Generate an employment contract draft covering role, compensation, notice period, and confidentiality.
An employment contract (also called an appointment letter or employment agreement) is a written document that formalises the relationship between an employer and an employee, setting out the role, compensation, working conditions, and obligations of both sides. While Indian labour law does not universally mandate a written contract for every job, having one in place is standard practice at almost every organised employer, because it protects both the company and the employee by clearly documenting what was agreed at the time of hiring — avoiding later disputes about salary, notice period, or job responsibilities.
For employers, a well-drafted contract protects business interests through confidentiality obligations, intellectual property assignment, and a clear termination process. For employees, it provides certainty about compensation, probation terms, and the notice period required before either side can end the relationship — protections that are difficult to enforce if the terms were only agreed verbally. Contracts also matter for regulatory compliance: many statutory benefits and protections (Provident Fund, gratuity eligibility, leave entitlements) reference the employment terms documented in the contract or appointment letter.
Enter the employer's and employee's names, the job title, department, annual CTC, date of joining, probation period, notice period, and work location. The tool generates a standard-format employment agreement covering position and reporting, compensation, probation and confirmation, notice period, confidentiality, intellectual property assignment, and grounds for termination for cause. Everything runs locally in your browser — no employee data is transmitted anywhere.
The probation clause allows either party a shorter, low-commitment exit route during the early period of employment, typically with a much shorter notice requirement than the standard notice period that applies after confirmation. The notice period clause protects business continuity for the employer while giving the employee predictable job security — most Indian companies use 30 to 90 days depending on seniority. The confidentiality and IP assignment clauses protect company know-how and ensure that anything an employee creates as part of their job duties belongs to the company, not the individual. The termination for cause clause allows the employer to end employment immediately, without the standard notice period, in cases of serious misconduct.
Employment law and company policy both evolve, so review your standard employment contract template periodically, particularly after any change in applicable minimum wage rules, statutory benefit requirements, or your own company's compensation and leave policies, to ensure new hires are always issued an agreement that accurately reflects current terms.
This generator produces a general-purpose employment agreement suitable as a starting draft for common salaried roles. It does not address complex situations such as sales commission structures, stock options (ESOPs), non-compete clauses (which are largely unenforceable in India post-employment but sometimes still included for defined limited purposes), or fixed-term/contractual engagements with specific statutory implications. For senior hires, roles involving significant IP creation, or contracts with non-standard terms, have an employment lawyer or HR consultant review and customise the agreement before use.
It's not universally mandatory for every role under central law, but most state Shops & Establishments Acts require some form of written appointment terms, and it is standard best practice regardless.
30 days is common for junior to mid-level roles, while 60-90 days is typical for senior or specialised positions. It should reflect how long it realistically takes to find a replacement.
Yes, provided the contract explicitly allows for it — many employers include a clause allowing extension of probation if performance during the initial period is inconclusive.
No. Non-compete clauses that restrict an employee from working elsewhere after leaving are largely unenforceable in India, so this draft does not include one — consult a lawyer if you need one for specific limited circumstances.
Under the intellectual property clause in this draft, work product created by the employee during the course of employment belongs to the employer, which is the standard arrangement in most employment agreements.
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