Employment Contracts

Although standard contract templates may be an attractive option in the beginning, they often have the potential to cost you more at a later date when your business is not properly protected. We understand that one size does not fit all, which is why we’ll get to know your requirements, and adapt the terms accordingly to effectively minimise risk.

Not keeping your contracts of employment and other staff policies and procedures up to date could be costly in respect of potential employment claims. We can inform you of upcoming changes to employment law which might impact your documents, advising you on how to update them to best comply and protect your business.

We’ll ensure you have relevant post-termination clauses as part of your contracts of employment to prevent anti-competitive behaviour once an employee has left the business. This might include, non-compete clauses, non-solicitation clauses and non-poaching clauses, for example. By including restrictive covenants at the outset of a relationship, both parties will have a clear picture of what exactly is restricted, and for how long, so that sensitive business information is protected, no matter what happens down the line.

We’ll put enforceable confidentiality restrictions in place to prevent an employee from using your company’s private information in any way that could damage your business. A clear-cut clause stating what sensitive information the employee cannot disclose will help reduce the risk and stress of any potential breaches of employee confidentiality arising in the future.

Any intellectual property created for a business is usually automatically assigned in the company itself, even if it’s created by an employee. But this is not the case for casual workers or freelancers for example. We can review or create such contracts for you so that you know your IP assets are robustly protected, and that any intellectual property created by non-employees is assigned to the company as part of their contract conditions.

Detailed provisions are likely to be required in order to set expectations for the more complex role of a director. If required, we can help you put together a director’s service agreement, separate to that of their employment contract, so that the elements of a director’s role can be clearly established, and boundaries met, just in case a disagreement arises at a later date.

As your team grows, so too does the requirement for more detailed policies and procedures that help set expectations for your employees and keep you compliant. We’ll help you set standards for your employees with professionally drafted policy documents and staff handbooks.