Employment Agreement Drafting for Employers
Employment agreements, offer letters, consultant and contractor agreements, and HR policies drafted by lawyers, to the labour law of the jurisdiction your team works in.
Tell us who you are hiring and where. Get a fixed-fee quote.
Share the role, whether the person is an employee or a contractor, and the country they will work in. A lawyer from our team will confirm which documents you need and which labour laws apply, then respond with a precise quote and timeline.
Most employment agreements are drafted in 2 to 4 days. A full HR document set takes a little longer.
Or reach us directly
WhatsApp +91 8004800100 · contact@mylegalpal.com
WhatsApp +91 8004800100 · contact@mylegalpal.com
India
United States
United Kingdom
European Union
UAE & APAC
Australia
An employment contract is governed by the law where the person works, not where you are.
An employment contract (also called an employment agreement or contract of employment) sets out the relationship between an employer and the person they hire: the role, pay, hours, leave, confidentiality, intellectual property, notice, and termination. It looks like a simple document, but it sits on top of mandatory labour law, and that law is set by the country, and often the state, where the employee actually works.
This is what makes employment contracts different from most commercial agreements. You cannot simply pick a convenient governing law. A developer working in India is protected by Indian labour and wage law; an employee in California has rights no contract can sign away; a worker in the EU has statutory protections that override conflicting terms; the UAE has its own labour code. A template written for one country can be unenforceable, or even unlawful, in another. My Legal Pal drafts employment and HR agreements to the labour law of the jurisdiction your team works in, across India, the United States, the United Kingdom, the European Union, the UAE, and Australia.
Hiring usually comes with a cluster of related documents, offer letters, confidentiality and IP terms, contractor agreements, and HR policies. These connect to the NDAs and contracts we draft, and for companies hiring regularly, they sit naturally within a legal retainer.
The same employment contract can be watertight in one country and unenforceable in the next. The difference is not the wording you like. It is the law where your employee sits.
How we draft your employment documents
From the role and the jurisdiction to a compliant, signable contract.
Role and location
The role, seniority, whether the person is an employee or a contractor, and, critically, the country and state where they will work.
Identify the applicable law
We pin down the labour law, statutory minimums, and mandatory protections that apply where the person works, the floor the contract must respect.
Drafting by a lawyer
Drafted to that jurisdiction, with compliant terms on pay, leave, notice, confidentiality, IP assignment, and termination.
Internal review
Checked against the local statutory floor so nothing in the contract is unenforceable or unlawful where it will operate.
Delivery and walkthrough
A clean, signable agreement with a plain-language note on the terms and any local rules you should know as the employer.
Revisions and rollout
Adjusted to your feedback, and where you are hiring several people, templated so you can reuse it compliantly.
What do you need to put in place?
Select the document closest to your need. We will tell you what it should cover and what local law requires.
Employment contract pricing.
Every document is quoted for the role and jurisdiction, but most fall into one of three bands. The figures below are indicative starting prices to set expectations; your exact quote depends on the document, the jurisdiction, and whether you need a single agreement or a full set. [Confirm these figures before publishing.]
| Type | Best for | From |
|---|---|---|
| Offer letter / simple agreement | An offer letter or a straightforward employment or contractor agreement | $99 |
| Full employment agreement | A complete employment contract with confidentiality, IP, and jurisdiction-specific terms | $149 |
| HR document set / complex | A full hiring pack, HR policy handbook, or cross-border and senior-executive agreements | $299+ |
Prices are indicative and quoted in US dollars for clarity; we work with employers worldwide and can quote in your currency. Most single agreements are delivered in 2 to 4 days.
What a compliant employment contract covers.
A good employment contract is clear to the employee, fair, and built on the floor that local labour law sets. These are the terms that matter, each of which interacts with the law where the person works.
Role, pay, and working hours
The job title, duties, salary or wage, and hours. Many jurisdictions set minimum wage, maximum hours, and overtime rules the contract cannot undercut. We draft within those, not around them.
Leave and statutory entitlements
Annual leave, sick leave, public holidays, and any parental or statutory leave the law requires. These are commonly mandated minimums; a contract that promises less than the statutory floor is unenforceable on that point.
Confidentiality and intellectual property
That the company owns the work the employee creates, and that confidential information stays confidential. IP assignment is essential, without it, ownership of what your team builds can be unclear. This often overlaps with an employee NDA.
Probation, notice, and termination
The probation period, notice on each side, and the grounds and process for termination. This is the most jurisdiction-sensitive area of all: notice periods, severance, and unfair-dismissal protections vary enormously, and getting termination wrong is where most employer liability arises.
Restrictive covenants
Non-compete, non-solicit, and non-dealing clauses, where they are enforceable. Their validity varies dramatically by jurisdiction: some places enforce reasonable restraints, others (such as California) largely refuse them. We draft only what will hold where the employee works.
Employee versus contractor classification
Whether the person is genuinely an employee or an independent contractor. Misclassification is one of the most common and costly mistakes: calling someone a contractor does not make them one if the working relationship looks like employment, and authorities in many jurisdictions will look through the label.
Compliance with local labour law
The overarching point. The contract is drafted to sit correctly on top of the mandatory law where the person works, so it is enforceable, lawful, and does not expose you to penalties for non-compliance.
Employment law by jurisdiction: what changes, and why it matters.
Below is what we build into your contract for each major jurisdiction we work in. The differences are not cosmetic, they decide whether a clause is enforceable, unenforceable, or unlawful.
Employment contracts in India
Indian employment sits across the Industrial Disputes Act, the Shops and Establishments Act of the relevant state, and the new Labour Codes (the Code on Wages, the Industrial Relations Code, the Social Security Code, and the OSH Code). Statutory entitlements such as gratuity, provident fund, and bonus apply, and notice periods are governed by both the contract and state law. Crucially, post-employment non-compete clauses are generally treated as a restraint of trade and held void under Section 27 of the Indian Contract Act, so protection has to come through confidentiality and non-solicitation instead. We draft to the correct state framework and the role.
Employment contracts in the United States
US employment is predominantly at-will, but the contract still has to be drafted carefully: at-will disclaimers, wage-and-hour classification under the Fair Labor Standards Act, and state-by-state variation in non-compete enforceability (with several states restricting or banning them and ongoing federal scrutiny). California, for example, voids most employee non-competes outright. We draft to the governing state, not a federal-default template, and replace unenforceable restraints with confidentiality and IP-assignment terms that actually hold.
Employment contracts in the United Kingdom
UK law requires employers to provide a written statement of particulars from day one under the Employment Rights Act 1996. We address statutory minimum notice, holiday entitlement under the Working Time Regulations, redundancy and unfair-dismissal protections that accrue with service, and restrictive covenants, which are enforceable only so far as they are reasonable in scope, duration, and geography. UK GDPR clauses govern the handling of employee data.
Employment contracts in the European Union
EU employment is shaped by directives implemented in each member state, including the Transparent and Predictable Working Conditions Directive, which expands the information employers must give workers. Statutory protections on working time, paid leave, and dismissal are strong and cannot be removed by a foreign-law clause, and several member states require contracts in the local language to be enforceable. Employee data is governed by the GDPR. We draft to the specific member state where the employee works.
Employment contracts in the UAE and GCC
The UAE operates under Federal Decree-Law No. 33 of 2021 (the Labour Law) onshore, with separate regimes in the DIFC and ADGM free zones, each with its own employment rules and courts. End-of-service gratuity, fixed-term contract requirements, and limits on restrictive covenants all apply differently depending on whether the role sits onshore, in DIFC, or in ADGM. We draft to the correct framework, which is one of the most common things employers get wrong here.
Employment contracts in Australia
Australian contracts operate alongside the Fair Work Act 2009 and the National Employment Standards, which set minimum entitlements that cannot be contracted out of, often supplemented by a Modern Award or enterprise agreement for the role. Restraint-of-trade clauses are enforceable only as far as reasonable, and unfair-dismissal protections apply once an employee passes the minimum employment period. We draft to the NES floor and the applicable award.
Employment contract questions employers actually ask.
Can I use the same employment contract in different countries?
No, and this is the most important thing to understand. Employment is governed by the mandatory labour law of the place the employee works, which sets minimum standards a contract cannot override. A contract written for India will miss UK statutory rights; a US contract may include a non-compete that is void in California; an EU employee has protections no foreign-law clause can remove. Each hire needs a contract drafted to its own jurisdiction. Reusing one across borders is where employers get exposed.
What is the difference between an employee and an independent contractor?
An employee works under the company’s control, is integrated into the business, and is entitled to statutory protections such as minimum wage, leave, and notice. An independent contractor runs their own business and provides services under a commercial contract, with fewer protections and different tax treatment. The label you use does not decide it; the reality of the relationship does. Misclassifying an employee as a contractor to avoid obligations is a frequent and expensive error that tax and labour authorities actively pursue.
What is the difference between an offer letter and an employment agreement?
An offer letter extends the job and sets out the headline terms, role, pay, start date, and is often the first document a candidate sees. An employment agreement is the full contract governing the relationship, with all the detailed terms on confidentiality, IP, leave, notice, and termination. In some jurisdictions an offer letter alone can create binding obligations, so it should be drafted carefully even when a full agreement follows.
Are non-compete clauses enforceable?
It depends entirely on the jurisdiction. Some enforce reasonable non-competes limited in scope, time, and geography; others are highly restrictive of them; California voids most employee non-competes outright, and several other places are moving the same way. A non-compete copied from a template written for a different country is often worthless or counterproductive. We draft restrictive covenants only to the extent they are enforceable where the employee works.
Do I need a written employment contract, or is a verbal agreement enough?
A verbal arrangement can create an employment relationship, but it leaves both sides exposed and, in many jurisdictions, the employer is legally required to provide written particulars of employment within a set period. A written contract protects the company on confidentiality, IP, and termination, and removes the disputes that arise when terms were only ever spoken. It is not optional in practice.
How do I hire someone in another country compliantly?
Hiring across borders raises the question of whether you employ them directly (which may require a local entity or registration), engage them as a contractor (with the classification risk above), or use an employer-of-record arrangement. The right route depends on the country and the role. We help you choose the structure and draft the agreement to the correct local law, so an overseas hire does not create a hidden compliance problem.
What happens if my employment contract conflicts with local law?
Local mandatory labour law wins. A clause that gives an employee less than the statutory minimum, on leave, notice, or wages, is simply unenforceable to that extent, and relying on it can expose the employer to penalties. This is exactly why an employment contract must be drafted to its jurisdiction rather than adapted from a template written for somewhere else.
How we helped
Illustrative examples of employment and HR situations we have helped with. Composite scenarios, shared to show the kind of work involved.
The problem: A startup was using one US-written employment template for its whole team, including engineers in India and a hire in Germany. What we did: Drafted three jurisdiction-correct agreements, Indian, German, and US, each compliant with local notice, leave, and IP rules, replacing a template that was unenforceable in two of the three countries.
The problem: A company had classified ten long-term, full-time workers as contractors to save on obligations. What we did: Advised on the misclassification risk, then drafted proper employment agreements and a clean transition, closing an exposure that local authorities would have pursued.
The problem: A founder wanted a non-compete in every contract, including for a key hire based in California where they are largely void. What we did: Replaced the unenforceable non-compete with robust confidentiality, IP-assignment, and non-solicit terms that actually protect the company in that jurisdiction.
The problem: A growing company had no written contracts at all, just offer emails, and was about to be audited. What we did: Drafted a full set of employment agreements, an HR policy handbook, and confidentiality terms, bringing the whole team onto compliant paper before the audit.
The problem: A company needed to let an employee go but had a vague termination clause and feared an unfair-dismissal claim. What we did: Advised on the lawful process for that jurisdiction and drafted a clean separation agreement, so the exit happened without a claim.
The problem: A UK company hiring its first remote employee in Australia did not know whether it needed a local entity. What we did: Advised on the options, recommended the right structure for a single hire, and drafted an Australian-law agreement that kept the arrangement compliant.
The problem: A startup was using one US-written employment template for its whole team, including engineers in India and a hire in Germany. What we did: Drafted three jurisdiction-correct agreements, Indian, German, and US, each compliant with local notice, leave, and IP rules, replacing a template that was unenforceable in two of the three countries.
The problem: A company had classified ten long-term, full-time workers as contractors to save on obligations. What we did: Advised on the misclassification risk, then drafted proper employment agreements and a clean transition, closing an exposure that local authorities would have pursued.
The problem: A founder wanted a non-compete in every contract, including for a key hire based in California where they are largely void. What we did: Replaced the unenforceable non-compete with robust confidentiality, IP-assignment, and non-solicit terms that actually protect the company in that jurisdiction.
The problem: A growing company had no written contracts at all, just offer emails, and was about to be audited. What we did: Drafted a full set of employment agreements, an HR policy handbook, and confidentiality terms, bringing the whole team onto compliant paper before the audit.
The problem: A company needed to let an employee go but had a vague termination clause and feared an unfair-dismissal claim. What we did: Advised on the lawful process for that jurisdiction and drafted a clean separation agreement, so the exit happened without a claim.
The problem: A UK company hiring its first remote employee in Australia did not know whether it needed a local entity. What we did: Advised on the options, recommended the right structure for a single hire, and drafted an Australian-law agreement that kept the arrangement compliant.
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Frequently asked questions about employment contracts
Can I use the same employment contract in different countries?
No. Employment is governed by the mandatory labour law where the employee works, which sets minimums a contract cannot override. A contract written for one country will miss another’s statutory rights or include clauses that are void there. Each hire needs a contract drafted to its own jurisdiction. Reusing one across borders is where employers get exposed.
What is the difference between an employee and a contractor?
An employee works under the company’s control and is entitled to statutory protections like minimum wage, leave, and notice. A contractor runs their own business and provides services under a commercial contract, with fewer protections and different tax treatment. The label does not decide it, the reality of the relationship does. Misclassification is a frequent and expensive error authorities actively pursue.
What is the difference between an offer letter and an employment agreement?
An offer letter extends the job and sets out headline terms, role, pay, start date. An employment agreement is the full contract with all detailed terms on confidentiality, IP, leave, notice, and termination. In some jurisdictions an offer letter alone can create binding obligations, so it should be drafted carefully even when a full agreement follows.
Are non-compete clauses enforceable?
It depends entirely on the jurisdiction. Some enforce reasonable non-competes limited in scope, time, and geography; California voids most employee non-competes outright, and others are moving the same way. A non-compete copied from a template for a different country is often worthless. We draft restrictive covenants only to the extent they are enforceable where the employee works.
Do I need a written employment contract?
A verbal arrangement can create an employment relationship but leaves both sides exposed, and many jurisdictions legally require written particulars of employment within a set period. A written contract protects the company on confidentiality, IP, and termination, and removes disputes about what was agreed. It is not optional in practice.
How do I hire someone in another country compliantly?
Cross-border hiring raises whether you employ them directly (which may need a local entity), engage them as a contractor (with classification risk), or use an employer-of-record. The right route depends on the country and role. We help you choose the structure and draft the agreement to the correct local law, so an overseas hire does not create a hidden compliance problem.
What happens if my contract conflicts with local labour law?
Local mandatory law wins. A clause giving an employee less than the statutory minimum on leave, notice, or wages is unenforceable to that extent, and relying on it can expose the employer to penalties. This is why an employment contract must be drafted to its jurisdiction, not adapted from a template written for somewhere else.
How much does an employment contract cost and how long does it take?
An offer letter or simple agreement starts from around $99, a full employment agreement from around $149, and an HR document set or complex cross-border agreement from $299, quoted precisely for the role and jurisdiction. Most single agreements are delivered in 2 to 4 days.
About the founder
Prakhar Rai is an advocate enrolled with the Bar Council of India and the founder of My Legal Pal. An alumnus of the National Law School of India University (NLSIU), Bangalore, with a Master of Business Laws, Prakhar has 10+ years of experience advising startups, technology companies, SMEs, and individual entrepreneurs across India, the UAE, the UK, and Southeast Asia.
His practice focuses on commercial and employment work, with particular attention to the way employment agreements must be built on the labour law of the jurisdiction where each person works. My Legal Pal’s employment and HR contract service is led by Prakhar and delivered by a team of qualified lawyers experienced in employment and commercial law, drawing on local-law expertise for each jurisdiction.
Employers get into trouble not because they are careless, but because they assume one contract works everywhere. It does not. The law follows the employee.
Get employment contracts drafted to the right law.
Employment agreements, offer letters, contractor and consultant agreements, and HR policies, drafted to the labour law of the jurisdiction your team works in. Fixed fees, most delivered in 2 to 4 days.
Call +91 8004800100