Employment contract review: what to check before you accept
A job offer is easiest to negotiate before you sign. These are the clauses that most often turn out worse than the conversation suggested. Upload your contract and ClauseCheck will compare it with what you agreed.
Clauses worth a second look
- Non-compete and non-solicitation. How long, how wide and is it paid? An unpaid 12-month ban on working for any competitor can be unenforceable, but it still scares future employers.
- Probation. Length, notice during probation, and whether benefits start only after it ends.
- Working hours and overtime. "Hours as required by the business" with overtime "included in the salary" means unpaid evenings.
- Salary details. Gross or net, how many payments a year, when bonuses are paid and whether they are discretionary.
- Intellectual property. A clause claiming everything you create, even outside work hours and unrelated to the job, catches side projects.
- Notice periods. Are they equal for both sides? Can the employer put you on garden leave or pay in lieu?
- Location and mobility. Can they move you to another city or country?
- Repayment clauses for training, relocation or signing bonuses if you leave within a set time.
Compare it with the offer
Write down what you were promised in the interview: salary, remote days, title, start date, equipment. Then check that each one is in the contract. If it isn't written down, it isn't guaranteed.
Questions
Is a non-compete clause enforceable?
It depends on the country. Many require it to be limited in time and area, to protect a real business interest and, in some countries, to be paid. ClauseCheck flags clauses that look broad, but a lawyer can tell you whether yours would hold.
Can I negotiate an employment contract after receiving the offer?
Yes, and that is the best time. Ask for specific changes in writing and keep the tone factual. The full ClauseCheck review drafts that email for you.