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Employment Contract

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India-compliant under the Shops & Establishments Act and Payment of Wages Act, 1936. Fields marked * are required.

Employer Details
Why we ask
Full registered name of the company.
Example: ABC Technologies Private Limited
Why we ask
Date the contract is signed.
Example: Today's date
Why we ask
Registered office address — determines applicable Shops & Establishments Act.
Example: Plot 12, Whitefield, Bengaluru 560066
Why we ask
The state's Shops & Establishments Act governs this contract.
Example: Karnataka / Maharashtra / Delhi
Why we ask
Courts in this city will have jurisdiction over disputes.
Example: Bengaluru
Why we ask
The person signing on behalf of the company — appears in the signature block.
Example: Priya Agarwal
Why we ask
Their title at the company — shown under their signature.
Example: Director / Chief Human Resources Officer
Employee Details
Why we ask
Legal name as on government ID.
Example: Ananya Mehta
Why we ask
Used to verify age for PF, ESI compliance. Employee must be 18+.
Why we ask
Residential address for legal correspondence.
Example: 45, Koramangala, Bengaluru 560034
Why we ask
Recorded with its number in the documentation clause — identity and work eligibility verified on the face of the contract.
Example: Aadhaar Card
Why we ask
Recorded for background verification. Partial masking recommended for Aadhaar.
Job Details
Why we ask
The exact role title — it anchors the duties clause and every HR record that follows.
Example: Senior Accountant
Why we ask
The functional team the employee belongs to.
Example: Engineering / Finance / Sales
Why we ask
Gives the reporting line a name, so 'reasonable instructions' has a source — update by letter when the structure changes.
Example: the Head of Engineering
Why we ask
Employment, probation, PF, gratuity and leave accrual all count from this date.
Example: 1 July 2026
Why we ask
The base workplace — a later transfer then reads as something the contract contemplated, not a surprise.
Example: Gurugram
Why we ask
Permanent, fixed-term or part-time changes notice and benefit expectations — the contract should say which employment this is.
Example: Full-Time Permanent
Working Hours
Why we ask
Daily hours must sit within your state's Shops & Establishments limits — the contract cites that Act alongside.
Example: 9 hours
Why we ask
A stated weekly off is a Shops & Establishments requirement, not a courtesy.
Example: Saturday & Sunday
Why we ask
Office, home or hybrid — writing it down prevents the most common post-2020 employment dispute.
Example: Hybrid
Salary Structure (Annual Gross)
Why we ask
Total fixed gross salary per year — base for the salary table. The employer's PF/ESI contributions are paid in addition to this figure.
Example: ₹6,00,000
Why we ask
Basic salary is the base for PF (12% of basic). Lower basic = lower PF deduction.
Example: 40% of gross
Why we ask
50% for metro cities (Mumbai, Delhi, Kolkata, Chennai), 40% otherwise.
Example: 50% for Bengaluru
Why we ask
The day salary is credited each month — appears in the Compensation clause.
Example: Last working day
Statutory Benefits
Why we ask
Mandatory under EPF Act 1952 for employees with basic ≤ ₹15,000. Employer also contributes 12%.
Why we ask
Mandatory if gross monthly ≤ ₹21,000. Employee: 0.75%, Employer: 3.25%.
Why we ask
Gratuity vests by law after 5 years' continuous service (Payment of Gratuity Act, 1972) — the standard option states exactly that.
Example: Eligible after 5 years
Why we ask
Sets the appraisal rhythm — a stated cycle is a promise to review, not a promise to raise.
Example: Annual
Probation & Leave
Why we ask
During probation either side exits on the shorter notice below; confirmation ends it and the full terms apply.
Example: 6 months
Why we ask
Casual leave for the year — several states set minimum leave in their Shops & Establishments Act, so don't go below yours.
Example: 10 days
Why we ask
Paid sick days per year — state Acts commonly require these; a certificate can be asked for longer absences.
Example: 10 days
Why we ask
Earned/privilege leave accrues with service and is the leave that is encashable when the employee leaves.
Example: 15 days
Why we ask
The notice either side must give after confirmation — the clause allows salary in lieu.
Example: 2 months
Why we ask
The shorter fuse while on probation — quick, clean exits are what the period is for.
Example: 15 days
IP, Confidentiality & Non-Solicitation
Why we ask
After leaving, employee cannot solicit the company's clients or recruit its employees. Non-solicitation is enforceable in India.
Why we ask
Sets which spend comes back — the clause requires approval and receipts within 30 days.
Example: Travel & business expenses
Live preview
Employment Contract
Governed by the laws of India and the Shops & Establishments Act of (State)

This Employment Contract, dated (Date), is made between:

EMPLOYER: (Company Name), registered office at (Company Address), (the "Company")

EMPLOYEE: (Employee Name), residing at (Employee Address), (the "Employee")

IN CONSIDERATION of the mutual covenants herein, the parties agree as follows:

1. EMPLOYMENT & POSITION: Appointed as (Designation) in (Department), reporting to (Manager), at (Location). Employment: (Type). Mode: (Mode).
2. DATE OF JOINING: (Joining Date).
3. COMPENSATION: Annual Gross Salary: Rs.(Amount). Full salary table included in the agreement.
4. WORKING HOURS: 8 (eight) hours/day, weekly off: (Weekly Off).
5. PROBATION: (Probation). Notice during probation: (Notice).
6. LEAVE: CL: (CL) | SL: (SL) | EL: (EL).
7. STATUTORY: PF: (PF). ESI: (ESI). Gratuity: (Gratuity).
8. TERMINATION: Notice after confirmation: (Notice).

+ 10 more clauses (Confidentiality, IP, Non-Solicitation, Reimbursements, Compliance, Data Protection, Return of Property, Conflict of Interest, Entire Agreement, Jurisdiction). Proceed to Step 2 to view and edit all 18 clauses.

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