Employment contract template

A well-structured employment contract ensures clarity between employer and employee, supports legal compliance, and builds mutual trust. This easy-to-adapt template is designed for companies hiring internationally and can be localised to meet jurisdiction-specific requirements.

Important: Before using this employment contract template, consult with local legal experts to ensure it meets the labour law requirements in each country or jurisdiction where your employees are based.

Customizable employment agreement template

[Company name]
[Company address]
[Email address]
[Phone number (optional)]

This Employment Agreement (“Agreement”) is made and entered into as of [date], by and between [company name] (“Employer”) and [employee name] (“Employee”).

1. Position and duties

• Job title: [Insert title]
  
  
• Reporting to: [Insert role or department]
  
  
• Work location: [Insert address, remote, or flexible/hybird locations if applicable]
  
  

The Employee agrees to perform the responsibilities of the position and any additional duties as reasonably assigned. The company may modify the role, reporting line, or location based on operational needs, with proper notice.

2. Start date and seniority 

• Start date: [Insert date] 
  
  
• Seniority credit (if applicable): [Insert previous service date]
  
  

If agreed upon, prior service may be credited for calculating benefits such as annual leave accrual and retirement eligibility.

3. Type of employment

• Employment Type: [Full-time / Part-time / Fixed-term / Permanent]
  
  
• Probation Period: [Insert duration, e.g., 3 months / None]
  
  

4. Compensation

• Gross annual pay: [Insert amount and currency]
  
  
• Base monthly pay: [Insert amount and currency]
  
  
• Allowances (if any): [e.g., meal allowance, transportation]
  
  
• Payment schedule: [Monthly, on or before e.g., the 25th]
  
  
• Payment method: [e.g., Direct deposit to employee's designated bank account]
  
  

Note: Be clear about whether overtime or night/holiday premiums are included or separate, depending on the country.

5. Working hours and schedule 

• Standard hours: [e.g., 09:00–18:00, Monday–Friday]
  
  
• Breaks: [e.g., 1-hour lunch]
  
  
• Remote/flexible arrangements (if applicable): [Specify]
  
  

The company may adjust hours with prior notice to accommodate business needs, provided changes comply with local law.

6. Paid leave

• Annual Leave: [e.g., 20 days per year]
  
  
• Eligibility Criteria: [e.g., 80% attendance per year, or accrual per month]
  
  
• Carryover/Payout rules: [e.g., max 5 days carryover or per local law]
  
  
• Other leave types: [e.g., sick leave, parental leave, per local law]
  
  

7. Benefits

Eligible employees may receive:

• Health insurance or stipends
  
  
• Retirement benefits (if applicable)
  
  
• Professional development opportunities
  
  
• [Any other location-specific perks]
  
  

Refer to the Benefits Summary or Employee Handbook for full details.

8. Confidentiality and Intellectual Property 

The Employee agrees to:

• Maintain the confidentiality of all proprietary or sensitive information
  
  
• Assign all intellectual property created during employment to the company
  
  
• Waive any moral rights to the extent permitted by law
  
  

Note: Append a separate Confidentiality and IP Agreement if necessary for local enforceability.

9. Use of equipment and systems

• The company will provide equipment required for the role
  
  
• Employees shall use internal systems (e.g., email, Slack) for work purposes only
  
  
• Monitoring may be conducted per applicable privacy laws and internal policy
  
  

Employees consent to data processing for employment and security purposes, in accordance with the company’s privacy policy.

10. Termination and notice

• Voluntary resignation: Employee shall provide [30 days] written notice
  
  
• Termination by company: [30 days’ notice or pay in lieu, unless local law dictates otherwise]
  
  
• All company property must be returned on or before the final working day
  
  
• Final pay will include any unused leave, subject to legal requirements
  
  

The company reserves the right to terminate employment for just cause with immediate effect, in accordance with governing laws.

11. Reimbursement and expenses

Business-related expenses will be reimbursed when:

• Approved in advance by a manager
  
  
• Submitted with receipts within [X] days
  
  
• In accordance with the company’s reimbursement policy
  
  

12. Governing law

This Agreement is governed by the laws of [country/state], and any disputes shall be resolved in the competent courts of [jurisdiction].

13. Entire Agreement

This Agreement constitutes the entire understanding between the parties and supersedes all previous agreements or understandings. Any amendments must be made in writing and signed by both parties.

IN WITNESS WHEREOF, the parties have executed this Agreement:

[Company representative name]
[Title]
[Company name]
Signature: [Wet sign/typed name/esign per local law]
Date: 

[Employee name]
Signature: [Wet sign/typed name/esign per local law]
Date:

Best practices for implementing an employment agreement

An employment agreement is more than just a legal formality, it’s also the foundation of your working relationship with each employee. Whether you're hiring domestically or across borders, following best practices ensures your employment contract is clear, enforceable, and aligned with both legal requirements and company values.

Here’s what you should keep in mind when implementing this template:

1. Ensure compliance with local labour laws

Labour laws vary dramatically across countries, regions, and states. When localising your agreement, make sure to check for:

• Minimum wage and overtime rules
• Mandatory benefits and working hours
• Probation periods and notice requirements
• Termination protections and severance obligations
• Validity of clauses like non-compete or at-will employment
  
  

Remember, what’s common in one country (like at-will employment in the U.S.) may be illegal in another.

2. Customise based on role, location, and employment type

Different contract terms apply to full-time vs part-time, fixed-term vs permanent, and in-office vs remote roles. You should adjust your agreement to reflect:

• Compensation structure (hourly, salaried, commission-based)
• Role-specific duties and KPIs
• Location-based entitlements (e.g. PTO, sick leave, public holidays)
• Remote work expectations (availability, equipment, cybersecurity)
  
  

Be precise about your expectations. Vague job descriptions or undefined benefits can lead to legal disputes.

3. Be transparent and human

Employees should understand what they’re signing, not just receive a legal document. A transparent, easy-to-read contract builds trust and reduces misunderstandings.

To support this:

• Use plain language where possible, especially in critical clauses
• Include summaries or tooltips if using a digital contract flow
• Walk new hires through key terms during onboarding
  
  

A respectful and clear contract reflects your company culture and employer brand.

4. Include everything in writing

Verbal agreements are difficult to enforce. Make sure every material term is captured in the employment agreement or a referenced annex. This includes:

• Benefits and bonuses
• Equity or stock option plans
• Work-from-home stipends or hardware reimbursements
• IP and confidentiality terms
  
  

5. Document execution and maintain secure records

A signed contract is a legal safeguard for both the company and the employee. Use digital systems to:

• Send, sign, and store contracts securely
• Track version history and amendments
• Manage renewals, terminations, and archival
• Enable role-based access for HR and legal teams
  
  

6. Review and update regularly

Employment laws evolve, and so do company policies. Set a cadence to review your contract template, ideally:

• Annually or bi-annually
• After major legal changes in a jurisdiction
  When your organisation’s compensation or benefits structure changes
• Before launching in a new country
  
  

Streamline employment contracts with Remote

Managing employment agreements across multiple countries comes with legal, logistical, and administrative complexity. Remote helps you eliminate manual processes and ensure consistency at scale by centralising the way you manage contracts and onboarding.

With Remote, you can:

• Store all employment agreements in one secure, auditable platform
• Localise contract content to reflect country-specific employment laws and standards
• Track changes with full visibility across teams
• Collect digital signatures and consent forms during onboarding
• Standardise probation, leave, and termination tracking alongside employment records
  
  

Whether you're scaling across borders or formalising your first HR operations, Remote ensures that every contract is professional, compliant, and easy to manage. No legal headaches, no spreadsheets. 

Learn how Remote HRIS can help you manage employment contracts with confidence.

Disclaimer: This template is for informational purposes only and does not constitute legal advice. Always consult with legal counsel before executing an employment agreement.