Instant, expert-designed contract reviews for just £99
Whether you are an employee preparing to sign a new job offer or an employer issuing contracts to your team, getting the terms right is critical. An employment contract is a legally binding agreement that shapes the rights, obligations, and expectations between both parties.
The problem is that many contracts are either too vague, too one-sided, or contain clauses that can cause serious issues later. Employees may not realise how restrictive a clause is until they try to change jobs. Employers may not notice that their own contracts leave them exposed or contain unenforceable restrictions.
QuickLegalCheck makes the review process fast, affordable, and clear. For just £99, you can upload your employment contract and receive a full written review within minutes. We highlight risks, missing clauses, unclear terms, and offer suggestions to make the contract more balanced, fair, and enforceable.
Our process is designed to give you fast, clear answers without the cost and delay of a traditional solicitor.
Upload your contract in Word or PDF format
Our AI system, built by contract specialists, analyses the document in detail
You receive a plain-English report identifying risks, missing clauses, and recommendations
Defines the role and sets clear expectations. Prevents duties being expanded beyond what was agreed.
Important for calculating notice periods and entitlements. Check that probation clauses are reasonable.
Modern contracts need to address hybrid working. Look for clarity on whether remote work is permitted and on what terms.
Should state standard working hours, overtime expectations, and how additional hours are compensated.
Pay should be clearly stated, including review dates. Benefits such as pensions and health insurance should be detailed.
Should outline eligibility, calculation methods, and whether bonuses are discretionary or contractual.
Annual leave, public holiday policy, and rules on carrying over unused leave should be clear.
Overly broad definitions may restrict future career use of general skills and knowledge.
Determines who owns work created during employment. Should only cover work created in the course of employment.
Can limit what an employee can do after leaving. Must be reasonable in scope and duration to be enforceable.
Should set out notice required from each side and circumstances for immediate dismissal.
For employees, best practice means ensuring that every term agreed during recruitment is captured in the written contract, reading each clause carefully, and questioning anything that seems vague or one-sided.
For employers, best practice means keeping contracts up to date with changes in law, tailoring them to the role rather than relying solely on generic templates, and ensuring that key protections are both reasonable and enforceable. Contracts should be reviewed regularly to reflect new legislation and company policy changes.
Traditional solicitor reviews are thorough but often expensive and slow. A solicitor may charge £500 to £1,500 plus VAT for a detailed review, and turnaround times can be several days or even weeks.
QuickLegalCheck offers an alternative that is both faster and more affordable, without sacrificing clarity. Our £99 instant contract review gives you a written report in plain English, focusing on the key issues, risks, and practical improvements. The process is confidential, secure, and entirely online.
Upload your employment contract and get a clear, detailed review within minutes — for just £99.
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