📄 Employment Contract
A well-drafted Employment Contract is the foundation of a healthy and professional employer-employee relationship. At Classic Trade Mark Office, we help businesses define employee roles, responsibilities, and expectations clearly — ensuring HR compliance, protecting intellectual property, and avoiding future conflicts.
Served Over 8000 Startups and MSMEs
4.6/5 Google Review
A policy of 100% satisfaction guaranteed
Expert Consultation
INTRODUCTION
🧾 What is an Employment Contract?
An Employment Contract is a legally binding agreement between an employer and employee that outlines the terms and conditions of employment. It helps define clear expectations, protect the interests of both parties, and avoid future misunderstandings.
This document governs important aspects such as:
👨💼 Employee’s Role and Responsibilities
💰 Salary and Benefits
📅 Work Schedule and Leaves
🔐 Intellectual Property and Confidentiality
📄 Termination Terms and Notice Period
⚖️ Dispute Resolution and Legal Rights
At Classic Trade Mark Office, our expert legal team drafts custom Employment Contracts tailored to your business model, job role, and HR policies.
✅ Advantages of Having an Employment Contract
Defines Employee’s Role & Expectations
Employees understand their duties, benefits, and entitlements — such as leave policies, appraisal cycles, and job responsibilities — from day one.
Protects Intellectual Property & Confidential Information
Safeguards your proprietary business data and ideas from unauthorized use or disclosure during and after employment.
Aids in Conflict Resolution
In case of a disagreement, both parties can refer to the contract to quickly settle issues based on predefined terms.
Legally Enforceable Proof
Verbal discussions can lead to misunderstandings. A signed employment contract serves as legally valid evidence in case of disputes.
A LIST OF DOCUMENTS
📄 Key Clauses Every Employment Contract Must Include
A well-drafted employment contract must go beyond salary and joining date. It should include all essential legal, operational, and HR-related terms to ensure full protection for both parties. Our experts can help you create one that’s customized for your business.
1. General Terms and Conditions
Covers:
Job designation & joining date
Annual CTC/remuneration
Work location
Working days, hours, and shift details
Responsibilities & key deliverables
2. Probationary Period
Provides an initial trial phase (usually 3–6 months) during which either party may terminate employment if the fit isn’t right. This helps businesses assess employee performance without long-term commitment.
3. Cost to Company (CTC) & Compensation
Details:
Gross and net salary
Allowances and deductions (e.g., PF, ESI, TDS)
Payment frequency and method
This section is often the most reviewed by employees — clarity here avoids confusion.
4. Intellectual Property Rights
Specifies that:
Any inventions, designs, code, or IP developed during employment belong to the company
Prevents future IP ownership conflicts
This clause is especially critical for IT, design, creative, and R&D-heavy organizations.
5. Non-Compete & Non-Solicitation Clause
Protects your business by:
Restricting employees from joining competitors immediately after leaving
Preventing poaching of your clients or team members
Protecting proprietary data from misuse
6. Termination Clause
Defines:
Circumstances under which the contract can be terminated
Termination notice period for both employer and employee
Exit formalities and final settlement terms
A clear termination policy helps avoid wrongful termination disputes.
7. Confidentiality Clause
Ensures that:
Trade secrets, business strategy, client lists, and other sensitive data remain secure
Employees do not disclose proprietary information even after resignation
You may also complement this with a dedicated Non-Disclosure Agreement (NDA)
Frequently Asked Questions
Have questions before reaching out? Here are quick answers to some of the most common queries we receive about contacting us, consultations, and service inquiries.
Yes, having a written Employment Contract is a best practice for all businesses — startups, SMEs, and large enterprises alike.
Usually right after the Offer Letter is accepted and before the employee's joining date.
While not mandatory under Indian law, it is highly recommended to avoid ambiguity and legal risks.
Yes. If either party breaches the contract, the matter can be taken to court using the contract as evidence.
Not always, but it's advisable to sign on appropriate non-judicial stamp paper for additional legal strength. We can guide you.
Absolutely! Generic templates often miss out on key legal clauses. Our expert lawyers create tailored agreements that protect your interests.