An offer letter alone leaves too much unsaid. A proper employment agreement covers IP ownership, confidentiality, notice, non-compete where enforceable, and the grounds and process for exit. These are exactly the terms that matter when a relationship ends, so it’s worth having from the first hire.

A post-employment non-compete that simply stops someone working is generally hard to enforce, but reasonable non-solicitation and confidentiality clauses hold, and restraints during employment are fine. We draft clauses that protect you within what the law will actually uphold.

Yes. Alongside the agreements we can prepare the core policies a growing team needs — leave, code of conduct, POSH, and IT and data use — scaled to your size.

Yes, deliberately. One-sided contracts sour hires and are more likely to be challenged. We protect the company with terms that are still fair and clear to the person signing, which is better for retention too.