Employment Contract Review
AI-powered employment contract review. Spot red flags in job offers, non-compete clauses, IP assignment, termination terms, and compensation gaps before you sign your employment agreement.
Frequently asked questions
Should I have my employment contract reviewed before signing?
Absolutely. Employment contracts often contain non-compete clauses, IP assignment provisions, and termination terms that heavily favor the employer. Understanding these before signing gives you leverage to negotiate better terms.
What red flags should I look for in a job offer contract?
Common red flags include overly broad non-compete clauses, IP assignment that covers your side projects or prior inventions, at-will termination without any severance, clawback provisions on signing bonuses, unlimited confidentiality obligations, and one-sided notice periods.
Can AI really review an employment contract?
Yes. Our AI is specifically designed for contract analysis and identifies common issues in employment agreements with high accuracy. For executive-level or complex equity agreements, we recommend also consulting an employment attorney.
How long does the employment contract review take?
Under 60 seconds. Upload your contract and get a full analysis with confidence score, red flags, clause breakdown, and negotiation suggestions immediately.
What is a reasonable non-compete clause in an employment contract?
A reasonable non-compete is typically limited to 6–12 months, a specific geographic area, and a narrow scope matching your actual role. Clauses exceeding 2 years, national or global in scope, or covering your entire industry are generally considered unreasonable. Jurisdiction matters significantly: California, North Dakota, Minnesota, and Oklahoma largely ban employee non-competes, making them void or unenforceable regardless of terms. Texas, Florida, and New York enforce them but require reasonableness. If you're in one of those states, a broad non-compete may be entirely unenforceable.
Do state laws affect my employment contract rights?
Yes, significantly. The governing law clause in your employment contract determines which state's law applies — and states differ substantially on at-will employment exceptions, non-compete enforceability, wage payment timing, and severance rights. California employees have some of the strongest protections: for example, non-competes are void, and the Labor Code requires prompt wage payment and limits non-disparagement clauses. New York and Texas have their own distinct rules. If the governing law doesn't match the state where you'll actually work, you may still have rights under your work state's law.