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An employment contract is a legally binding agreement between an employer and an employee that defines the terms and conditions of employment.
It outlines rights, responsibilities, salary structure, job role, confidentiality clauses, termination policies, and other essential employment-related terms.
Unlock the key benefits of a well-drafted Employment Contract
Define clear terms to prevent misunderstandings and legal conflicts.
Secure your business secrets and intellectual property through strong contractual terms.
Outline clear procedures to resolve disputes quickly and minimize legal complications.
Set clear expectations to ensure a stable and secure working relationship.
Structure contracts to guarantee regulatory compliance and avoid tax-related issues.
Build trust through transparent agreements, promoting long-term employee dedication.
Finalize your Employment Contract in 5 easy steps
Connect with Experts
Assessing Your Requirements
Submit Your Documents
Track Your Progress
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Expertly crafted employment contracts with your business in mind!
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Get started with the right documents for your Employment Contract!
Protect your business with clear and comprehensive employment contract clauses
Leverage our knowledge to build strong employment contracts for your business!
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Really happy with the professional way in which the work has been done (y). Worked with other CA’s previously, Startup movers were the best one- whom we worked with
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Startup Movers helped us with our
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The best part about working with StartUp Movers is that they understand the DNA of a startup very well, and are flexible in their approach. This makes them very compatible partners for any start-up.
I have had great experience with Shivani. Right now the only structured department in my organisation is Finance, grateful to the team of startup movers.
These guys are very professional and perfect in their areas of expertise. They know their customers’ pain point very well. From company registration to compliances, they have delivered the best. For an early stage startup, these guys act as a “Virtual CFO”.
Working with the Startup Movers team has been extremely great in all aspects. These guys are the best at the best affordable prices in the market.
We wanted to setup employee benefit plans such as ESOP for our startup and startup movers team were the perfect fit to do those policy drafting and helping with the correct statutory filing. They have framed the policy as a perfect fit for our requirement and in very timely manner.
Since the start of my entrepreneurship journey, Start-up Movers have been managing our Secretarial Compliance (including fundraising compliances), and financial compliance (such as GST, TDS, PF/ ESI, PT) The team has been phenomenal. They are well-versed with all MCA rules and regulations.
Need answers? Browse our FAQs for quick guidance!
An employment contract is a legally binding agreement between an employer and an employee that defines job responsibilities, compensation, benefits, and termination terms.
It ensures legal clarity, prevents disputes, and protects both parties.
While Indian labor laws do not always mandate a written contract, it is highly recommended for legal protection and compliance with laws like the Indian Contract Act, 1872, and the Industrial Disputes Act, 1947
An employer can modify contract terms, but only with mutual consent from the employee.
Any changes should be documented in writing.
Non-compete clauses are enforceable only if they are reasonable in terms of duration, location, and business scope.
However, Indian courts generally do not uphold post-employment restrictions.
If an employer or employee breaches the contract, legal remedies may include monetary compensation, specific performance, or injunctive relief.
Contract employees may be entitled to benefits like provident fund and gratuity if they meet the eligibility criteria under labor laws.
Yes, employment contracts are legally enforceable under the Indian Contract Act, 1872, as long as they comply with labor laws such as the Industrial Disputes Act, 1947, and the Shops and Establishments Act.
However, certain clauses, like non-compete agreements, may have limited enforceability post-employment.
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