The Employer hires the Employee as [Job Title]. The Employee will report to [Title of Manager] or any other person the Employer names from time to time (the "Manager").

The Employee's main duties are [Brief Description of Main Duties]. The Employee will also carry out any other reasonable tasks the Employer gives that fit the Employee's skills and experience, even if they are not listed here.

The Employer may reasonably change the Employee's job title, duties or reporting line to meet business needs, as long as the new role suits the Employee's skills and the Employee's salary is not reduced.

The Employee will work mainly at the Employer's premises at [Workplace Address]. The Employer may move the Employee's place of work to another location within [Distance or Area] after giving reasonable notice.

The Employee agrees to travel for work, inside or outside the area of the usual workplace, when the Employer reasonably asks. The Employer will cover approved travel costs as described in the Salary and Expenses section.

The Employee will do the job carefully, honestly and to the best of their ability, and will follow all lawful instructions from the Employer and all workplace rules and policies in force from time to time.

While employed, the Employee will give their full working time and attention to the Employer. The Employee may not take on any other paid or unpaid work, business or role that could conflict with the Employer's interests or affect the Employee's performance, unless the Employer agrees in writing first.

The Employee confirms that they are legally allowed to work in the role and that taking this job does not break any contract or obligation they have with anyone else.

The employment starts on [Start Date] (the "Start Date"). Any earlier work for the Employer [does / does not] count as part of the Employee's continuous service.

The employment is for an indefinite period. It continues until either Party ends it as described in the Ending the Employment and Notice Periods section.

The first [Number] months of employment are a trial period (the "Trial Period"). During this time, the Employer will assess the Employee's skills, performance, conduct and fit with the team.

The Employer may extend the Trial Period once by up to [Number] months, as far as the law allows, by telling the Employee in writing before the original Trial Period ends. Any time the Employee is absent during the Trial Period may be added to its length where the law allows.

During the Trial Period, either Party may end the employment by giving [Number] days' written notice, or any shorter notice the law allows. The longer notice periods in the Ending the Employment and Notice Periods section apply only after the Trial Period ends successfully.

The employment depends on the Employee providing, before or on the Start Date, proof of their right to work, identity documents, [any required qualifications or licenses] and any other information the Employer reasonably asks for. If any of these are missing, or if information the Employee gave during hiring turns out to be false or misleading, the Employer may end the employment immediately.

The Employee works full time. Normal working hours are [Number] hours per week, from [Start Time] to [End Time], [Days of the Week], with an unpaid break of [Length of Break] each day.

The Employer may reasonably change the daily start and finish times or the working days to meet business needs, after giving the Employee reasonable notice, while keeping the total weekly hours the same.

The Employee may need to work extra hours beyond normal working hours when the business reasonably needs it. The Employee agrees to do so, within the limits set by law.

The Employee's salary already covers any extra hours worked, unless the law requires separate pay or time off for overtime. In that case, the Employee will receive only the minimum the law requires, and only for extra hours the Manager approved in advance.

The Employee will record their working time in the way the Employer asks and must make sure these records are accurate.

The Employer will give the Employee the daily and weekly rest periods the law requires.

The Employee is entitled to [Number] working days of paid annual leave in each leave year, which runs from [Start Date of Leave Year] to [End Date of Leave Year]. If the Employee starts or leaves part way through a year, leave is calculated pro rata.

In addition to annual leave, the Employee is entitled to paid time off on public holidays recognized at the place of work. If the Employee is asked to work on a public holiday, they will get time off in lieu or pay as required by law.

The Employee must ask the Manager for approval at least [Number] weeks before taking annual leave. The Employer may refuse or reschedule leave requests for business reasons and may require the Employee to take leave on set days, such as during a business closure.

Unused annual leave may not be carried over to the next leave year, unless the law requires otherwise or the Employer agrees in writing. Up to [Number] days carried over must be used by [Date], or they are lost where the law allows.

If the Employee is sick or cannot come to work for any other reason, they must tell the Manager as early as possible on the first day of absence and no later than [Time]. For absences longer than [Number] days, the Employee must provide a medical certificate or other proof the Employer reasonably asks for.

The Employee will receive sick pay and any other leave, such as parental, family or study leave, as required by law. Any extra paid leave is at the Employer's discretion.

When the employment ends, the Employer will pay the Employee for any earned but unused annual leave. If the Employee has taken more leave than they earned, the Employer may deduct the value of the extra days from the final pay, as far as the law allows.

The Employer will pay the Employee a fixed gross salary of [Amount] [Currency] per [month / year] (the "Salary"). The Salary will be paid in [monthly] installments on or before [Payment Day] of each month, by bank transfer to the account the Employee provides.

The Employer will deduct from the Salary all taxes, social security contributions and other amounts it is required by law to withhold.

The Employer may also deduct from the Salary or final pay any amounts the Employee owes the Employer, such as overpayments, unreturned advances or the value of unreturned Employer property, as far as the law allows. The Employee must repay any overpayment the Employer identifies.

The Employer will review the Salary [once a year]. A review does not mean the Salary must increase.

Any bonus, commission or other extra payment is entirely at the Employer's discretion unless agreed in writing. A payment in one year does not create a right to a payment in any later year.

The Employer will reimburse reasonable business expenses that the Employee properly incurs while doing their job, as long as the expenses were approved in advance where the Employer's rules require it and the Employee submits receipts within [Number] days of incurring them.

The Employee is not entitled to any other benefits apart from those set out in this Contract, those required by law, and any the Employer chooses to offer in writing from time to time. The Employer may change or withdraw non-mandatory benefits as far as the law allows.

"Confidential Information" means any information, in any form, about the Employer or its group companies, clients, suppliers, business partners or staff that is not publicly known. This includes business plans, finances, prices, client and supplier lists, contract terms, marketing plans, technical data, software, know-how, trade secrets, personal data and any information marked or reasonably understood to be confidential.

During and after the employment, the Employee must keep all Confidential Information secret and use it only to do their job for the Employer. The Employee must not share it with anyone outside the Employer, or with colleagues who do not need it for their work, without the Employer's written approval.

The Employee must take reasonable care to protect Confidential Information, follow the Employer's information security and data protection rules, and immediately report any loss, leak or misuse they become aware of.

These obligations do not apply to information that becomes public through no fault of the Employee, or that the Employee must disclose by law or by order of a court or authority. In that case, the Employee must tell the Employer first where the law allows and disclose only what is required.

Nothing in this Contract stops the Employee from reporting suspected wrongdoing to a regulator or authority, or from making any other disclosure protected by law.

When the employment ends, or earlier if the Employer asks, the Employee must immediately return all Employer property, including documents, devices, keys, access cards and any copies of Confidential Information. The Employee must also permanently delete any Confidential Information held on personal devices or accounts and confirm in writing that they have done so.

The obligations in this section continue without time limit after the employment ends, for as long as the information remains confidential.

"Work Results" means anything the Employee creates, develops or contributes to, alone or with others, during the employment and connected with the job or the Employer's business, or created using the Employer's time, equipment or Confidential Information. This includes inventions, designs, software, code, documents, reports, ideas, processes, databases, trademarks and improvements, whether or not they can be protected by intellectual property rights.

All Work Results, and all intellectual property rights in them anywhere in the world, belong to the Employer as soon as they are created. To the extent they do not automatically belong to the Employer, the Employee transfers them to the Employer now, and agrees to transfer any future rights as they arise, without any extra payment beyond the Salary, unless the law requires a separate payment.

The Employee must promptly tell the Employer about any Work Results and keep them confidential as part of the Employer's Confidential Information.

As far as the law allows, the Employee waives any moral rights in the Work Results, including the right to be named as author and the right to object to changes. Where these rights cannot be waived, the Employee agrees not to enforce them against the Employer or anyone authorized by it.

During and after the employment, the Employee will sign any documents and take any reasonable steps the Employer asks for to register, protect or enforce its rights in the Work Results. The Employer will cover any reasonable costs of doing so.

Anything the Employee created before the Start Date and wishes to keep is listed here: [List of Prior Works, or "None"]. If the Employee uses any of these in their work for the Employer, the Employee grants the Employer a free, permanent, worldwide license to use, change and share them as part of the Employer's business.

While employed, the Employee must not, directly or indirectly, work for, advise, invest in or set up any business that competes with the Employer, except for holding up to [Percentage] of the shares of a listed company as a passive investment.

For [Number] months after the employment ends, the Employee must not work for, advise or set up a business that competes with the Employer in [Territory], in any role similar to the one the Employee held during the last [Number] months of employment. Where the law requires the Employer to pay compensation for this restriction, the Employer will pay [Amount or Percentage of Salary] for each month it applies, and may release the Employee from this restriction in writing at any time, as far as the law allows, to end the compensation obligation.

For [Number] months after the employment ends, the Employee must not, directly or indirectly, approach, deal with or try to take away any client or prospective client of the Employer that the Employee dealt with or had Confidential Information about during the last [Number] months of employment.

For [Number] months after the employment ends, the Employee must not, directly or indirectly, try to hire or persuade any employee or contractor of the Employer to leave, if the Employee worked with or managed that person during the last [Number] months of employment.

Any time the Employee spends on paid leave during a notice period, as described in the Ending the Employment and Notice Periods section, will be deducted from the length of the restrictions after employment.

The Employee agrees these restrictions are reasonable and needed to protect the Employer's business, clients, staff and Confidential Information. If a court finds any restriction too broad, it should be reduced to the maximum extent the law allows rather than cancelled.

If the Employee receives a job offer while any restriction applies, the Employee must give the new employer a copy of this section before accepting.

After the Trial Period, the Employer may end the employment by giving the Employee [Number] [weeks / months] of written notice. The Employee may end the employment by giving the Employer [Number] months of written notice. If the law requires a longer period for either Party, the legal minimum applies, and if the law requires both Parties to have equal notice periods, the Employee's longer period applies to both.

The Employer may choose to end the employment immediately by paying the Employee their basic Salary for all or part of the notice period instead of having them work it.

During all or part of any notice period, the Employer may tell the Employee not to come to work, not to contact clients or colleagues, and to stay available, while continuing to pay the Salary and benefits. The Employer may also ask the Employee to take any unused annual leave during the notice period.

The Employer may end the employment immediately, without notice or pay in lieu, for serious misconduct or other serious breach of this Contract, as far as the law allows. Examples include dishonesty, theft, fraud, violence, harassment, serious negligence, being under the influence of alcohol or drugs at work, or a serious breach of the confidentiality, work results or non-compete sections.

When the employment ends, the Employer will pay the Salary earned up to the end date, any unused annual leave and any approved expenses, minus any lawful deductions.

On the end date, or earlier if the Employer asks, the Employee must return all Employer property and hand over all ongoing work, passwords and information in an orderly way.

The employment will also end in any other situation provided for by law. The Employer will provide any documents a departing employee is entitled to by law, such as an employment certificate.

This Contract is governed by the laws of [Jurisdiction].

If the Employee has a concern or complaint about their employment, they should first raise it in writing with the Manager, or with [HR Contact or Position] if the complaint is about the Manager. The Parties will try in good faith to settle it within [Number] days.

If a dispute cannot be settled informally, it will be decided by the courts or labor tribunals of [City / Region], unless the law requires a different forum.

Nothing in this section stops the Employer from going to court at any time to seek urgent relief, such as an injunction, to stop or prevent a breach of the confidentiality, work results or non-compete and non-solicitation sections.

Unless the employment has ended, the Employee will continue to carry out their duties as normal while any dispute is being resolved.

Each Party will bear its own costs of any dispute, unless the court or tribunal decides otherwise or the law provides otherwise.

This Contract is the entire agreement between the Parties about the employment. It replaces any earlier offers, promises or understandings, whether written or spoken.

Any change to this Contract must be in writing and signed by both Parties, except changes this Contract expressly allows the Employer to make on its own.

The Employer's workplace rules and policies apply to the Employee but are not part of this Contract. The Employer may introduce, change or withdraw them at any time, as far as the law allows.

The Employer will collect and use the Employee's personal data to manage the employment, pay the Employee, meet legal obligations and protect its business, as explained in its privacy notice for staff. The Employer may monitor the use of its systems, devices and premises, as far as the law allows and after informing the Employee.

If any part of this Contract is found to be invalid or unenforceable, the rest of it remains in force. The invalid part will be replaced by a valid term that comes as close as possible to the original intent.

If a Party does not enforce a right under this Contract right away, this does not mean it gives up that right.

Notices under this Contract must be in writing and delivered by hand, by post or by email to the addresses set out at the end of this Contract, or any new address a Party gives in writing. An email notice is treated as received on the next working day after it was sent.

Terms that by their nature are meant to continue after the employment ends, including those on confidentiality, work results, non-compete and non-solicitation, and dispute resolution, remain in force after the end of the employment.

This Contract may be signed in [Number] copies, including electronically, and each Party will receive one signed copy. Each copy is an original, and together they form one contract.