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Employment Contracts

Employment agreements, offer letters, at-will contracts, and staffing agreements. Free templates — download PDF or Word, no signup required (2026).

Commission Agreement (Australia)

An Australian Commission Agreement is a supplemental employment contract that sets out the terms of a commission-based remuneration structure for sales staff. It defines the commission rates, the calculation base (e.g. Net Revenue or Gross Profit), eligible sales, payment timing, and any clawback provisions. This template is drafted in accordance with the Fair Work Act 2009 (Cth), the National Minimum Wage Order, the applicable Modern Award, and the Superannuation Guarantee (Administration) Act 1992 (Cth). What is a Commission Agreement? A Commission Agreement (also called a sales commission agreement, commission-based employment agreement, or variable remuneration agreement) is a contract that supplements an employee's employment contract by setting out the terms of a commission-based component of their remuneration. In Australia, commission-based sales roles are common across industries including real estate, finance, insurance, technology, retail, and professional services. Unlike commission structures in some overseas jurisdictions, Australian employment law imposes minimum wage protections that apply regardless of commission earnings — meaning an employer cannot reduce or 'offset' an employee's minimum award entitlements against commissions earned. The Fair Work Act 2009 (Cth) and Minimum Wage Requirements All Australian employees, including those on commission-based remuneration, must be paid at least the applicable minimum wage for all hours worked. This minimum wage is either the National Minimum Wage (for award/agreement-free employees earning below the high income threshold) or the applicable Modern Award minimum rate for their classification. The Fair Work Commission conducts an Annual Wage Review each year and issues updated minimum wage orders. Employers who rely on commission income to make up the minimum wage (i.e. pay a lower base salary in the expectation that commission will top it up) risk contravening the Fair Work Act 2009 (Cth) if the employee earns insufficient commission in any given pay period. This means that a commission agreement must provide for a sufficient base salary that, on its own, meets the applicable minimum wage requirement — and commission is payable on top of that base salary. When is a Commission Agreement Needed? A Commission Agreement is needed whenever an employer wishes to include a commission-based component in the remuneration of a sales employee. It is particularly important for: - Business development managers and account executives - Real estate agents and mortgage brokers - Insurance brokers and financial advisers - Retail sales staff who earn commissions on product sales - Technology and SaaS sales representatives - Any employee whose total remuneration includes a variable commission component Key Elements of an Australian Commission Agreement A comprehensive Australian Commission Agreement should include the following key elements: 1. Parties and role details: Full legal names, ABN, job title, employment type, commencement date, and the applicable Modern Award or enterprise agreement. 2. Sales territory and product lines: A clear definition of the geographic territory and/or product lines for which the employee is responsible and on which commissions are calculated. 3. Base salary: The guaranteed annual base salary, exclusive of commission and superannuation. The base salary must be at or above the applicable Modern Award minimum or National Minimum Wage. 4. Superannuation: Contributions at 11.5% of ordinary time earnings (from 1 July 2024) under the Superannuation Guarantee (Administration) Act 1992 (Cth). Note that superannuation is generally payable on the base salary, and the treatment of superannuation on commission payments is a complex area that depends on the characterisation of the commission. 5. Commission rate(s): The commission percentage(s) applicable to eligible sales, which may be a flat rate or a tiered structure with different rates at different revenue thresholds. 6. Commission calculation base: The revenue or profit figure on which commission is calculated, including a clear definition of what is included and excluded (e.g. whether GST, returns, and discounts are deducted before calculating commission). 7. Eligible sales and exclusions: Which sales qualify for commission and which are excluded (e.g. house accounts, inter-company sales, or sales where payment is not received). 8. Commission payment timing: When commission is calculated and paid (e.g. monthly, based on invoiced revenue or collected revenue). 9. Clawback provision: Whether the employer can recover commission paid if a customer subsequently cancels or defaults. Any deduction from wages for this purpose must comply with the Fair Work Act 2009 (Cth) s 324, which requires the employee's written authorisation for most wage deductions. 10. Sales targets and KPIs: The quantitative targets and key performance indicators applicable to the role and the consequences of not meeting them. 11. Leave and commission: How commission interacts with periods of paid leave. 12. Commission on termination: The employee's entitlement to commissions on and after the termination of employment. This template is suitable for use across all Australian states and territories, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.

Employee Confidentiality Agreement (Australia)

An Employee Confidentiality Agreement is a written contract between an employer and an employee that defines the employee's obligations to protect the employer's confidential information — including trade secrets, client lists, proprietary technology, and business strategies — both during and after their employment. In Australia, the legal framework governing employee confidentiality obligations is multi-layered, drawing on equity, contract law, statutory duties, and intellectual property legislation. The foundational basis for employee confidentiality in Australian law is the equitable duty of confidence. Under this doctrine — developed through cases such as Coco v A N Clark (Engineers) Ltd [1969] RPC 41 (applied extensively in Australian courts) and Moorgate Tobacco Co Ltd v Philip Morris Ltd (No 2) (1984) 156 CLR 414 (High Court of Australia) — information is protected in equity if it is of a confidential nature, was imparted in circumstances giving rise to an obligation of confidence, and unauthorised use would be detrimental to the party who communicated it. During employment, this equitable duty applies alongside contractual confidentiality obligations. The Corporations Act 2001 (Cth) section 183 imposes a statutory duty on company officers and employees not to improperly use information obtained in that capacity to gain an advantage for themselves or anyone else, or to cause detriment to the corporation. This provision applies to all officers and employees of corporations and supplements both equitable and contractual duties. The Fair Work Act 2009 (Cth) also shapes the employment relationship within which confidentiality obligations operate. Confidentiality clauses in employment contracts must not be so broad or oppressive as to constitute a harsh, unjust, or unreasonable term, nor should they prevent employees from exercising their National Employment Standards (NES) entitlements or rights under applicable Modern Awards or Enterprise Agreements. The Fair Work Act's unfair dismissal and general protections provisions (Part 3-1) also limit the circumstances in which an employer can discipline an employee for alleged breach of confidentiality. Post-employment confidentiality obligations — sometimes called restraints or non-disclosure obligations in the post-employment period — are enforceable in Australia provided they are reasonable in scope and duration, limited to genuinely confidential information (not general skills or knowledge acquired during employment), and serve a legitimate business interest of the employer. Australian courts and tribunals regularly scrutinise post-employment confidentiality clauses, and an obligation that is too broad in scope, covers too long a period, or purports to protect information that is not genuinely confidential may be reduced or declared void as an unreasonable restraint of trade. Intellectual property created by employees in the course of their employment is addressed by specific Australian legislation. Under the Copyright Act 1968 (Cth) section 35(6), copyright in a work made by an author in pursuance of the terms of their employment under a contract of service or apprenticeship vests in the employer unless the contract of service otherwise provides. Under the Patents Act 1990 (Cth), an employee's invention made in the course of their employment will generally be owned by the employer where the invention is made in the course of the employee's normal duties. An Employee Confidentiality Agreement often includes an express IP assignment clause to make these obligations clear and to extend them where the legislation may not automatically apply. The whistleblower protection regime in Australia is critically important. Under Part 9.4AAA of the Corporations Act 2001 (Cth) and the Public Interest Disclosure Act 2013 (Cth), employees who make protected disclosures about suspected misconduct, breaches of law, or other specified matters are entitled to legal protection and cannot be subject to detriment for making such disclosures. A confidentiality agreement cannot prevent or penalise an employee from making a protected whistleblower disclosure — any attempt to do so would be void and may expose the employer to penalties. The remedies available to employers for breach of employee confidentiality obligations include injunctive relief (to prevent ongoing or threatened disclosure), an account of profits (to recover gains made by the employee from the unauthorised use of confidential information), compensatory damages (to recover quantified losses), and, where expressly provided for in the agreement, liquidated damages (a pre-agreed sum per breach, provided it is a genuine pre-estimate of loss and not a penalty). An Employee Confidentiality Agreement is most effective when it is signed at the commencement of employment, is clearly worded, is reasonable in scope and duration, and is part of a broader employment framework that includes training on confidentiality obligations and appropriate data security procedures.

Director's Service Agreement (Australia)

Create a comprehensive Director's Service Agreement for an Australian company. Covers executive director duties, remuneration, superannuation, termination, post-employment restraints, and Corporations Act 2001 (Cth) director obligations.

Fixed-Term Employment Agreement (Australia)

Create a legally compliant Fixed-Term Employment Agreement for Australia under the Fair Work Act 2009 (Cth). Incorporates the December 2023 restrictions on fixed-term contracts under s333E (maximum 2-year term, renewal restrictions, anti-avoidance provisions), Fixed Term Contract Information Statement (FTCIS) requirement, early termination clause, full NES entitlements including accrued annual leave payout, and 11.5% superannuation.

Full-Time Employment Agreement (Australia)

Create a legally compliant Full-Time Employment Agreement for Australia. Drafted in accordance with the Fair Work Act 2009 (Cth), the National Employment Standards (NES), and Superannuation Guarantee requirements. Covers position, duties, salary, superannuation at 11.5%, 38-hour week, annual leave (4 weeks), personal/carer's leave (10 days), long service leave, notice periods, probation, confidentiality, and intellectual property assignment.

Employment Contract (Australia)

Create a comprehensive Employment Contract for Australia covering all National Employment Standards, salary, leave entitlements, superannuation, termination, and confidentiality under the Fair Work Act 2009 (Cth).

Employment Offer Letter (Australia)

An Australian Employment Offer Letter is a formal written document issued by an employer to a successful job applicant, setting out the key terms and conditions of the proposed employment relationship. It serves as the foundation for the employment contract and, once accepted by the applicant, creates a binding agreement between the parties. This template is drafted in accordance with the Fair Work Act 2009 (Cth), the National Employment Standards (NES), the Superannuation Guarantee (Administration) Act 1992 (Cth), and the Fair Work Information Statement (FWIS) requirements. What is an Employment Offer Letter? An Employment Offer Letter (also known as a letter of offer, a job offer letter, or an engagement letter) is a written communication from an employer offering a candidate a position of employment. It typically includes the job title, department, reporting line, commencement date, remuneration, leave entitlements, probationary period, notice period, and any special conditions of the offer. Once signed and returned by the applicant, the letter of offer — together with any accompanying employment agreement — forms the written employment contract. Under Australian law, an employment relationship can arise from an oral agreement, but a written offer letter significantly reduces the risk of disputes about the agreed terms. When is an Employment Offer Letter Needed? An Employment Offer Letter is needed whenever an Australian employer wishes to offer a candidate a position of employment, whether full-time, part-time, fixed-term, or casual. It is best practice to issue a written offer letter in all cases, regardless of employment type, to ensure that both parties have a clear record of the agreed terms before employment commences. Key Elements of an Australian Employment Offer Letter A comprehensive Australian Employment Offer Letter should include the following key elements: 1. Employer details: Full legal name and ABN of the employer. The ABN is required for superannuation and payroll tax purposes. 2. Applicant details: Full name, address, email, and phone number of the successful candidate. 3. Position details: Job title, department, employment type (full-time, part-time, fixed-term, or casual), reporting manager, primary work location, and the applicable Modern Award or enterprise agreement (or confirmation that the employee is award/agreement-free). 4. Commencement date: The proposed start date of employment. 5. Probationary period: The length of any probationary period. Under the Fair Work Act 2009 (Cth) s 383, the minimum employment period for unfair dismissal purposes is 6 months from commencement for most employers (or 12 months for small business employers with fewer than 15 employees). A 6-month probationary period aligns with this threshold. 6. Remuneration: The annual base salary or ordinary rate of pay, payment frequency, and superannuation arrangements. Superannuation at 11.5% of ordinary time earnings is compulsory under the Superannuation Guarantee (Administration) Act 1992 (Cth). The rate will increase to 12% from 1 July 2025. All employees must be paid at least the National Minimum Wage or the applicable Modern Award minimum rate. 7. Performance bonus or incentive (if applicable): Details of any discretionary or contractual bonus or commission arrangement. 8. Leave entitlements: Under the National Employment Standards (NES) in Part 2-2 of the Fair Work Act 2009 (Cth), all full-time and part-time employees are entitled to a minimum of 4 weeks of paid annual leave, 10 days of paid personal/carer's leave, 2 days compassionate leave per occasion, community service leave, unpaid parental leave of up to 12 months (with the right to request a further 12 months), and the right to take public holidays. 9. Long service leave: Accrues under the applicable state or territory long service leave legislation and varies across New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory. 10. Notice period: The notice required by either party to terminate the employment relationship. Must not be less than the statutory minimums under the Fair Work Act 2009 (Cth) s 117. 11. Additional benefits: Any benefits offered above the statutory minimum, such as equipment, flexible working, professional development, or health insurance. 12. Pre-employment conditions: Any conditions that must be satisfied before the employment commences, such as right-to-work verification, police checks, or reference checks. Employers must verify an employee's right to work in Australia under the Migration Act 1958 (Cth). 13. Fair Work Information Statement: Under the Fair Work Act 2009 (Cth), employers must provide the FWIS to all new employees before or as soon as practicable after commencement. 14. Acceptance mechanism: A clear statement of the offer expiry period and how the applicant should accept the offer. This template is suitable for use across all Australian states and territories, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.

Fixed-Term Employment Contract (Australia)

Create a legally compliant Fixed-Term Employment Contract for Australia. Covers Fair Work Act 2009 requirements, maximum term rules, anti-avoidance provisions under the Secure Jobs, Better Pay reforms, role description, salary, and leave entitlements.

Independent Contractor Agreement (Australia)

Create a legally compliant Independent Contractor Agreement for Australia. Covers ABN requirements, sham contracting protections, GST, IP ownership, WHS obligations, and the multi-factor contractor test under Fair Work Act 2009. Suitable for all states and territories including NSW, VIC, QLD, WA, SA, and ACT.

Internship / Vocational Placement Agreement (Australia)

Create a legally compliant Internship and Vocational Placement Agreement for Australia. Covers Fair Work Act 2009 s12 vocational placement requirements, learning objectives, supervision, WHS obligations, insurance, confidentiality, and the distinction between genuine placements and unlawful unpaid work. Suitable for all states and territories.

Labour Hire Agreement (Australia)

Create a legally compliant Labour Hire Agreement for Australia. This agreement governs the tripartite arrangement between a labour hire provider, a host employer, and the workers supplied. It covers licence compliance under the Labour Hire Licensing Acts of Queensland (2017), Victoria (2018), and South Australia (2017), employment obligations under the Fair Work Act 2009 (Cth) s15A, WHS responsibilities, workers' compensation, charge rates, payment terms, and termination provisions. Suitable for all Australian states and territories.

Nanny Employment Contract (Australia)

An Australian Nanny Employment Contract is a formal written agreement between a household employer (typically a family) and a nanny engaged to provide in-home childcare and related domestic services. This contract sets out the terms and conditions of the nanny's employment and ensures that both parties understand their rights and obligations under Australian employment law. This template is drafted in accordance with the Fair Work Act 2009 (Cth), the National Employment Standards (NES), the Miscellaneous Award 2020, and the Superannuation Guarantee (Administration) Act 1992 (Cth). What is a Nanny Employment Contract? A Nanny Employment Contract (also called a nanny agreement, childcare employment agreement, or in-home childcare contract) is an employment agreement specifically designed for the engagement of a nanny or in-home childcare worker. In Australia, nannies who are engaged on an ongoing basis with regular hours and subject to the direction and control of the family are classified as employees — not independent contractors. As employees, nannies are entitled to the full range of National Employment Standards (NES) entitlements under the Fair Work Act 2009 (Cth), including paid annual leave, personal and carer's leave, compassionate leave, parental leave, and public holidays. Nannies who are employees are typically covered by the Miscellaneous Award 2020 (MA000104), which is a Modern Award that covers employees who are not covered by any other industry or occupation-specific Modern Award. The Miscellaneous Award 2020 sets minimum pay rates, overtime entitlements, and other conditions of employment. Employers must ensure the nanny's pay rate is at or above the applicable Miscellaneous Award 2020 minimum rate, which is updated annually by the Fair Work Commission. When is a Nanny Employment Contract Needed? A Nanny Employment Contract is needed whenever a family engages a nanny or in-home childcare worker in Australia on an ongoing basis with regular hours. This includes full-time nannies, part-time nannies, and nannies engaged on a regular and systematic casual basis. Even if the nanny is engaged informally at first, it is strongly recommended that a written contract be put in place to protect both parties and to ensure compliance with the Fair Work Act 2009 (Cth). A written nanny employment contract is particularly important because it: sets out the agreed hours, duties, and pay rate; ensures compliance with the Miscellaneous Award 2020; provides a clear record of superannuation arrangements; establishes confidentiality obligations; and sets out the process for terminating the employment. Key Elements of an Australian Nanny Employment Contract A comprehensive Australian Nanny Employment Contract should include the following key elements: 1. Employer and nanny details: Full names, addresses, and contact details of the employing family and the nanny. 2. Employment type: Whether the nanny is full-time (38 ordinary hours per week), part-time (agreed reduced hours), or casual (no guaranteed hours, with a casual loading payable under the Miscellaneous Award 2020 instead of paid leave entitlements). 3. Commencement date: The date on which the nanny's employment begins. 4. Duties and responsibilities: A detailed description of the nanny's duties, including childcare responsibilities, meal preparation, school runs, and any light housekeeping related to the children. 5. Hours of work: The agreed ordinary working hours and schedule, including start and finish times and any meal break arrangements. 6. Pay rate: The agreed hourly rate or weekly salary, which must be at or above the applicable Miscellaneous Award 2020 minimum rate and the National Minimum Wage Order made under the Fair Work Act 2009 (Cth). 7. Superannuation: Contributions at the compulsory Superannuation Guarantee rate of 11.5% (from 1 July 2024) of ordinary time earnings, payable in addition to the base wage under the Superannuation Guarantee (Administration) Act 1992 (Cth). 8. Leave entitlements: Annual leave, personal/carer's leave, compassionate leave, parental leave, and public holiday entitlements in accordance with the NES. 9. Probationary period: A period during which both the family and the nanny can assess the suitability of the arrangement. 10. Notice period: The written notice required by either party to terminate the employment, which must be at least the statutory minimum under the Fair Work Act 2009 (Cth) s 117. 11. Working With Children Check: The requirement for the nanny to hold and maintain a valid Working With Children Check (WWCC) or equivalent in the applicable state or territory. 12. Driving requirements: If the nanny is required to transport the children, the driving requirements, vehicle arrangements, and licence requirements. 13. Confidentiality: The nanny's obligation to maintain the confidentiality of the family's private information and to refrain from posting photographs of the children on social media without consent. This template is suitable for families engaging nannies across all Australian states and territories, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.

Non-Solicitation Agreement (Australia)

An Australian Non-Solicitation Agreement is a post-employment restraint contract that prevents a departing employee or contractor from actively approaching the employer's existing clients, customers, or other employees for a defined period after the employment relationship ends. Unlike a non-compete agreement, a non-solicitation agreement does not prevent the employee from working in the same industry or for a competitor — it simply prohibits targeted solicitation of specific people with whom the employee had an established relationship. Non-solicitation agreements are governed in Australia by the common law restraint of trade doctrine. The same reasonableness test that applies to non-compete clauses also applies to non-solicitation clauses, though courts tend to be more willing to enforce non-solicitation provisions because they are less restrictive of the employee's freedom to earn a livelihood. The employee remains free to work in the same industry and to accept clients who approach them unsolicited — they are merely prevented from actively pursuing the employer's existing relationships. In New South Wales, the Restraints of Trade Act 1976 (NSW) s 4 also applies to non-solicitation clauses. If a non-solicitation period is found to be longer than reasonably necessary, an NSW court may read it down to an enforceable period rather than striking out the entire clause. Employers in NSW benefit from this more flexible approach. There are two main categories of restriction in a non-solicitation agreement. A client or customer non-solicitation clause prevents the employee from approaching clients or customers of the employer, typically limited to those with whom the employee had material contact during a defined period (such as the last two years of employment). A staff non-solicitation (or non-poaching) clause prevents the employee from recruiting or inducing the employer's staff to leave. Both types of restriction must be reasonable in duration and scope to be enforceable. Australian courts assess enforceability by reference to the nature and extent of the client relationships developed during employment, the seniority of the employee, the degree of commercial sensitivity of the client relationships, and the legitimate business interest being protected. Where an employee had minimal client contact, a broad client non-solicitation clause is at greater risk of being struck down. A key practical difference between client non-solicitation and client non-dealing clauses should be noted. A pure non-solicitation clause only prevents the employee from actively approaching clients — it does not prevent the employee from accepting a client who contacts them of their own accord. A non-dealing clause goes further and prevents any business dealings with the employer's clients, regardless of who initiates contact. Non-dealing clauses are treated more like non-compete clauses and are subject to closer scrutiny by courts. To maximise enforceability, non-solicitation agreements should: identify the protected class of clients or employees with sufficient precision; specify a reasonable duration (commonly six to twelve months for most employees); be supported by adequate consideration (the role itself if agreed at commencement, or additional consideration if imposed mid-employment); and be drafted in connection with, and proportionate to, the employee's actual role and level of client contact. This Non-Solicitation Agreement is suitable for a wide range of roles in Australian businesses, including sales professionals, financial advisers, consultants, lawyers, accountants, recruiters, and any other employee who develops ongoing client relationships on behalf of the employer. It complements, and should be read alongside, any confidentiality obligations in the employment contract. Employers are encouraged to seek advice from a qualified Australian solicitor before relying on this agreement in legal proceedings.

Part-Time Employment Contract (Australia)

Create a Part-Time Employment Contract for Australia with pro-rata NES entitlements, guaranteed hours, superannuation, and termination provisions under the Fair Work Act 2009 (Cth).

Restraint of Trade Agreement (Australia)

An Australian Restraint of Trade Agreement — executed as a deed — is a comprehensive post-employment covenant that restricts a departing employee from competing against, soliciting clients from, or misusing the confidential information of their former employer for a defined period and within a defined geographic area after the employment relationship ends. This document takes the form of a deed rather than a simple agreement, which provides the advantage of not requiring fresh consideration to be proved independently of the employment contract, and creates a longer limitation period for breach of covenant claims under applicable state legislation. Australia does not have a single national statute governing post-employment restraints of trade. The primary legal framework is the common law restraint of trade doctrine, which treats all restraints as prima facie void unless the employer can satisfy two requirements: the existence of a legitimate protectable business interest, and that the restraint is no wider than reasonably necessary to protect that interest. Legitimate interests recognised by Australian courts include confidential information and trade secrets, established client and customer relationships (particularly where the employee was the primary point of contact), goodwill, and the product of significant investment in specialised training. The Restraints of Trade Act 1976 (NSW) provides a critical advantage for employers based in or contracting under New South Wales law. Under section 4, a restraint is valid to the extent that it is not against public policy — allowing NSW courts to read down an overly broad restraint clause rather than striking it out entirely. This 'read down' power is unique to NSW and makes it the most employer-friendly jurisdiction in Australia for restraint of trade purposes. One of the most important features of this deed is the use of cascading (or ladder) clauses for both the duration and geographic area of the non-compete restraint. Rather than specifying a single duration and area (which a court might find unreasonable and void in its entirety), the cascading clause sets out multiple alternative combinations — from the widest to the narrowest — and asks the court to enforce the widest combination that is reasonable in the circumstances. This technique, established by cases including Orton v Melman [1981] 1 NSWLR 583, significantly improves the prospects of at least partial enforcement. The geographic scope of a restraint must be proportionate to the employer's actual trading footprint. A nationwide restraint may be appropriate for the CEO of a national business but would be excessive for a branch manager. Similarly, the duration must reflect the employee's seniority, the nature of the confidential information held, and the time needed for clients to transfer loyalty to a new supplier. Periods of six to twelve months are most commonly upheld for general employees; periods of up to two years have been accepted for senior executives in exceptional circumstances. In addition to the non-compete, this deed includes optional non-solicitation covenants covering both the employer's clients and its employees. Non-solicitation clauses are generally treated more favourably by Australian courts because they are less restrictive of the employee's right to earn a livelihood — they prevent targeted poaching of specific clients or staff without preventing the employee from working in the industry at all. Consideration is a critical element of any restraint of trade agreement. Where the deed is executed at the commencement of employment, the offer of employment itself is adequate consideration. Where it is entered into during existing employment, additional consideration — such as a promotion, pay increase, cash payment, or access to new confidential information — must be provided. This deed contains a detailed consideration clause for this reason. This deed is suitable for a wide range of Australian employment situations involving senior employees, sales professionals, key account managers, technology and IP specialists, and other employees with access to commercially sensitive information. Employers should adapt this deed to the specific circumstances of the role and seek advice from a qualified Australian solicitor before relying on it in legal proceedings.

Secondment Agreement (Australia)

Create a legally compliant Secondment Agreement for Australia. This tripartite agreement governs the temporary assignment of an employee from their employing organisation to a host organisation. It covers continuity of employment, preservation of leave entitlements, superannuation, WHS responsibilities under the Work Health and Safety Act 2011, cost reimbursement, confidentiality, and early termination. Suitable for corporate, government, and not-for-profit secondments across all Australian states and territories.

Employment Contract (Canada)

Hire employees in Canada with a legally compliant Employment Contract. Covers compensation, benefits, probation period, termination provisions, and provincial ESA requirements including CPP/EI deductions.

Employee NDA (Canada)

Protect your business secrets with a Canadian Employee NDA. Covers confidential information, intellectual property assignment under the Copyright Act, return of materials, and post-employment obligations.

Volunteer Agreement (Canada)

Formalize a volunteer relationship in Canada with a Volunteer Agreement. Covers role description, confidentiality, code of conduct, liability waiver, and compliance with provincial volunteer protection legislation.

Collective Bargaining Agreement Switzerland (Gesamtarbeitsvertrag)

A Collective Bargaining Agreement (Gesamtarbeitsvertrag, GAV) for Switzerland — governed by the Swiss Code of Obligations (OR) Articles 356–358, covering Mindestlöhne, Arbeitszeit, Ferien, Kündigungsschutz, and Allgemeinverbindlicherklärung by the Bundesrat.

Telework Agreement Chile (Teletrabajo)

A Telework Agreement for Chile — governed by Ley 21.220/2020 and Código del Trabajo Article 152 quáter — establishing remote work terms, equipment provision, connectivity allowances, ergonomic obligations, right to disconnect, and the worker's right to return to on-site work.

Domestic Worker Contract Chile (Casa Particular)

A Domestic Worker Contract (Casa Particular) for Chile — governed by Código del Trabajo Articles 146–152 — formalizing the employment of household staff including nannies, cooks, cleaners, and gardeners, with provisions for live-in and live-out arrangements, rest periods, and AFP/FONASA registration.

Foreign Worker Employment Contract Chile (Extranjero)

A Foreign Worker Employment Contract for Chile — governed by Código del Trabajo Article 19 and DL 1.094/1975 — for legally authorized foreign nationals, with provisions for work visa compliance, 85% Chilean worker quota, social security coverage, and repatriation obligations.

Indefinite Employment Contract Chile (Contrato de Trabajo Indefinido)

An Indefinite Employment Contract (Contrato de Trabajo Indefinido) for Chile — governed by the Código del Trabajo (DFL No. 1/2003) Article 159, establishing a permanent employment relationship with AFP pension contributions, FONASA/ISAPRE health coverage, AFC unemployment insurance, and all mandatory benefits including gratificación legal, feriado anual, and indemnización por años de servicio.

Minor Worker Employment Contract Chile (Menor de Edad)

A Minor Worker Employment Contract for Chile — governed by Código del Trabajo Articles 13–16 — establishing employment conditions for workers aged 15–17 with mandatory parental or guardian authorization, restrictions on working hours, prohibited hazardous work, and school attendance protections.

Specific Work Employment Contract Chile (Contrato por Obra o Faena)

A Specific Work Employment Contract (Contrato por Obra o Faena) for Chile — governed by Código del Trabajo Art. 159 No. 5 — establishing an employment relationship that terminates upon completion of the specific work or project for which the worker was engaged.

Seasonal Agricultural Worker Contract Chile (Temporada)

A Seasonal Agricultural Worker Contract for Chile — governed by Código del Trabajo Articles 93–95 — formalizing temporary employment in fruit harvest, viticulture, and agricultural operations, with provisions for housing, transport, and social security for temporeros.

Part-Time Employment Contract Chile (Contrato de Trabajo a Tiempo Parcial)

A Part-Time Employment Contract (Contrato de Trabajo a Tiempo Parcial) for Chile — governed by Código del Trabajo Arts. 40bis–40bis F — for workers with a weekly schedule of 30 hours or less, with proportional remuneration, AFP, FONASA/ISAPRE, and AFC coverage.

Specific Work or Task Employment Contract Colombia (Contrato de Obra o Labor Determinada)

A Specific Work or Task Employment Contract (Contrato de Obra o Labor Determinada) for Colombia governed by the Código Sustantivo del Trabajo (CST) Article 45 literal d, establishing an employment relationship tied to the completion of a defined work or task with mandatory EPS health coverage, AFP/Colpensiones pension contributions, ARL occupational risk insurance, cesantías severance deposits, and all prestaciones sociales required under Colombian labour law.

Telework Contract Colombia (Contrato de Teletrabajo)

A Telework Contract (Contrato de Teletrabajo) for Colombia governed by Ley 1221 de 2008 and Decreto 884 de 2012, establishing a remote employment relationship where the worker performs duties from a location outside the employer's premises using information and communication technologies (TIC), with mandatory EPS health coverage, AFP/Colpensiones pension contributions, ARL occupational risk insurance, cesantías severance deposits, and all prestaciones sociales required under Colombian labour law.

Occasional or Transitory Work Contract Colombia (Contrato de Trabajo Accidental, Ocasional o Transitorio)

An Occasional or Transitory Work Contract (Contrato de Trabajo Accidental, Ocasional o Transitorio) for Colombia governed by the Código Sustantivo del Trabajo (CST) Article 6, establishing a short-term employment relationship for work of no more than one month that falls outside the employer's ordinary business activities, with mandatory ARL occupational risk coverage and proportional prestaciones sociales under Colombian labour law.

Agricultural Field Worker Contract Colombia (Contrato de Trabajo del Campo)

An Agricultural Field Worker Contract (Contrato de Trabajo del Campo) for Colombia governed by Articles 233 through 238 of the Código Sustantivo del Trabajo (CST), establishing a formal employment relationship for workers performing agricultural, livestock, forestry, or rural estate activities, with full entitlement to prestaciones sociales, EPS health coverage, AFP pension contributions, ARL occupational risk insurance, and all mandatory benefits under Colombian labour law.

Domestic Service Employment Contract Colombia (Contrato de Trabajo de Servicio Doméstico)

A Domestic Service Employment Contract (Contrato de Trabajo de Servicio Doméstico) for Colombia governed by Articles 77 through 86 of the Código Sustantivo del Trabajo (CST), establishing a formal employment relationship for household workers performing cleaning, cooking, childcare, gardening, or other domestic duties, with full entitlement to prestaciones sociales, EPS health coverage, AFP pension contributions, ARL occupational risk insurance, prima de servicios, and all mandatory benefits under Colombian labour law.

Fixed-Term Employment Contract Colombia (Contrato de Trabajo a Término Fijo)

A Fixed-Term Employment Contract (Contrato de Trabajo a Término Fijo) for Colombia governed by the Código Sustantivo del Trabajo (CST) Article 46 and Ley 50 de 1990 Article 3, establishing a time-limited employment relationship with mandatory EPS health coverage, AFP/Colpensiones pension contributions, ARL occupational risk insurance, cesantías severance deposits, and all prestaciones sociales required under Colombian labour law.

Indefinite Employment Contract Colombia (Contrato de Trabajo a Término Indefinido)

An Indefinite Employment Contract (Contrato de Trabajo a Término Indefinido) for Colombia governed by the Código Sustantivo del Trabajo (CST) Article 45, establishing an open-ended employment relationship with mandatory EPS health coverage, AFP/Colpensiones pension contributions, ARL occupational risk insurance, cesantías severance deposits, and all prestaciones sociales required under Colombian labour law.

Part-Time Employment Contract Colombia (Contrato de Trabajo a Tiempo Parcial)

A Part-Time Employment Contract (Contrato de Trabajo a Tiempo Parcial) for Colombia governed by CST Article 197 and Ley 789 de 2002 Article 1, establishing a formal employment relationship where the worker performs duties for fewer hours than the maximum legal working week, with proportional prestaciones sociales, EPS health coverage, AFP pension contributions, ARL occupational risk insurance, and all mandatory benefits under Colombian labour law.

Commission-Only Employment Agreement

Hire commission-only sales employees with this US Commission-Only Employment Agreement. Covers commission structure, draw against commission, territory, non-compete, and termination provisions.

Employment Contract

Hiring a new team member? An Employment Contract isn’t just a formality — it’s the foundation of the working relationship. It sets clear expectations on both sides: job title and responsibilities, salary and benefits, work schedule, probation period, termination conditions, and confidentiality obligations. Without one, disagreements about pay, duties, or notice periods can get ugly fast. Our free template is designed for real hiring situations and covers compensation details, PTO policies, non-disclosure terms, and grounds for termination. Fill it out step by step, preview in real time, and download as PDF or Word.

At-Will Employment Contract

Create a professional At-Will Employment Contract with our free online generator. This legally binding document establishes the employment relationship where either party can terminate the arrangement at any time, for any lawful reason, with or without notice. Covers job title, duties and responsibilities, compensation and benefits, work schedule, probationary period, confidentiality obligations, non-compete and non-solicitation clauses, intellectual property assignment, grounds for immediate termination, and severance terms. Clarifies both employer and employee rights under at-will employment doctrine. Essential for businesses hiring new employees. Customize with guided form fields, preview in real time, and download as PDF or Word. Includes electronic signature support. No registration required. Valid in all US states.

Bonus and Incentives Agreement Spain (Acuerdo de Bonus e Incentivos)

A Bonus and Incentives Agreement (Acuerdo de Bonus e Incentivos) for Spain — governed by Estatuto de los Trabajadores Article 26.3, establishing the structure, calculation, and payment conditions for variable remuneration (retribución variable) linked to individual or company performance targets.

Flexible Working Hours Agreement Spain (Acuerdo de Flexibilidad Horaria)

A Flexible Working Hours Agreement (Acuerdo de Flexibilidad Horaria) for Spain — governed by Estatuto de los Trabajadores Article 34.8, allowing workers to request adaptation of working time for family conciliation, with employer justification obligations and SMAC conciliation procedures.

Labor Subrogation Agreement Spain (Subrogación Laboral)

A Labor Subrogation Agreement (Acuerdo de Subrogación Laboral) for Spain — governed by the Estatuto de los Trabajadores Article 44, ensuring transferred employees retain all employment rights when a business, service contract, or concession changes hands.

Remote Work Agreement Spain (Acuerdo de Teletrabajo)

A Remote Work Agreement (Acuerdo de Trabajo a Distancia) for Spain — governed by Ley 10/2021 de trabajo a distancia Article 7, establishing mandatory written terms for telework arrangements including equipment provision, expense compensation, and right to disconnect.

Senior Management Contract Spain (Contrato de Alta Dirección)

A Senior Management Contract (Contrato de Alta Dirección) for Spain — governed by Real Decreto 1382/1985, de 1 de agosto, Article 3, which establishes the special employment relationship for senior executives (altos directivos) exercising general management powers with full autonomy, subject to the employer's board or general direction only.

Professional Sports Contract Spain (Contrato Deportivo Profesional)

A Professional Sports Contract (Contrato de Deportista Profesional) for Spain — governed by Real Decreto 1006/1985, de 26 de junio, Article 3, regulating the special employment relationship between professional athletes and sports clubs, including salary, image rights, transfer clauses, and registration with the Consejo Superior de Deportes.

Interim Substitution Contract Spain (Contrato de Interinidad)

An Interim Substitution Contract (Contrato de Interinidad) for Spain — governed by the Estatuto de los Trabajadores (ET RDL 2/2015) Article 15.1.c, authorising temporary employment to substitute a worker with a right to job reservation (derecho a reserva de puesto de trabajo), including maternity, paternity, sick leave, and statutory leave situations.

Internship Contract Spain (Contrato de Prácticas)

An Internship Contract Spain (Contrato de Prácticas Formativas) for Spain — governed by Estatuto de los Trabajadores Article 11.1 and Royal Decree 1026/2011, as reformed by Real Decreto-Ley 32/2021 — for graduates and professionals applying their academic qualifications in a workplace under structured conditions.

Remote Work Contract Spain (Contrato de Teletrabajo)

A Remote Work Contract (Contrato de Teletrabajo / Acuerdo de Trabajo a Distancia) for Spain — governed by Ley 10/2021 de Trabajo a Distancia Article 6, establishing the mandatory written agreement for employees working from home more than 30% of their working time, covering equipment provision, expense compensation, and reversibility rights.

Employee NDA Confidentiality Agreement Finland

Työsuhteinen salassapitosopimus Suomessa. Kattaa liikesalaisuuslain (595/2018) mukaisen suojan, työsuhteen aikaisen ja jälkeisen salassapitovelvollisuuden, sopimussakon ja ilmoittajansuojelulain (1171/2022) poikkeuksen.

Apprenticeship Agreement (Ghana)

A formal Apprenticeship Agreement for Ghana compliant with the Labour Act 2003 (Act 651) s.71 and the COTVET Act 2006 (Act 718), setting out training obligations, stipend, duration, and certification requirements.

Collective Bargaining Agreement (Ghana)

A Collective Bargaining Agreement between an employer and a recognised trade union in Ghana, setting out terms and conditions of employment under the Labour Act 2003 (Act 651) Part XIII.

Employment Contract (Ghana)

A formal Employment Contract for Ghana setting out terms of employment under the Labour Act 2003 (Act 651), covering duties, remuneration, SSNIT contributions, leave, and termination.

Non-Compete Agreement (Ghana)

A Non-Compete Agreement for Ghana restraining an employee or contractor from engaging in competing business activities for a defined period and territory, governed by the Contracts Act 1960 (Act 25) and subject to the reasonableness test applied by the High Court of Ghana.

Non-Solicitation Agreement (Ghana)

A Non-Solicitation Agreement for Ghana preventing a departing employee or contractor from soliciting the employer's clients, customers, or staff for a defined period, governed by the Contracts Act 1960 (Act 25) and enforceable before the High Court of Ghana.

Senior Staff Employment Contract (Ghana)

A comprehensive Senior Staff Employment Contract for Ghana governing the engagement of managerial and professional employees under the Labour Act 2003 (Act 651) and the National Pensions Act 2008 (Act 766).

Directors' Service Agreement (Hong Kong)

A comprehensive Directors' Service Agreement for Hong Kong executive directors, covering remuneration, duties, restrictive covenants, and termination. Compliant with the Companies Ordinance (Cap. 622) directors' duties, Employment Ordinance (Cap. 57), and MPF Schemes Ordinance (Cap. 485).

Employment Contract (Hong Kong)

A comprehensive employment agreement for Hong Kong employees compliant with the Employment Ordinance (Cap. 57) and the Mandatory Provident Fund Schemes Ordinance (Cap. 485). Covers continuous contract status, MPF contributions, statutory leave entitlements, notice periods, severance, and termination provisions.

Fixed-Term Employment Contract — Fixed (Hong Kong)

A fixed-term employment contract for Hong Kong employers and employees, compliant with the Employment Ordinance (Cap. 57). Covers contract duration, remuneration, MPF contributions, leave entitlements, and termination provisions.

Employee NDA (Hong Kong)

A confidentiality agreement specifically for employees in Hong Kong, covering trade secrets, client information, and business confidential information. Compliant with Hong Kong common law of confidence and the Personal Data (Privacy) Ordinance (Cap. 486).

Part-Time Employment Contract (Hong Kong)

A Part-Time Employment Contract for Hong Kong defining the terms of part-time employment including working hours, pro-rated salary, and statutory entitlements under the Employment Ordinance (Cap. 57).

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