valid.
Most staffing businesses work digitally.
Without this:
Clients may later deny agreement acceptance.
E-signatures
OTP approvals
PDF digital signatures
Email approvals
WhatsApp messages become legally admissible agreement evidence.
Most operations happen on WhatsApp.
This protects against:
“I never agreed”
“I never confirmed”
“I never approved salary”
Client says:
“Okay proceed with candidate.”
This becomes valid acceptance.
Recorded calls and video interactions may be used as legal evidence.
Protects against:
False allegations
Miscommunication
Fake payment denial
Fake abuse allegations
If client later denies:
“I never agreed to salary.”
Call recording may support the company.
Clients cannot bypass the company and hire candidates directly after introduction.
One of the biggest risks in staffing business.
Without this:
Clients steal database
Company loses revenue
Candidate pipeline weakens
If client directly hires:
Penalty may apply
Legal action possible
Blacklisting possible
Your candidate database is company intellectual property.
Prevents:
Data theft
Staff poaching
Copying candidate lists
Competitor misuse
Candidate numbers
Profiles
Internal systems
Recruiter notes
Client records
Clients cannot misuse candidate personal information.
Protects:
Candidate privacy
Aadhaar misuse
Identity misuse
Harassment risks
ID documents
Addresses
Phone numbers
Family details
Company cannot guarantee immediate emergency deployment.
Prevents unrealistic expectations during:
Medical emergencies
Sudden maid exit
Immediate replacement requests
Company avoids liability for:
Delayed staffing
Availability shortages
Market limitations
Staffing delays during festivals are normal and legally protected.
Huge operational risk in India.
During:
Chhath
Diwali
Holi
Eid
Durga Puja
Large workforce migration happens.
Clients cannot claim:
Compensation
Refund
Negligence
Due to seasonal staffing shortages.
Candidates may relocate unexpectedly due to interstate movement.
Domestic workers frequently migrate between:
Bihar
Jharkhand
Bengal
Odisha
Karnataka
Delhi
Company avoids liability for:
Sudden candidate relocation
Transport restrictions
Family emergencies
Communication limitations may exist due to language differences.
Prevents disputes like:
“Candidate cannot speak fluent English”
“Communication issue happened”
Company clarifies:
Language compatibility not guaranteed.
Human compatibility cannot be guaranteed.
Most staffing disputes arise from:
Personality mismatch
Family adjustment issues
Behaviour expectations
Company avoids liability for:
Emotional incompatibility
Family preference disputes
Personal chemistry issues
Company cannot guarantee psychological or emotional stability of individuals.
Future legal protection.
Without this:
Company may face blame for unforeseen behaviour.
Clarifies:
Human behaviour can change unexpectedly.
Company not liable for medical emergencies involving clients or candidates.
Especially critical for:
Elder care
Live-in staff
Childcare services
Company avoids liability for:
Hospitalization
Sudden illness
Medication management
Emergency treatment delays
Company is not responsible for disputes inside client households.
Protects against:
Internal family conflict
Salary disagreements between family members
Miscommunication within household
Company remains only staffing facilitator.
Company not liable for accommodation-related disputes.
Common disputes include:
Room quality
Food complaints
Shared accommodation issues
Responsibility remains between:
Client
Candidate
Final official legal document.
Non-editable
Professional presentation
Shareable with clients
Suitable for legal reference
Internal editable master copy.
Allows:
Future modifications
Lawyer edits
Policy updates
Version control
Online legal visibility.
Makes policies:
Publicly accessible
Searchable
Legally visible
Very important for:
Consumer disputes
Digital compliance
Separate acknowledgment form.
Client signs/accepts:
Policies
Refund rules
Replacement conditions
Liability limitations
This becomes evidence.
Quick operational compliance.
Most clients do not read 50 pages.
Short-form summary protects company operationally.
Main agreement with clients.
Services
Payment
Replacement
Liability
Behaviour rules
Separate agreement with workers.
Conduct
Confidentiality
Professional standards
Identity declaration
Protects company business model.
Candidate poaching
Client bypassing
Database misuse
Makes digital communication legally valid.
Calls
Emails
Recordings
Separate transparent operational document.
Refund fights
Confusion
Online complaints
Service Level Agreement.
For business/corporate clients.
Timelines
Staffing scope
Replacement expectations
Defines accommodation standards.
Exploitation complaints
Housing disputes
Protects against medical/emergency liability.
Caretaker services
Elder support staff
Reduces childcare-related liability.
Childcare disputes can become highly sensitive legally.
Privacy policy
Cookie policy
Terms of use
Copyright notice
Disclaimer pages
This is the most important legal positioning for your entire business.
Your documentation must repeatedly clarify:
Recruitment coordination platform
Staffing facilitator
Candidate introduction service
Operational coordination service
Employer
Labor supplier
Human behaviour guarantor
Salary guarantor
Daily supervisor
Household manager
Without
this protection:
Clients may try to hold the company liable for:
Theft
Behaviour issues
Family disputes
Medical emergencies
Candidate resignation
Emotional distress
Salary disagreements
Your documentation should continuously reinforce:
“Housing Buddy India facilitates staffing coordination services only. Final employment relationship remains directly between client and candidate.”
This single sentence can protect the company from enormous future liability exposure.
This becomes your:
Central legal document
Operational rulebook
Client protection framework
Company liability shield
The Master Manual should contain:
Terms & Conditions
Refund policies
Replacement policies
Liability limitations
Digital communication policies
Staff conduct rules
Jurisdiction clauses
Blacklisting rules
Payment obligations
Service disclaimers
Without one centralized policy manual:
Policies become inconsistent
Clients exploit loopholes
Staff disputes increase
Courts may view operations as informal
This manual becomes:
Your legal defense layer
Your operational SOP
Your policy reference
Your dispute-resolution foundation
You should never depend on only one document.
Different services require different legal protection.
Protects company from:
Refund disputes
Service expectation disputes
Salary issues
Replacement abuse
Protects against:
Misconduct
Data misuse
Sudden disappearance
Theft allegations
Protects:
Candidate database
Business model
Client bypassing
Internal recruiter information
Needed for:
Corporate clients
Office staffing
Commercial manpower
Defines:
Timelines
Service standards
Replacement scope
Very important.
Protects from:
Medical emergencies
Health complications
Hospitalization disputes
Essential for nanny/babysitter services.
Protects against:
Child injury liability
Behaviour disputes
Supervision disputes
If one document becomes weak legally:
Other agreements still provide protection.
This creates:
Today most staffing operations happen digitally.
Therefore:
Digital acceptance becomes legally essential.
Clients should digitally acknowledge:
Refund policy
Replacement terms
Liability limitations
Salary responsibilities
Ethical conduct rules
Digital communication consent
Example:
“I Agree to Terms & Conditions”
Client verifies:
Mobile number
Consent
Useful for:
Corporate clients
Premium plans
Long-term subscriptions
Client signs digitally before deployment.
Without
digital proof:
Clients may later say:
“I never agreed”
“Nobody told me”
“I didn’t know refund policy”
Digital consent becomes:
Legal evidence
Operational proof
Consumer dispute defense
Most Indian staffing businesses run heavily on WhatsApp.
Therefore:
WhatsApp
must become:
Before deployment:
Plan details
Refund policy
Replacement rules
Salary terms
Trial terms
Liability disclaimer
Client should respond with:
“Agreed”
“Confirmed”
“Proceed”
“Accepted”
This creates:
Timestamp evidence
Legal communication trail
Consumer complaint defense
Use:
Auto-generated policy summary
PDF sharing
Read-receipt screenshots
CRM chat backups
If disputes
happen later:
You can show:
Client acknowledgment
Timestamp
Policy acceptance
This is where many growing businesses fail.
Your business involves:
Domestic workers
Live-in staff
Childcare
Elder care
Salary disputes
Human behaviour risk
Interstate workers
These create:
Civil liability risk
Criminal complaint risk
Consumer disputes
Labour interpretation risk
Ensures agreements are enforceable.
Protects against:
Refund complaints
Service deficiency claims
Very important.
You must avoid appearing as:
Employer
Labour contractor
Payroll operator
For:
Aadhaar handling
Candidate documents
Digital records
Especially for:
Elder care
Childcare
Live-in staffing
Your entire business must consistently position itself as:
Recruitment coordination platform
Staffing facilitation service
Candidate introduction company
Operational support provider
Employer
Labour supplier
Human behaviour guarantor
Payroll company
Daily supervisor
Household manager
This protects the company from future claims related to:
Theft
Staff behaviour
Family disputes
Medical emergencies
Emotional distress
Salary conflict
Sudden resignation
Compatibility issues
With this
structure:
Housing Buddy India becomes scalable for:
Franchise expansion
Multiple cities
Corporate staffing
Investor confidence
Website automation
CRM integration
Legal sustainability
This becomes the company’s primary master legal document.
The Master Legal Manual should contain:
Terms & Conditions
Service Rules
Refund Policy
Replacement Policy
Payment Policy
Client Obligations
Candidate Obligations
Liability Limitations
Privacy Policy
Digital Communication Policy
Force Majeure
Blacklisting Rules
Arbitration Policy
Copyright Protection
Website Usage Terms
This document protects the company from:
Consumer disputes
Refund claims
Behaviour allegations
Legal confusion
Operational misuse
Professionally branded PDF
Editable DOCX
Lawyer-reviewed version
Website-integrated HTML version
This agreement is signed/accepted by every client.
Service scope
Plan details
Refund rules
Replacement limitations
Payment obligations
Liability disclaimer
Candidate conduct limitation
Digital acceptance clause
Prevents clients from saying:
“Nobody informed us”
“We were promised unlimited support”
“Refund was guaranteed”
Must repeatedly state:
Housing Buddy India is a recruitment coordination platform and not an employer, labour contractor, or guarantor of human behaviour.
Every candidate should acknowledge this before deployment.
Conduct expectations
Confidentiality
Attendance standards
Identity verification
Client respect rules
Theft/misconduct prohibition
Digital communication consent
Protects company from:
Misconduct disputes
Identity fraud
Theft allegations
Behaviour disputes
This is extremely important in Indian staffing business.
Before deployment:
Plan details
Refund policy
Replacement rules
Trial conditions
Liability disclaimer
Client replies:
“Agreed”
“Confirmed”
“Proceed”
“Accepted”
Maintain:
Screenshots
CRM backups
Timestamps
Read receipts
Creates:
Digital evidence
Consumer dispute protection
Service acknowledgment proof
This should be a separate standalone document.
Most staffing disputes involve:
Refund expectations
Replacement confusion
Non-refundable charges
Process initiation definition
Interview scheduling definition
Deployment definition
Eligible replacement situations
Non-eligible situations
Processing timelines
Availability dependency
Reduces:
Negative reviews
Legal threats
Client misunderstanding
Very important for:
Live-in maids
Caretakers
Babysitters
Japa maids
Sleeping arrangement
Bathroom access
Food availability
Rest time
Working hours
Leave rules
Emergency handling
Abuse reporting
Unsafe environment reporting
Immediate relocation rights
Protects against:
Exploitation allegations
Labour complaints
Human rights complaints
Your website must contain separate legal pages.
Main operational policies.
Data handling and consent.
Clearly visible refund structure.
Limitation of company liability.
Protects:
Content
Branding
Pricing
Documents
Needed for website compliance.
Creates:
Consumer transparency
Legal visibility
Search engine compliance
Digital trust
This is the future-proof legal layer.
Client submits requirement.
↓
“I Agree to Terms.”
↓
Phone validation.
↓
Client receives policy summary.
↓
Client replies “Confirmed.”
↓
All records stored.
Creates:
Legally trackable onboarding
Evidence trail
Reduced disputes
Needed for:
Companies
Offices
Commercial clients
Timelines
Recruitment scope
Replacement conditions
No employee guarantee
No productivity guarantee
No retention guarantee
Invoicing
Delayed payment penalty
Cancellation rules
Professionalizes corporate operations.
Extremely important.
Sudden illness
Hospitalization
Accidents
Behaviour unpredictability
Emergency situations
Health deterioration
Medication dependency
Mobility issues
No guarantee regarding:
Emotional compatibility
Personality matching
Long-term adjustment
No guarantee during:
Festivals
Migration seasons
Emergencies
Market shortages
Every single document should repeatedly reinforce:
Recruitment coordination platform
Staffing facilitation company
Candidate introduction service
Operational coordination provider
Employer
Labour supplier
Human behaviour guarantor
Payroll company
Daily supervisor
Household manager
By making payment, registering, requesting deployment, participating in interviews, accepting candidate profiles, confirming deployment, or continuing to use Housing Buddy India services, the client acknowledges that they have read, understood, and voluntarily accepted all applicable terms, policies, disclaimers, replacement conditions, refund rules, operational guidelines, and legal limitations of Housing Buddy India.
Housing Buddy India acts solely as a manpower consulting, recruitment coordination, candidate introduction, screening, verification, and deployment assistance platform. Housing Buddy India is not an employer, labor supplier, payroll provider, guarantor of human behavior, or party to the employment relationship between the client and candidate. All employment obligations remain directly between the client and the candidate.
Yours
Truly,
Executive Team
Phone:
+91-620.758.9312
Whatsapp+91-912.2402.919
Mon
to Fri: 10 am to 6
pm
Website: www.Housing-Buddy.in
Email: update@housing-buddy.in
Registered
Office : Sidhgora
Bazar, Jamshedpur,
Jharkhand, IN
Closed on weekends / Govt. Holidays / Religious Festivals.
Services available across all 🏙️ Tier 1, Tier 2 & Tier 3 Cities — ensuring verified workforce support wherever you are in India.
Delhi (NCR), Mumbai, Bengaluru, Hyderabad, Chennai, Kolkata, Pune, Ahmedabad
Surat, Jaipur, Lucknow, Kanpur, Nagpur, Indore, Bhopal, Patna, Ranchi, Bhubaneswar, Coimbatore, Chandigarh, Thiruvananthapuram, Mysuru, Vadodara, Ludhiana, Varanasi, Raipur, Madurai, Visakhapatnam, Vijayawada, Guwahati, Jodhpur, Amritsar, Noida, Gurugram
Dhanbad, Durgapur, Gaya, Haldwani, Dehradun, Siliguri, Udaipur, Kota, Muzaffarpur, Meerut, Prayagraj (Allahabad), Jabalpur, Tiruchirappalli, Salem, Nellore, Hubballi-Dharwad, Belagavi, Aligarh, Moradabad, Bareilly, Gorakhpur, Jammu, Jamshedpur, Bhilai, Cuttack, Mangalore, Kottayam, Tirunelveli, Warangal, Nanded, Aurangabad, Erode, Kollam, Rewa, Ajmer, Guntur, Rajkot, Kolhapur, Satara, Palakkad, Shillong, Imphal, Aizawl, Agartala
🌏 Also available in the rest of India with standard fees & terms applicable