Get a new job? There are 6 considerations before committing to a contract.

Get a new job? There are 6 considerations before committing to a contract.

Getting a job offer can be really exciting, especially if it’s your first time working full-time. Shouldn’t you sign the dotted line without reading the fine print if the money looks good and the job sounds like something you’d enjoy doing? Okay, that’s not the case. It is important to read and comprehend any documents you are asked to sign.

Which factors are most important to consider before committing to an employment agreement?

Title and Functions of the Position

This matters because it specifies the limits of your position and the tasks your employer can ask or expect you to complete. The more latitude an employer gives you in your job description, the more they can shift the goalposts and ask you to do more. Make sure the job description accurately describes the position you are applying for and does not try to force you to perform duties outside the scope of your skillset or interests. It’s important to double-check that the job title is listed accurately. You wouldn’t want to use the word “executive” if the position is for a manager, for instance.

Occupational Setting

Your company will have more leverage if you later object to a relocation if you have agreed to work in a large geographic area, including other offices, locations in the UK, or even abroad. You should include language in the contract to that effect if working from home is an option that has been addressed. Refusing to work in a new location, despite having committed to do so in your contract, could also negatively impact your rights to a redundancy payment.

Income, advantages, and bonuses

Validate that the terms of your offer letter are reflected in the terms of employment. You should make sure that the terms of the agreement allow for the payment of any additional benefits, such as a higher pension, a car, private health insurance, equity or share options, bonuses, and commissions. Find out if bonuses are a sure thing or up for grabs. Clearly defined goals and an awareness of who makes the final call on whether or not those goals have been fulfilled are necessary for a performance-based compensation structure.

Time spent working

Don’t settle on a routine that you’ll come to despise. If you need a specific change in order to complete the project, you should try to negotiate it at the outset. This may involve discussing the potential of flexible hours. Also, make sure you know if you’ll be expected to work weekends or evenings, and if so, how often, and for how long. Make sure you know what’s expected of you if they say you have to “work all the necessary hours that the job involves.” Be sure to ask if overtime is mandatory and if you will be compensated for it.


It is not possible to schedule vacation days whenever you choose; if your company has restrictions on your vacation time, you should discuss the matter with management. The following are some red flags to keep an eye out for:

    • Dates for the beginning and end of the holiday season. Is it, say, from January 1st to December 31st? The number of days you can take off in your first year on the job will be determined by this number.
    • If there are any restrictions on when you can take time off. For example, December and January are both very busy times of year.
    • Can unused vacation days be carried over to the following year?

Confidentiality agreements

Because restrictive covenants only come into play after you leave your current employer, it’s easy to gloss over them when signing a new contract. However, if you’re expected to bring your customer base with you to a new company, these restrictions could stymie your ability to advance professionally or expand your business. Typical restrictive covenants aim to limit your ability to solicit clients or work for a rival company for a set amount of time after you leave your employer (typically three to six months, but they can be longer). Unless otherwise specified in your contract, your restrictive covenants may be expanded to include any clients or customers you brought to your new employer on your own.


Make sure the length of your notice is reasonable. One to three months’ notice is typical for most workers. Too long of a notice time could prevent you from moving on to another work, while too short of a notice period could leave you feeling unsettled.

Leave a Reply

Your email address will not be published. Required fields are marked *