Employment contracts define your rights, your protections, and your obligations. But they are written in dense legal language that is hard to parse. The restrictive covenant clause looks harsh. The probation period seems short. The bonus scheme says it is discretionary — but the recruiter implied it was guaranteed. You are about to sign something that will affect the next few years of your life, and you are not 100% sure what you are agreeing to. For just £99, get a complete review in minutes.
You are probably in one of these scenarios
You are excited about the opportunity, but the employment contract contains a restrictive covenant that prevents you from working for any competitor for two years after you leave. You are wondering whether that is enforceable, how it would actually be enforced, and whether it means you will be stuck once you leave this role. A review explains the clause, tells you whether it is likely to be enforceable, and what you might negotiate.
Your recruiter told you the bonus was a core part of your compensation package — approximately £20,000 per year. But in the contract, the bonus is described as "discretionary and subject to performance at the sole discretion of the employer." That is very different from what you understood. A review identifies this discrepancy and helps you get clarity before you sign.
The contract says you will be on probation for six months, during which you can be dismissed with one week's notice. You want to understand what this means for your rights, what you have to do to pass probation, and whether there is any way to negotiate the terms. A review explains probation, what protections you still have, and what you are actually agreeing to.
The contract says the role is hybrid, but it does not define which days you have to be in the office, what happens if circumstances change, or how it will be enforced. You want to understand exactly what the contract commits you to before you sign. A review identifies vague terms and helps you negotiate clarity.
The contract says your notice period is four months, which is much longer than you expected. You are also noticing language that suggests if you resign, you could be put on "garden leave" — paid to stay home but unable to work elsewhere. You want to understand what this means and whether it is reasonable. A review clarifies the clause and helps you negotiate.
Everything you need to understand your contract
What statutory rights you have (holiday, minimum wage, etc.) and how the contract adds to or changes those
What the non-compete, non-solicitation, and confidentiality clauses actually prevent you from doing, and whether they are likely to be enforceable
Clarity on salary, bonus schemes, benefits, and pension — particularly on which parts are contractual vs. discretionary
Exactly how much notice you need to give, what notice the employer needs to give, and what happens if you are made redundant
What probation actually means for your rights and protections, and what you need to do to pass probation
Specific suggestions for changes that would give you better protection or clarity
These are the risks that keep people awake at night
A non-compete clause that lasts for three years or covers a huge geographic area might be unenforceable, but that does not stop your employer from trying to enforce it — and you will have to spend money defending yourself in court. Even if you ultimately win, the cost and stress are significant. An employment lawyer once saw a client offered a role at a competitor but unable to accept it because of an overly broad non-compete from a previous employer. The clause was eventually found to be unenforceable, but only after six months of legal proceedings and £15,000 in legal fees.
If your contract says the bonus is discretionary, your employer can decide not to pay it, regardless of what the recruiter said or what you expected. You have no recourse. If the bonus is a significant part of your compensation, this creates substantial financial risk. Always ensure that anything the recruiter promised is either included in the contract or documented separately.
A poorly drafted IP clause might claim that everything you create belongs to the employer, even work done on your own time using your own equipment. This can prevent you from doing personal projects, contributing to open-source software, or pursuing side interests. If you are a developer or creator, ensure the IP clause only covers work done in the course of employment.
If the contract does not clearly state what you need to do to pass probation or what performance targets you have to meet, you have no certainty about your job security. Your employer can use vague criteria to justify dismissing you during probation, and you will have little recourse.
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Yes, absolutely. You have leverage at the point of offer — they want you, and you have other options (or at least, they do not know you do not). Use that leverage to negotiate key terms. You might not be able to change everything, but you can typically negotiate restrictive covenants, bonus terms, notice periods, and work location flexibility. Do it before you sign.
A reasonable non-compete typically lasts for three to six months, applies only to direct competitors, and covers only the geographic area where the employer actually operates. Anything significantly broader — like a two-year global non-compete — is likely to be unenforceable, but that does not stop your employer from trying to enforce it. A review will tell you whether your covenant is reasonable.
During probation, you can usually be dismissed with less notice (often just one week) and you cannot claim unfair dismissal. However, you still have statutory rights — you cannot be discriminated against, you must be paid the minimum wage, and you are entitled to statutory holidays. Probation is meant to be a genuine trial period, not a way to avoid all employment law.
For most employment contracts, a £99 AI review like QuickLegalCheck gives you excellent value — you get clarity in minutes rather than waiting days for a lawyer. For very senior roles or contracts with significant sums at stake (large bonuses, equity, etc.), you might want independent legal advice in addition to an AI review.
Flag it to your recruiter or HR contact before you sign. Be specific about what concerns you and why. Offer to suggest alternative wording if that helps. In most cases, employers will adjust terms if the request is reasonable and you make it at the offer stage. Once you have signed, it is much harder to change.
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