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Employment Contracts

Need an Employment Contract in Kurnool?
At Landmarq, we draft customized employment agreements that comply with Indian labor laws, ensuring complete protection for:

✅ Role-Specific Terms (Job duties, compensation)
✅ Legal Compliance (Shops & Establishment Act, PF/ESI)
✅ Confidentiality & IP Protection
✅ Termination Clauses

To get started, simply provide the following details:

1. Employer Details

  • Company Name (or Individual Name, if sole proprietorship)
  • Registered Business Address
  • Company Registration Number (CIN/GST, if applicable)
  • Authorized Signatory Name and Designation
  • Contact Details (Phone, Email)
  • Company Logo (for official documentation, if desired)

2. Employee Details

  • Full Name
  • Date of Birth
  • Father’s/Mother’s Name
  • Residential Address
  • Phone Number
  • Email ID
  • Aadhar Number or Other Government ID
  • PAN Card (for tax purposes)
  • Bank Account Details (for salary deposits)
  • Passport-sized Photograph
  • Educational Certificates (if relevant to job role)
  • Previous Employment Proof (if applicable)

3. Job Details

  • Job Title/Designation
  • Department/Reporting Manager
  • Description of Duties & Responsibilities
  • Work Location (on-site/hybrid/remote)
  • Date of Joining
  • Probation Period (if any) and its duration
  • Type of Contract (Permanent, Fixed-term, Part-time, Internship, etc.)

4. Compensation & Benefits

  • Monthly/Annual Salary
  • Incentives, Bonuses (if applicable)
  • Allowances (e.g., Travel, HRA, Medical)
  • Deductions (PF, ESI, TDS, etc.)
  • Gratuity, Leave Encashment Policy

5. Working Conditions

  • Working Hours & Days
  • Weekly Off / Leave Entitlement
  • Holiday List / National Holidays
  • Overtime Policy (if applicable)
  • Travel or Relocation Conditions (if applicable)

6. Legal & HR Clauses

  • Notice Period (for resignation or termination)
  • Termination Conditions
  • Non-Disclosure/Confidentiality Agreement
  • Non-Compete or Restrictive Clauses
  • Code of Conduct
  • Grievance Redressal Process
  • Dispute Resolution & Jurisdiction Clause

7. Signatures & Attachments

  • Signatures of Employer & Employee
  • Date and Place of Signing
  • Witness Signatures (if needed)
  • Annexures (e.g., NDA, ID copy, job description)

For inquiries or submission, contact us at:
Landmarq – Conveyancing and Legal, a trusted legal and documentation service provider in Kurnool, is here to assist you with all your agreement needs.
📧 Email: [email protected] | 📞 Phone/WhatsApp: +91 70452 82751

1. What is an Employment Contract?

An Employment Contract is a legally binding agreement between an employer and an employee that outlines the terms and conditions of employment, such as role, responsibilities, salary, working hours, and termination clauses.

2. Is a written employment contract mandatory?

While not always mandatory, a written contract is highly recommended to avoid misunderstandings and legal disputes. Some labor laws may require written agreements depending on the jurisdiction or type of employment.

3. What are the key components of an employment contract?

  • Full name and address of the employer and employee
  • Job title and description
  • Date of joining
  • Salary, benefits, and allowances
  • Working hours and holidays
  • Notice period and termination clauses
  • Confidentiality and non-compete clauses (if applicable)
  • Dispute resolution mechanisms

4. Can an employment contract be changed after signing?

Yes, but only with the mutual consent of both the employer and the employee. Any amendments should be documented in writing and signed by both parties.

5. What is the difference between a fixed-term and permanent contract?

  • Fixed-term contract: Ends on a specific date or after completion of a project.
  • Permanent contract: Has no fixed end date and continues until terminated by either party.

6. Can a verbal employment agreement be valid?

Yes, in some cases, verbal agreements are legally valid, but they are harder to prove. A written contract is always preferable for legal clarity.

7. What is a probation period?

It’s an initial period (usually 3–6 months) during which the employer assesses the employee’s performance. During this time, notice periods may be shorter, and job confirmation is pending.

8. Can an employee terminate the contract at any time?

Yes, most contracts allow either party to terminate the contract with proper notice. The notice period should be specified in the agreement.

9. Are employment contracts governed by law?

Yes, employment contracts are governed by labour laws and employment regulations of the respective state or country. These laws set minimum standards for wages, work hours, termination, etc.

The aggrieved party can seek legal remedy such as compensation or damages. Some contracts include dispute resolution clauses like mediation or arbitration.