Indian Contract Act, 1872
Governs employment agreements — particularly Section 27 on restraint of trade (non-compete validity) and enforceability of penalties.
Understand every termbefore you accept the offer.
A professional review of your employment offer letter — identifying non-compete clauses, bond period enforceability, IP assignment scope, and terms that may limit your future career options.
Non-Compete ReviewBond PeriodIP AssignmentESOP Terms
Rs 999
All-Inclusive
24 Hours
Turnaround
Career Protection
Before You Sign
What we handle for you
An offer letter review that tells you exactly what you are signing — and what you can negotiate before accepting.
CTC & Statutory Compliance
Assess CTC structure for accuracy — fixed vs. variable, PF, gratuity, and reimbursements. Ensure the offer complies with statutory entitlements.
Bond & Non-Compete Review
Review bond period validity and the enforceability of recovery clauses. Assess non-compete clause scope and post-employment enforceability under Indian law.
IP Assignment Scope
Review IP assignment provisions — distinguishing between what you create at work versus in your personal time — and flag overly broad clauses.
Negotiation Guidance
Advise on what is standard market practice versus unusually employer-friendly — and specifically what to negotiate before accepting.
The 4-Step Process
From offer letter upload to a clear summary report — so you know exactly what you are accepting.
01
Upload the Offer Letter
Share the offer letter or employment agreement you have received.
02
Lawyer Reviews All Terms
An employment law expert reviews CTC structure, bond period, non-compete, IP assignment, and exit conditions.
03
Summary Report Delivered
You receive a clear summary of key terms — what to watch out for, what is negotiable, and what is unusual.
04
Optional Consultation
Discuss the findings and negotiation strategy with the lawyer before responding to the offer.
Legal Framework
Employment offers in India are governed by contract law, IP law, and employment legislation — with non-compete clauses generally unenforceable post-employment.
Copyright Act, 1957
Section 17 — work created by an employee in the course of employment belongs to the employer by default.
Payment of Gratuity Act & PF Act
Mandatory statutory entitlements that cannot be contracted out of — offer letter must comply.
Shops and Establishments Act
Governs working hours, leave, and notice period requirements in the state of employment.
Client Success Stories
“The startup's offer letter had an IP clause that assigned everything I created — including my personal side projects — to the company. LegalKonnect caught it. I negotiated a narrow IP clause before joining.”
AN
Arun Nair
Bengaluru“The bond penalty was Rs 5 lakhs for a 2-year bond. LegalKonnect advised that courts view such amounts critically if the training investment doesn't justify it. I negotiated it down to Rs 2 lakhs.”
SV
Shreya Verma
DelhiFrequently Asked Questions
Stamp Duty Not Included
Government stamp duty charges apply to registered documents and vary by state. These are paid directly to the government and are not part of our service fee. Your advocate will confirm the applicable amount for your state before any document is executed.
Post-employment non-compete clauses are generally not enforceable in India under Section 27 of the Indian Contract Act — they are considered unlawful restraint of trade. However, clauses protecting confidential information and client relationships during employment are enforceable.
Yes, a training bond requiring an employee to stay for a defined period or repay training costs is generally upheld by courts — provided the training investment is genuine and the recovery amount is proportionate. Disproportionate recovery clauses may be struck down.
Yes. Most terms in an offer letter are negotiable — particularly notice period, variable pay structure, stock vesting, and non-compete scope. The review will identify what is worth negotiating and how to approach it without jeopardising the offer.
Problematic clauses can still be negotiated after joining, particularly during probation or performance review cycles. Some clauses may also be legally unenforceable regardless of what you signed — your lawyer can advise.