Employment Agreement Drafting
Role, compensation, confidentiality, IP assignment and termination terms - drafted correctly for every hire, from your first employee to your hundredth.
Without an explicit clause, work created by an employee may not automatically belong to the company.
Excessively long notice periods can be challenged; standard practice is 30–90 days.
Post-employment non-compete clauses are generally unenforceable in India; non-solicit is stronger ground.
Shops & Establishment rules vary by state and affect leave and termination terms.
Every clause your business actually needs.
Clear scope of role, compensation structure, and any equity or equity incentive grant referenced.
All work product created during employment assigned to the company.
Protection against disclosure of trade secrets and post-exit poaching of clients or staff.
Reasonable, enforceable notice periods and grounds for termination.
Part of Layer 1 - Entry, for both setup tracks.
We build a standard employment agreement template as part of incorporation, ready for your first hire.
Start your setup →Using outdated or verbal offer letters? We review and standardize agreements across your team as part of the diagnostic.
Run your diagnostic →IP and confidentiality protected from hire one.
Every hire gets the same protected baseline, customized only where the role requires it.
We avoid clauses (like broad non-competes) that courts routinely strike down, focusing on what holds up.
Where relevant, employment agreements reference your equity incentive scheme so equity terms are never siloed.
Common questions
Generally no - Indian courts view post-employment non-competes as restraint of trade. Non-solicit and confidentiality clauses are stronger and enforceable alternatives.
A well-drafted employment agreement usually includes IP assignment; separate agreements are used mainly for contractors or specific projects.
Typically 3–6 months, with shorter notice periods during probation compared to confirmed employment.