Employment contract template (employment agreement)

The Employee’s employment starts on Start date.

For the purposes of any rights that depend on length of service, the Employee’s period of continuous employment began on Continuous service start date.

The employment is Permanent or fixed-term. Where the employment is for a fixed term, it is expected to end on Fixed-term end date, for the following reason, where the law requires one: Fixed-term reason. The Parties may agree in writing to extend it. Early termination of a fixed-term employment is permitted only under 18. and as the law allows.

The employment is subject to the Employee providing, before the start date, proof of the right to work in the country of the place of work and any other documents the Employer reasonably requests to meet its legal obligations.

The Employee is employed as Job title and reports to Reports to.

The Employee’s main duties are Main duties. The Employer may assign other reasonable duties that match the Employee’s skills, experience and position, without changing the Employee’s pay.

The Employee will perform the duties carefully and to the best of the Employee’s ability, follow the Employer’s reasonable and lawful instructions, and comply with the Employer’s policies as made available to the Employee. The policies do not form part of this Agreement, and a change to a policy does not change the Employee’s rights under this Agreement.

The Employee confirms that entering into and performing this Agreement does not breach any obligation the Employee owes to a former employer or any other person, and that the Employee has told the Employer about any confidentiality obligation or restriction that may affect the employment. The Employee will not bring to the Employer or use any confidential information of a former employer or other third party.

The Employee’s normal place of work is Place of work.

Remote work option

The Employer may require the Employee to travel for business, and to work at another location for a temporary period, where this is reasonable and the Employer gives reasonable notice. A permanent change of the normal place of work requires the Employee’s written agreement, unless the law allows otherwise.

Before any assignment abroad for longer than the period after which the law requires additional information, the Employer will give the Employee written details of the destination, duration, currency of pay, any additional pay and benefits, expenses and return arrangements.

The Employee’s normal working days are Normal working days, and normal working hours are Normal working hours, with a break of Daily break each working day. The Employer may change working hours or days only as follows: How hours can change.

The Employee will work additional hours where reasonably necessary for the proper performance of the duties, within the limits on working time and rest periods set by law.

Additional hours are compensated as follows: Overtime compensation. Additional hours are covered by the basic pay only where the Employee lawfully qualifies for that treatment, and all minimum wages and overtime pay required by law remain payable.

The Employee will record working time where the Employer or the law requires it.

The Employer will pay the Employee a gross basic pay of Gross pay amount per Pay stated per.

The pay is paid Pay frequency, on Payday, in arrears by bank transfer to the account the Employee designates, after deduction of the taxes and social security contributions the Employer must withhold by law.

Bonus eligibility

The Employer will review the basic pay Pay review frequency. A review does not create a right to an increase.

Apart from deductions required by law, the Employer may deduct from the Employee’s pay only amounts that may lawfully be recovered through pay, such as an overpayment of pay or expenses or an outstanding advance, after giving the Employee the calculation and obtaining any specific written consent the law requires. No deduction will reduce pay below any amount protected by law, and disputed claims for damages will not be deducted without agreement or a binding decision.

The Employer will give the Employee any additional written notice of pay that the law requires.

The Employer will reimburse reasonable business expenses that the Employee incurs in performing the duties, in line with the Employer’s expenses policy and against receipts.

The Employee is entitled to the following benefits: Benefits included.

The Employer will fulfill any legal duty to enroll the Employee in a pension scheme and to pay contributions. The pension arrangements are: Pension arrangements.

The Employer pays the social security contributions it is required to pay by law to the competent authorities and institutions.

Benefits provided under an insurance policy or a plan are subject to the terms of that policy or plan and to the Employee meeting its eligibility criteria. The Employer may replace a benefit only with one that provides substantially equivalent cover and does not affect rights already accrued. Any other material reduction requires the Employee’s written agreement.

The Employee is entitled to Paid holiday days working days of paid holiday in each holiday year, in addition to the public holidays observed at the place of work, or more if the law requires. If the employment starts or ends during a holiday year, the entitlement for that year is calculated in proportion, subject to any minimum the law requires.

The holiday year runs from Holiday year. The Employee will agree holiday dates with Reports to in advance, taking into account the Employer’s business needs. The Employer will give the Employee a reasonable opportunity to take the holiday and encourage the Employee to do so.

Holiday not taken by the end of a holiday year may be carried over as follows: Holiday carryover. Holiday lapses only where the law allows it and the Employer has given the Employee the opportunity and information the law requires.

When the employment ends, the Employer will pay the Employee for holiday accrued but not taken, and may deduct pay for holiday taken in excess of the accrued entitlement, in each case to the extent the law allows.

If the Employee cannot work because of sickness or injury, the Employee will tell Reports to as soon as reasonably practicable, normally before the start of the working day, and give the expected duration.

If the absence lasts longer than Sick days before medical note calendar days, the Employee will provide medical evidence of the type the law permits the Employer to require, and further evidence for any continued absence.

During sickness absence, the Employee receives the following sick pay: Sick pay. Any contractual sick pay includes any statutory sick pay, and the Employee never receives less than the statutory entitlement.

The Employee is entitled to maternity, paternity, parental, adoption, family and other leave in line with the law. Details of these and any additional paid leave are set out in Leave policy location.

Training the Employee must complete: Required training. The Employer pays for training it requires, unless this Agreement or the law provides otherwise.

Training the Employer must provide by law or under an applicable collective agreement is free of charge for the Employee, counts as working time and takes place during working hours where possible.

Other training the Employer offers is described in Training info location.

The first Probation period of the employment are a probation period. If no period is stated, there is no probation period.

During any probation period, either Party may end the employment by giving Notice during probation written notice, or any longer notice required by law.

The Employer may extend a probation period only for an objective reason, by written notice before it ends, and only within the limits on duration and extension set by law.

Outside working hours, the Employee may take up other work or activities, unless they create a material conflict of interest with the Employer, compete with the Employer, put Confidential Information at risk, or breach the limits on working time and rest periods. The Employee will tell the Employer in advance about any other paid work, and the Employer will not unreasonably refuse or delay its consent.

The Employee may hold up to 3 % of the shares of a listed company that competes with the Employer as a passive investment. Investments in businesses that do not compete with the Employer are not restricted.

“Confidential Information” means all information, in any form, about the business, finances, products, customers, suppliers, employees, plans, know-how and trade secrets of the Employer and its affiliates that is not public, and any information the Employer receives from third parties in confidence.

During and after the employment, the Employee will keep the Confidential Information secret, will use it only to perform the duties, and will not disclose it to any person except as required by the duties or with the Employer’s prior written consent.

This clause does not apply to information that is or becomes public through no fault of the Employee, or to the Employee’s general skills, knowledge and experience.

Nothing in this Agreement restricts the Employee from:

No prior approval from, or notice to, the Employer is needed for these disclosures.

Where the applicable law provides such immunity, the Employee is not liable under trade secret law for disclosing a trade secret in confidence to a government official or to a lawyer solely for the purpose of reporting or investigating a suspected violation of law, or in a complaint or other document filed under seal in a lawsuit or other proceeding. An Employee who files a lawsuit for retaliation for reporting a suspected violation of law may disclose the trade secret to the Employee’s lawyer and use it in the proceeding, if the Employee files any document containing it under seal and does not disclose it except under a court order.

“Work Results” means all works, inventions, designs, software, data, improvements and other results that the Employee creates, alone or with others, in performing the Employee’s duties or a specific assignment from the Employer.

All intellectual property rights in Work Results belong to the Employer. To the extent they do not belong to the Employer automatically by law, the Employee assigns them to the Employer on creation. Where an assignment is not possible under the applicable law, the Employee grants the Employer an exclusive, perpetual, irrevocable, worldwide, transferable and sublicensable right to use and exploit the Work Results in all known and future forms, including the right to change them, to the extent the law allows such a grant in advance.

The Employee will promptly tell the Employer about any invention made in the course of the employment. Mandatory rules on reporting, claiming, compensation for and release of employee inventions, and on authors’ rights, apply and are not limited by this clause. Where the law gives the Employee a right to compensation, the Employee receives it; otherwise, the pay covers all rights granted under this clause.

To the extent the law allows, the Employee waives any moral rights in the Work Results, including the right to be named as author.

This clause does not apply to anything the Employee creates on the Employee’s own time, without using the Employer’s Confidential Information, and that does not relate to the Employer’s business or actual or reasonably anticipated research or development, or to intellectual property the Employee owned before the employment started. If the Employee, with the Employer’s approval, includes pre-existing intellectual property in Work Results, the Employee grants the Employer the rights reasonably needed to use those Work Results.

During and after the employment, the Employee will sign documents and do anything else the Employer reasonably requests to confirm or register the Employer’s rights. The Employer pays the costs and, after the employment ends, reasonable compensation for the Employee’s time.

The Employer processes the Employee’s personal data for the purposes of the employment, in line with applicable data protection law and the privacy notice it provides to the Employee.

The Employee will comply with the Employer’s data protection and information security policies when handling personal data of customers, colleagues and other people.

The Employee will use the Employer’s equipment, systems, email and accounts carefully, in line with the Employer’s policies, and mainly for business purposes.

To the extent the law allows, the Employer may monitor the use of its systems for security, compliance and business purposes, as described in its policies.

After any probation period, either Party may end the employment by giving the other Party Notice after probation written notice, or any longer notice required by law.

At-will employment

The Employer will comply with all requirements of the law on the grounds, procedure, consultation, notice and payments for ending the employment, including at the end or non-renewal of a fixed term.

Either Party may end the employment without notice only where the facts justify termination without notice under the applicable law, such as serious misconduct.

After either Party has given notice, the Employer may, where the law allows, release the Employee from all or part of the duties for all or part of the notice period. During this time the Employee remains employed, continues to receive pay and benefits, and remains bound by this Agreement. Holiday continues to accrue, and may be taken during this time only by agreement or with the notice the law requires.

Where the law allows, the Employer may instead end the employment immediately by paying the Employee, for the notice period or the remaining part of it, the basic pay and every other element of pay that the law requires to be included. The Employer will make this payment within the time the law requires or, if none, with the next regular pay. Accrued pay, holiday pay, expenses and any termination payments required by law are paid in addition.

When the employment ends, or earlier on request, the Employee will return all property of the Employer, including equipment, documents, data, keys, access cards and the access credentials for the Employer’s accounts, and will delete any Confidential Information held on private devices or accounts after first giving the Employer a copy if requested.

The Employee may keep personal records about the Employee’s own employment, pay and taxes, and material that the Employee may lawfully keep for legal proceedings or protected disclosures, subject to 13.. Copies in routine backups that cannot reasonably be deleted are not covered, but may not be used.

The Employee will confirm in writing, to the best of the Employee’s knowledge after reasonable checks, that the Employee has complied with this clause.

Restrictions after leaving

Where restrictions apply, for Restriction period after the employment ends the Employee will not:

General advertising, recruitment not targeted at the Employer’s staff, and approaches made on the other person’s own initiative are not covered.

Any restriction applies only to the extent it is permitted by the law that applies to the employment and on any conditions that law requires. An invalid restriction may be reduced or removed only to the extent the law allows, without extending the remaining obligations.

The Employer’s disciplinary and dismissal rules and procedures are set out in Disciplinary rules location. They do not form part of this Agreement.

If the Employee wants to appeal a disciplinary or dismissal decision, the Employee should do so in writing to Appeal contact within the time stated in the procedure.

If the Employee has a grievance relating to the employment, the Employee should raise it in writing with Grievance contact, or with another manager if the grievance concerns that person.

The following collective agreements apply to the employment, including the parties to them and where they can be found: Collective agreements. If none is stated, no collective agreement currently applies.

Terms of a collective agreement that apply to the employment by law apply regardless of this clause.

Notices under this Agreement must be in writing and may be sent by email to the Party’s business or personal email address last notified in writing. Email and electronic signatures may be used only where they meet the formal requirements of the law. Where the law requires a signed original, a particular form of delivery or a particular language, that requirement must be met.

This Agreement, together with any documents it refers to as forming part of it, is the entire agreement between the Parties about the employment and replaces all earlier agreements, offers and understandings, except for the following, which remain in force: Earlier documents still valid. This Agreement does not affect the Employee’s continuous employment or any rights already accrued.

Changes to this Agreement are valid only in writing, signed by both Parties. The Employer will notify the Employee in writing of any change to the terms of employment within the time the law requires.

If any provision is invalid or unenforceable, the rest of this Agreement remains in force, and the Parties will replace the invalid provision with a valid one that comes closest to its purpose.

A failure or delay in exercising a right is not a waiver of that right.

Where mandatory law gives the Employee more favorable rights than this Agreement, those rights apply.

This Agreement is governed by the laws of Governing law. This choice does not deprive the Employee of the protection of mandatory rules of the law that would apply without it.

The courts of Courts for disputes have jurisdiction over disputes arising from or in connection with the employment, subject to any mandatory rules on where either Party may bring a claim, including any right of the Employee to bring a claim in another court or tribunal.