Employee Contract Drafting

A written employment contract protects both employer and employee by clearly defining roles, compensation, notice periods, confidentiality obligations, and grounds for termination. Without a written contract, disputes are resolved based on verbal understanding — which is extremely difficult to prove. Courts rely on written evidence, making a proper contract your strongest legal protection.

An offer letter is a pre-joining document extending the job offer — it is typically shorter and conditional. An employment contract is a detailed, binding legal document signed after joining that covers all terms of employment including duties, compensation, IP ownership, confidentiality, non-compete, and termination conditions. Both are important — the employment contract supersedes the offer letter.

Non-compete clauses during employment are generally enforceable in India. However, post-employment non-compete clauses are difficult to enforce under Section 27 of the Indian Contract Act, which prohibits restraint of trade. Courts typically uphold post-employment restrictions only if they are reasonable in scope, geography, and duration. We draft non-compete clauses that are as protective as legally permissible.

A comprehensive employment contract should include: job title and detailed responsibilities, compensation and benefits, working hours and location, probation period and confirmation, notice period (both sides), leave entitlement, confidentiality and NDA obligations, intellectual property assignment, non-solicitation clause, code of conduct reference, disciplinary procedure, and governing law and dispute resolution.

A confidentiality clause within the employment contract provides basic protection and is sufficient for most roles. A separate standalone NDA is recommended for employees handling highly sensitive information — trade secrets, client data, proprietary formulas, or strategic business plans. We include a confidentiality clause in all employment contracts and can draft a separate NDA if required.

A fixed-term contract specifies a defined employment period — for example, 6 months or 1 year — after which employment automatically ends unless renewed. Under the Industrial Relations Code 2020, fixed-term employees have the same benefits as permanent employees on a pro-rata basis. Fixed-term contracts are ideal for project-based hiring, seasonal work, or maternity replacements.

An independent contractor agreement (or freelancer agreement) is used when engaging someone as a contractor rather than an employee. Key differences: contractors are not entitled to PF/ESIC benefits, do not come under labour laws, and have a defined scope of work. However, misclassifying an employee as a contractor is illegal and attracts penalties. We help you determine the correct classification and draft the appropriate agreement.

Yes. Employment laws in India are partly central and partly state-specific. Shops & Establishments Act varies by state, as do professional tax rates and some leave entitlements. We draft contracts that comply with both central labour laws and the applicable state-specific regulations for your employees' location.

Standard delivery is within 48 hours of receiving complete requirements. For urgent requirements, same-day or next-day delivery is available under our Express plan. Complex contracts (with extensive IP clauses, non-compete provisions, or equity terms) may take an additional day.

A standard employment contract starts at ₹999. A comprehensive contract with NDA, non-compete, and IP clauses is ₹1,999. For companies needing contracts for multiple employees, our team package (5 contracts) is ₹3,999. All prices include 2 revision rounds and delivery in Word + PDF. WhatsApp us for custom requirements.