Employment Contracts
Employment agreements and offer letters — role, pay, probation, confidentiality, IP, notice and termination aligned to labour law.
- Estimate Cost
- ₹3,000 – ₹25,000
- Typical duration
- 4 days
Service overview
Drafting comprehensive employment agreements, offer letters, and contractor terms that safeguard employer interests while complying with labor laws.
Who needs it? / When is it needed?
Employers, HR departments, startups, and corporate firms hiring full-time staff, consultants, or remote workers.
What to expect from the WCP Professionals
Expert drafting of clauses covering compensation, confidentiality, non-compete, IP assignment, and termination terms.
Key deliverables
Draft employment agreement, standard HR policy annexures, offer letter templates, and onboarding compliance checklist.
Standard turnaround time
2 to 4 working days.
Government fees, timelines & key outcomes
No government fee for drafting. Stamp duty, where the State levies it on employment agreements, is nominal.
Key outcomes: enforceable employment terms that protect the employer's confidential information and IP and reduce dispute risk.
Forms & filings involved
- No statutory filing for the contract
- Employer registrations — PF, ESI and Shop & Establishment — must be in place separately
- Company policies referred to in the contract, such as leave and POSH policies
Documents required
- Company's existing offer letter or template, if any
- Role, designation, reporting line and location
- Salary structure, benefits and variable pay
- HR policies on leave, notice, confidentiality and conduct
What we need from you
Complete compensation details, working hours, designation, and specific job responsibilities.
Important conditions
Subject to compliance with applicable state and national labor regulations.
Additional information
Post-employment non-compete clauses are generally void under Section 27 of the Indian Contract Act, 1872; confidentiality, non-solicitation and IP-assignment clauses are the effective protections.
The labour codes change the definition of wages and other terms, so contracts and salary structures are reviewed as the codes take effect.
The estimated cost covers indicative professional fees only. Government fees, stamp duty and taxes are payable at actuals.
How it works
- 1. Raise a service enquiry describing your requirement.
- 2. A Relationship Manager reviews it and opens it for bidding.
- 3. Pay into escrow and assign the professional you select.
- 4. Track progress to completion, then accept and release payment.
Frequently asked questions
Is a non-compete clause valid in India?
A restraint after employment ends is generally void under Section 27 of the Contract Act; restrictions during employment are usually valid.
Who owns work created by an employee?
Under the Copyright Act, work made in the course of employment generally belongs to the employer, but a clear IP-assignment clause avoids doubt.
What should an employment contract include?
Role, pay, probation, working hours, leave, confidentiality, IP, notice period, termination and dispute resolution.
Is an offer letter enough?
For simple roles it may be; senior and sensitive roles benefit from a full employment agreement.