When to use this template
Use this when you are hiring, formalising a role change, or documenting the terms of an existing working relationship. Getting the terms in writing protects both the employer and the worker: it sets expectations on pay, hours, duties, confidentiality, and what happens if either side wants to end the arrangement. Having a signed document on file is also critical for payroll, visa sponsorship, tax classification audits, and disputes down the line.
What's included
The Full-Time Employment Contract template ships with the sections that typically appear in this kind of agreement. You can customise, remove, or add to any of them in the editor before routing for signature.
- Parties, start date, and position title
- Duties and reporting structure
- Compensation, benefits, and expenses
- Working hours and location
- Confidentiality and IP assignment
- Non-solicitation and (where permitted) non-compete
- Term, probation, and termination
- Governing law and signatures
Key considerations
Before you finalise a full-time employment contract, think through the following. Each point is a decision the template exposes for you to configure — the right answer depends on your specific situation.
Worker classification matters. Employee vs. independent contractor is a legal determination, not a labelling choice — misclassification exposes you to back taxes, unpaid benefits, and penalties. Align the template you choose with the actual nature of the working relationship.
Restrictive covenants (non-compete, non-solicitation) vary significantly by jurisdiction. California, for example, generally does not enforce non-competes against employees, and the FTC has signalled federal restrictions. Many states require consideration beyond continued employment. If these clauses matter to you, review them against your state or country's current law.
Pay transparency, minimum wage, overtime eligibility, and paid leave rules are jurisdiction-specific. A template is a starting point — adjust the specific numbers and entitlements to match the law where the role is based, not where the company is headquartered.
Jurisdiction variants available
This template includes jurisdiction-aware clauses so the governing-law, notice, and enforceability wording can be configured for the states or countries involved. Select the relevant jurisdiction during the generation step.
How it works
- 1
Pick this template
Start from the Full-Time Employment Contract template on FastContracts. Every template is drafted to industry-standard patterns and ready to customise.
- 2
Fill the fields
Complete the structured form in the editor. Parties, dates, amounts, and key terms are extracted into clearly labelled fields so nothing important is left ambiguous.
- 3
Route for signature
Add one or more signers with an email address. Each signer authenticates, reviews the full document, and applies a legally-recognised electronic signature.
- 4
Download the signed PDF
Once all parties have signed, FastContracts seals the document and attaches a tamper-evident audit trail showing who signed what, when, and from where.
Built for signatures that hold up
Frequently asked questions
Employment contract vs. offer letter — which do I need?
An offer letter is typically a short, pre-hire document confirming the basics: role, start date, pay, reporting line. An employment contract is the full set of terms that governs the working relationship, including IP assignment, confidentiality, termination, and restrictive covenants. Many employers send both — the offer letter first for acceptance, then the full contract on day one.
Are non-compete clauses enforceable?
It depends heavily on the jurisdiction. Some US states (California, Minnesota, North Dakota, Oklahoma) largely refuse to enforce them against employees. Others will enforce reasonable ones. Geographic scope, duration, the role, and the consideration provided all factor in. The FTC and several states have moved to further restrict them. Always review non-compete wording against current law in the state where the employee works. This is not legal advice.
Do I need to include IP assignment?
If the employee will create anything — code, content, designs, inventions — for the role, an IP assignment or work-for-hire clause is usually essential. Without one, ownership of what an employee creates can be ambiguous, especially for off-hours or side work. Several states require a carve-out for inventions developed entirely on the employee's own time without company resources.
Is this template legally binding once signed?
A properly executed contract is generally recognised under ESIGN and UETA in the United States, and eIDAS in the EU and UK. Whether the specific terms are enforceable depends on jurisdiction, the parties' capacity, and whether the substance satisfies local law. FastContracts templates provide a starting point drafted from industry-standard patterns. They are not legal advice. For high-stakes contracts, have a qualified attorney in your jurisdiction review the final document before signing.
Can I customise this template?
Yes. Every FastContracts template has structured fields you fill in, plus optional clauses you can toggle on or off. You can add your own clauses in the editor before sending for signature, and attach an audit trail of who signed what and when.
Do I need a lawyer to use it?
For straightforward use cases many people use attorney-drafted templates without individual legal review. For contracts involving significant risk — large payments, IP transfer, long commitments, regulated industries — have a qualified attorney review the specific terms before signing.
How do signatures work?
After you fill in the fields, route the contract to one or more signers. Each signer authenticates, reviews the document, and applies an electronic signature. FastContracts records a tamper-evident audit trail (timestamps, IP, email verification) that is attached to the signed PDF.