Franchise Agreement
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Documentation
Employment Agreement & Offer Letter Drafting
Hire with clarity. We draft employment agreements and appointment letters that protect your business – confidentiality, IP, notice and non-solicit included.
- 2–3 working days
- Template for your whole team
- IP & confidentiality
- Labour-law aligned
Why every employer needs a written contract
A written employment agreement sets clear expectations, reduces disputes and protects your confidential information and intellectual property. It also helps demonstrate compliance with labour laws and the new labour codes as they are implemented.
What we include
- Appointment, designation, duties and place of work
- Compensation, benefits and deductions
- Probation and confirmation
- Working hours, leave and holidays as per applicable law
- Confidentiality and IP assignment – work created belongs to the company
- Non-solicitation of clients and employees
- Notice period, termination and garden leave
- Code of conduct, POSH policy reference and data protection
- Dispute resolution and governing law
Note on non-compete clauses
In India, post-employment non-compete clauses are generally not enforceable under Section 27 of the Indian Contract Act. Restrictions during employment, confidentiality obligations and reasonable non-solicitation clauses are more effective, and we draft them accordingly.
Template for your team
We can prepare a template that you reuse for every hire, with a short schedule for role-specific details. Startups can pair this with an ESOP plan, and growing teams with PF & ESI registration.
Offer letter, appointment letter or employment agreement?
| Document | Purpose |
|---|---|
| Offer letter | A short offer of the job, salary and joining date, to be accepted by the candidate |
| Appointment letter | Confirms the appointment and the main terms on joining |
| Employment agreement | The full contract – duties, pay, confidentiality, IP, notice and termination |
Many employers combine the appointment letter and the employment agreement into one document signed on the first day.
Probation and termination done right
- State the probation period, how performance will be reviewed and the notice during probation.
- Set clear notice periods for both sides after confirmation, and whether pay in lieu of notice is allowed.
- Keep a documented process – warnings, reviews and a chance to improve – before terminating for performance or misconduct.
- Pay final wages promptly – under the labour codes, within two working days of the employee leaving – and settle other dues on time.
Labour codes, fixed-term jobs and workplace policies
The labour codes now in force allow fixed-term employment, with the same pay and benefits as permanent staff for the same work and gratuity after one year of service. Employers with ten or more employees must also have an Internal Committee under the sexual harassment law and a written policy. We align your agreement with these rules and refer to your HR policies where needed.
Documents required for Employment Agreement
After you purchase, log in to My Account → My Services and upload each document below. Scanned copies or clear phone photos (PDF, JPG or PNG) are fine. Your files are stored privately and seen only by your assigned expert.
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Employer details Certificate of incorporation, GST certificate or registration proof Required
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Role details Designation, responsibilities, location, working hours and reporting Required
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Compensation structure CTC break-up, variable pay, benefits and probation terms Required
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Existing HR policies or offer letter If you want them aligned If applicable
Employment Agreement process with Nevo Legal
Requirements
We understand the role, team and policies.
Drafting
A lawyer drafts the agreement or appointment letter.
Review
You review; we make up to two rounds of changes.
Template handover
Final version plus a reusable template.
What you get
- Employment agreement or appointment letter
- Reusable template for future hires
- Two rounds of revisions
Employment Agreement – frequently asked questions
Is a non-compete clause valid in India?
Post-employment non-competes are generally void under Section 27 of the Indian Contract Act, but restrictions during employment and confidentiality obligations are enforceable.
Does an employment agreement need stamp duty?
Stamp duty requirements vary by state. Many employers use appointment letters that do not require stamping, while formal agreements may. We advise based on your state.
Can you draft contracts for consultants?
Yes. Independent contractors should have a consultancy or service agreement instead of an employment contract.
Can an employer change an employee's terms later?
Only by agreement, or as the contract allows. Significant changes, such as a pay cut or relocation, should be agreed in writing with the employee.
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Speak to a Nevo Legal expert. We will understand your requirement and recommend the right legal route – no obligation.