- A written contract is preferred. If the Employer does not give you a written contract, email the Employer with the terms of employment that are important to you, such as compensation structure, benefits, and job title/responsibilities.
- Fixed Term Contracts are payable until the end of the fixed term, even if you are terminated earlier, unless there is language in that contract that permits early termination.
- Watch for unfair termination provisions. Unless the contract states otherwise, a terminated employee is entitled to reasonable notice of termination or pay in lieu of notice. This can translate into months or years of termination pay. If there is a termination provision in the contract, is it fair to you? Have you left a long-term secure position? Are you being required to relocate? Are your skills sought after?
- Watch for non-compete or non-solicitation provisions. Your employment contract should not prevent you from working in your chosen field or geographic location when you leave the job.
- An employment contract is void without consideration. In other words, there must be a give and a get. You get the job if you sign the contract or you get a raise if you sign the contract.
- Consider whether you are an employee or independent contractor as these two types of workers are treated differently for tax purposes.
- An employment contract could be one of the most important documents that you sign in a decade. Pay the money to retain a lawyer to review it on your behalf.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.