You've had a job offer. It's exciting, it's probably what you wanted to hear, and now you've got a contract to review. The problem is, employment contracts are full of traps. Some are deliberate, designed to protect the employer. Some are just sloppy drafting. But all of them can affect your career, your income, and your flexibility if you miss them.
Restrictive covenants that go too far
Restrictive covenants are clauses that limit what you can do after you leave the job. The most common ones are non-compete clauses (you can't work for a competitor), non-solicitation clauses (you can't contact the company's clients or employees), and non-dealing clauses (you can't do business with customers or suppliers). These exist to protect the employer's legitimate business interests, but they can be unreasonably broad.
The test for reasonableness in UK employment law is whether the restriction is necessary to protect legitimate business interests and whether it goes no further than necessary. In practice, that means: a non-compete covering the entire UK for two years is probably unenforceable, but a non-compete limited to your specific region for three months is likely fine. Watch for restrictions that are global in scope, unlimited in duration, or so broad they'd prevent you from working in your field at all. Those are red flags.
Garden leave traps
Garden leave is a clause that says the employer can ask you not to work during your notice period, but they'll still pay you. On the surface, that sounds good — you get paid to do nothing. But it's an effective way to neutralise you if you're leaving for a competitor. If the notice period is six months and they put you on garden leave, you've lost six months of income momentum and your new employer has to wait. Read your notice period carefully. If it's longer than three months, ask whether garden leave applies and how long that period can be.
Probation period tricks
Most employment contracts have a probation period, typically three or six months. During probation, the employment can be terminated more easily and with less notice. But watch for three things: First, how long is the probation period? Six months is standard; nine or twelve months is unusually long. Second, can the employer extend the probation period? Some contracts let them extend it indefinitely, which essentially means you never have full employment security. Third, what happens to your benefits during probation? Some contracts exclude you from pension, bonus, or insurance until probation ends. That's normal, but make sure you know what you're not getting.
Vague job descriptions
A vague job description might sound harmless, but it's a flag for future problems. If your contract says your role is "such duties as the employer reasonably requires," that's extremely broad. It means the employer can change your job fundamentally — moving you to a completely different department, changing your hours, changing your seniority level — without it technically being a breach of contract. Look for a clear, specific description of your role, your reporting line, and your core responsibilities. If it's vague, ask for clarity before you sign.
Deduction clauses
Deduction clauses say the employer can deduct money from your wages — for uniform costs, for training courses, for tools, or sometimes for "losses" the employee causes. UK employment law strictly limits deductions from wages. An employer can generally only deduct for statutory obligations (tax, National Insurance) or with written consent. Even with consent, the deduction can't reduce your pay below minimum wage. If you see a clause allowing deductions for breakages, uniform cleaning, or mistakes, push back. These can be illegal.
Intellectual property over-reach
IP assignment clauses say that anything you create as part of your job belongs to the employer. That's standard. But some contracts claim ownership of anything you create at any time, anywhere, using any resources — even on your own time with your own equipment. That's unreasonable. UK employment law says employers own work created during employment and using employer resources, but not work created outside employment on your own time. If your contract is too broad, you could lose rights to side projects, open-source contributions, or personal creations. Make sure the clause is limited to work created in the course of employment.
Notice period imbalance
Many employment contracts have different notice periods for the employer and the employee. It's common for the employer to require you to give three months' notice while they only need to give two weeks. That's often accepted, but watch for extreme imbalances. If you have to give three months but they can terminate with two weeks, and especially if garden leave applies, you've got limited exit options. Ideally, notice periods should be symmetrical or at least reasonable.
What to do if you spot red flags
If you see something concerning in your employment contract, you've got options. You can negotiate before you sign. Many employers will revise clauses if you raise them early, especially on things like restrictive covenants, probation terms, and notice periods. If you can't negotiate, you need to understand exactly what you're accepting before you sign.
Not sure if a clause is actually a problem? That's where a proper contract review helps. Our employment contract review service flags exactly these issues, explains what each clause means in plain English, and tells you which ones are negotiable and which ones are likely enforceable. It's quick, affordable, and gives you the confidence to sign.