Employment Contract Lawyers
We draft employment contracts and workplace policies that are compliant and clear to both sides.
Overview
The employment contract is the first document requested in any labour dispute and the last one employers think to review. The difference between a carefully drafted contract and a copied one shows in a single moment: termination. Then every clause is read literally, and what was written is measured against what is registered on the platforms.
We prepare employment contracts, work regulations and contract annexes: fixed and open-ended contracts, executive contracts, confidentiality and non-compete clauses, leave and incentive policies, and warning and termination templates that hold up before the circuit.
The point we stress most is consistency: the paper contract must match the contract registered on the platform. Any discrepancy is read against the employer in a dispute, and no subsequent explanation, however logical, repairs it.
The legal framework
Employment contracts are governed by the Labour Law, its regulations and its platforms:
- The Labour Law and its implementing regulations on contracts and obligations
- Approved work regulations and the schedule of violations and penalties
- The Qiwa platform and electronic contract registration
- The Wage Protection System and pay records
- Confidentiality and non-compete provisions and their statutory limits
- The social insurance regime, registration and contributions
Situations we handle
Contracts for a new team
Templates are built correctly once instead of amending each contract individually later.
An executive contract
It needs specific provisions: authority, confidentiality, non-compete, and termination terms and their effects.
Work regulations
Unapproved regulations carry no weight, and the employer loses its disciplinary instrument at the first hearing.
A non-compete clause
It has statutory limits on duration, scope and field. An absolute clause is not enforced in practice.
Warning and termination templates
A documented procedure before the decision is what protects the employer, not the decision itself however justified.
Costly mistakes we see
- 1
A paper contract that differs from the registered one
The discrepancy is always read against the employer and used as evidence that its records are unreliable.
- 2
Copied work regulations
Regulations that contradict the law or were never approved have no effect, and having them does not substitute for approval.
- 3
Absolute non-compete clauses
A clause with no limits on time, place or field is not enforced, and can cost the employer protection that narrower drafting would have secured.
- 4
Omitting the job description
Without one, every discussion about performance or reassignment becomes an open argument with no reference point.
How the procedure runs, step by step
An employment contract is read in the employee’s favour where it is ambiguous, and a clause contrary to the Labour Law is void even if both parties signed it. Precise drafting protects both sides.
- 1
Determine the contract type and the relationship
Fixed or indefinite term, full-time, part-time or remote, employment or independent consultancy. Mischaracterisation creates end-of-service liabilities the employer never budgeted for.
- 2
Set the pay and benefits clauses
We separate basic wage from allowances clearly, because the end-of-service award and leave calculations rest on that split. An undifferentiated all-in wage is the most common source of arithmetic disputes on termination.
- 3
Probation and termination
We set probation within its statutory limits and define the termination and notice mechanism. A probation period longer than the statutory maximum is treated as if it never existed, and termination during it becomes unlawful dismissal.
- 4
Confidentiality, non-compete and IP
We draft the non-compete with reasonable limits in time, territory and activity, because an open-ended clause is unenforceable. And we confirm that work produced by the employee vests in the employer.
- 5
Statutory conformity and registration
We align the contract with the Labour Law and the internal work regulations, and register it on the approved platform. An unregistered contract still proves the relationship but weakens the employer on its special terms.
Documents we will ask you for
- The job description and intended title
- The wage structure, allowances and benefits
- The internal work regulations, if any
- The contract template currently in use
- Leave and overtime policies
- The entity’s details and registered activity
Fees and timelines
Contract templates are offered at a fixed fee per package covering the standard employee contract, the executive contract and the annexes. Work regulations are priced as a standalone deliverable including drafting and follow-through to approval.
On timing: a contract template package takes three to seven working days. Work regulations take one to two weeks to draft, plus the approval time at the competent authority.
Common questions
What is the difference between fixed-term and open-ended contracts?
A fixed-term contract ends on expiry; an open-ended one continues until terminated in accordance with the law. Implied renewal and conversion to open-ended change entitlements completely, so we review the contract chain before any termination step.
Are non-compete clauses enforceable?
They are enforceable within limits on duration, geography and field. An absolute or excessive clause is not enforced in practice, and narrower drafting is more effective than broader.
Are work regulations mandatory?
They are required for establishments under the prescribed rules, and in practice they are the employer's only disciplinary instrument. Regulations that are unapproved or contrary to the law carry no weight before the circuit.
What if the paper contract differs from the registered one?
The discrepancy is read against the employer in a dispute. What is required is complete consistency between the two, with any amendment registered on the platform at the time rather than later.
How should a probation period be drafted?
With a duration within the statutory limits, stated expressly in the contract, and with its effect on termination made clear. An unwritten probation period does not exist in law.
Can contract terms be amended later?
Material amendments require a documented agreement, particularly on pay and duties. A unilateral change opens the door to a claim and may amount to constructive termination in some forms.
What warning templates are needed?
Templates documented with their dates identifying the violation, the action required and the consequence of repetition. A verbal warning proves nothing, and the documented procedure before the decision is what protects the employer.
Will you review our existing contracts?
Yes, with a review identifying unenforceable or non-compliant clauses and gaps between the contracts and the platform, with revised templates ready to roll out across the whole team.
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