An Employment Agreement is a contract between an employer and an employee that records the terms and conditions of the job. It usually covers role, compensation, working hours, leave, confidentiality, and the circumstances in which employment may end.
The employer or its human-resource team typically drafts the agreement, and the standard form tends to favour the organisation. An employee should read it closely because the fine print can restrict future job moves, impose financial penalties, or grant the employer broad discretion over pay and termination.
Who it usually favours: The standard form usually favours the employer; the employee should push back on one-sided restrictions and vague employer discretions.
What each one settles in a employment agreement, and the wording that shifts the risk.
Why it matters. This clause defines what the employee is being hired to do and sets the baseline for performance expectations.
Watch for. A broad or vague description that allows the employer to unilaterally assign unrelated duties or change the role without consent.
Why it matters. It details the salary, allowances, bonuses, and statutory benefits, forming the core economic bargain.
Watch for. Structuring a large portion of pay as a discretionary bonus or variable pay that the employer can withhold or alter without clear, objective criteria.
Why it matters. These clauses limit the employee's ability to work for competitors or solicit clients and colleagues after leaving the job.
Watch for. Overly broad restrictions that extend beyond the employer's legitimate business interest in geography, time, or scope, which may be challenged as a restraint of trade.
Why it matters. This sets out how the employment relationship can be ended by either side and the notice required.
Watch for. An asymmetrical notice period that requires the employee to give more notice than the employer, or a clause allowing termination without notice or cause only for the employer.
Why it matters. It protects the employer's proprietary information but can also restrict what knowledge the employee can use in future jobs.
Watch for. A definition of confidential information that is so broad it includes skills and knowledge the employee gained on the job, effectively acting as a hidden non-compete.
Why it matters. This determines who owns the work product, inventions, and ideas the employee creates during employment.
Watch for. A clause that claims ownership over all creations, including those made outside work hours and unrelated to the employer's business, without adequate compensation.
Why it matters. It decides which courts have jurisdiction and how disputes will be resolved, affecting the cost and convenience of legal action.
Watch for. A clause that mandates arbitration in a city far from the employee's workplace, making it expensive and difficult to pursue a claim, or one that appoints a specific arbitrator favourable to the employer.
Why it matters. This clause requires the employee to stay for a minimum period or pay a sum if they leave early, often linked to training costs.
Watch for. A bond amount that is a penalty and not a genuine pre-estimate of the loss the employer would suffer, or one that applies even when the employer's conduct forces the employee to resign.
What the review cannot check for this type: State Shops and Establishments Acts are not yet indexed, so working-hours, leave and termination-notice checks that derive from them are not covered.
A bond may be enforceable only if it is a genuine pre-estimate of loss, such as actual training costs, and not a penalty. A non-compete that operates after employment ends is generally considered a restraint of trade and is not enforceable, though confidentiality and non-solicitation clauses may stand if they are reasonable.
Such a clause gives the employer wide discretion and may lead to excessive work hours without overtime pay. You should ask for a clearer definition of working hours and any overtime compensation policy, keeping in mind that State Shops and Establishments Acts set limits that vary by state.
You can upload the agreement and the tool will detect its type, the parties, and the governing law. It checks each clause against central Indian Acts, flagging points for an advocate to confirm, and assesses which party each clause favours. The output is a plain-English summary with ranked findings and a 'what to ask for' section, which an advocate can use as a starting point for advice.
Free trial · Assistive review, not legal advice — every finding is a starting point for an advocate.