Analyze non-compete clauses, IP ownership provisions, termination terms, and compensation details in your job offer or employment agreement.
Analyze Your Employment Contracts — FreeVerify base salary, bonus structure (is it guaranteed or discretionary?), equity vesting schedule, and any conditions attached to receiving promised compensation.
Review the geographic scope, duration, and industry restrictions of any non-compete clause. Many are overly broad and may be unenforceable, but they can still be used to threaten or harass.
Check who owns work you create during employment — and whether the agreement attempts to claim ownership of projects done on your own time with personal equipment.
Understand whether employment is at-will or requires cause for termination, what notice period is required from either side, and whether severance is promised or just discretionary.
These clauses restrict you from poaching clients or colleagues after leaving. Check the duration and scope — overly broad non-solicitation can limit your career for years.
Many employment contracts require you to resolve disputes through arbitration instead of court, waiving your right to a jury trial. Understand what you're giving up.
A non-compete covering all of North America in your entire industry for 2+ years is almost certainly unenforceable — but it can still prevent you from getting hired elsewhere while the dispute is resolved.
Clauses claiming ownership of anything you create 'related to the company's business' — even on weekends on your personal computer — are overreaching and can jeopardize your side projects.
Language allowing the employer to "modify benefits at any time" or "adjust compensation at its sole discretion" means your package is not actually guaranteed.
If the contract promises only termination "for cause" but defines cause so broadly (e.g., "any conduct the company deems inappropriate") that it includes nearly anything, the protection is illusory.
Without a defined review cycle and criteria for salary increases, there is no contractual basis for receiving a raise even if performance is excellent.
Many employment contracts are silent on severance. Including defined severance (e.g., 2 weeks per year of service) provides important financial protection.
As remote work becomes standard, contracts should clearly state WFH rights, home office expense reimbursement, and whether remote status can be changed unilaterally.
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Upload & Analyze NowAt-will employment means either party can terminate the relationship at any time, for any legal reason, with or without notice. Most US employment is at-will by default. If your contract says "at-will," your employer can terminate you for any non-discriminatory reason without owing you severance.
It depends heavily on the jurisdiction. California famously bans most non-competes. Many other states enforce them only if they are "reasonable" in scope, duration, and geography. Courts routinely strike down or modify overbroad non-competes. However, you may still incur legal costs defending against one.
This depends on your employment agreement and state law. Some states (like California) limit employer IP claims to work done using company resources or directly related to the company's business. Read your IP assignment clause carefully — many are broader than legally permissible.
If your contract specifies a role description, significant changes could constitute a breach. However, most employment contracts give employers broad authority to "assign duties as needed." Whether a change constitutes a breach or constructive dismissal depends on its scope.
Focus on: (1) salary and bonus specificity — ensure bonuses are tied to measurable goals, not just discretionary; (2) non-compete scope — request geographic and duration limitations; (3) severance — even one month is better than nothing; (4) IP carve-outs for personal projects.