Employment and consultant agreements

Work and deliverables

We review role, compensation, confidentiality, intellectual property, termination and dispute provisions. Employee and independent-service arrangements are assessed separately rather than renamed to reach a preferred result.

1. Describe the actual role, working model and location.
2. Identify the proposed pay or fee arrangement and deliverables.
3. Prepare the agreed document type and flag classification or local-law questions needing assessment.
4. Hand over the draft with onboarding, policy and signing actions.

The business should confirm the facts of supervision, working time, tools and substitution where relevant. Contract language should not be used to conceal an arrangement different from the one described.

Documents for the initial assessment

• Role description
• working arrangements
• compensation
• location
• existing policies
• access to confidential information
• deliverables.

Include offer communications, applicable internal policies and any client obligations that affect the role. For consultants, describe output acceptance and invoicing; for employees, explain the proposed role and compensation structure. Avoid sending unnecessary personal identity data with the drafting brief.

An issue to settle before committing

A consultant label may not describe a relationship involving close day-to-day control and employee-like conditions. Clarify the facts before drafting.

For example, a consultant developing a defined module may need clear delivery, acceptance and handover provisions, while a continuing internal role raises different working-arrangement questions. Resolve the facts before selecting a template and coordinate any separate classification advice expressly.

Mandate and fees

Workforce classification opinions, statutory compliance and contentious exits require explicit scope.

Legal work uses a written matter-specific proposal. Do not send confidential documents through the public form; begin with a brief description and any material date.

The handover distinguishes agreement wording from payroll setup, policy implementation and statutory registrations. It identifies missing schedules and decisions still required before signing. The hiring journey explains how employment documentation connects with onboarding and the first payroll cycle.