Employment contract: 10 clauses to check before signing
Pay, non-compete, mobility, notice: what to check before signing.
You're offered a job, the contract arrives, the excitement is there. But before signing, take 10 minutes: some clauses commit your pay, your mobility and even your professional future.
A signature means accepting the entire contract. This guide shows you the 10 clauses to check — and the pitfalls to spot.
No time to dissect it all? Analyze your contract for free on subblink — A→E risk score in 2 minutes.
Why review your employment contract
Many employees sign without reading, out of trust or pressure. Yet:
- A non-compete clause can limit your next job.
- A poorly framed day-rate package can hide unpaid hours.
- A long probation period weakens your security.
💡 subblink reads your contract, assigns a risk score and explains each clause in plain language.
The 10 clauses to check before signing
1. Position, qualification and classification
Check: the title, qualification and classification match the actual role and the collective agreement.
Under-classification = lower minimum pay and reduced rights. Compare with the agreement's grid.
2. Compensation and variable elements
Check: the base salary, but also the conditions of bonuses and variable pay.
Beware of "based on targets" variables that aren't defined. Demand clear criteria: without them, the bonus may never be paid.
3. Working time and day-rate package
Check: the weekly hours or the day-rate package, and how overtime is counted.
A day-rate package without workload monitoring is challengeable. Check whether it's provided by the agreement and how your hours are counted.
4. Probation period
Check: its duration and renewal conditions.
A probation period that's too long prolongs your precariousness. Verify it respects the legal and contractual maximums.
5. Non-compete clause
Check: duration, geographic area, activities covered, and above all the financial consideration.
Without financial consideration, the clause is void. If it exists, assess whether it limits your future job too much — it's negotiable.
6. Mobility clause
Check: the precise geographic area to which you can be transferred.
A clause "across the whole territory" is too broad. A vague mobility clause can be challenged, but it's better to frame it before signing.
7. Training reimbursement clause
Check: whether you must repay training costs in case of early departure.
This clause is only valid under conditions (costly training, proportionate amount, limited duration). Check the amount and the commitment period.
8. Confidentiality and intellectual property
Check: the scope of confidentiality and the fate of your creations.
For creative or technical roles, look at who owns your output and whether you keep rights over your know-how.
9. Notice and termination conditions
Check: the notice period in case of resignation or dismissal.
A long notice period can block you for a future job. Verify it matches the collective agreement.
10. Collective agreement and benefits
Check: the collective agreement mentioned, as it sets many rights (leave, bonuses, notice).
Read the benefits: health insurance, meal vouchers, days off, 13th-month pay. Compare with what was promised verbally.
Common pitfalls
| Clause | Warning sign |
|---|---|
| Non-compete | No financial consideration |
| Day-rate package | No workload monitoring |
| Variable pay | Undefined targets |
| Mobility | "Whole territory" area |
| Training reimbursement | Disproportionate amount |
| Probation period | Duration beyond the maximum |
FAQ: Checking an employment contract
Can I negotiate my employment contract?
Yes. Before signing, everything is negotiable: salary, probation period, non-compete clause, remote work. A serious employer accepts the discussion.
Is a non-compete clause without consideration valid?
No. Without financial consideration, it's void. You can challenge it, but it's better to spot it and negotiate before signing.
What if a clause seems abusive?
Ask for a change before signing. Once signed, you're committed. In case of doubt, have the contract analyzed (subblink) then consult a lawyer or a union.
Must the contract mention the collective agreement?
Yes, it's generally mandatory. It prevails over the contract when more favorable (minimum pay, notice, leave).
How much time to think before signing?
There isn't always a legal deadline, but you can ask for time to consider. Never sign under pressure without having read the entire contract.
Checklist before signing your employment contract
- Position and classification compliant with the agreement
- Compensation and variables with clear criteria
- Working time / day-rate package framed
- Probation period within legal limits
- Non-compete with financial consideration
- Mobility geographically delimited
- Training reimbursement proportionate
- Confidentiality / intellectual property reasonable
- Notice compliant with the agreement
- Collective agreement and benefits checked
Express check: Upload your contract on subblink and get this analysis automatically.
Conclusion
Your employment contract shapes your daily life and your professional future. Ten minutes of checking saves you months of constraints — and gives you arguments to negotiate.
Read the 10 clauses, spot the pitfalls, then check in 2 minutes.
Analyze your employment contract now →
📋 Go further → Dig into the non-compete clause: rights and remedies and discover the risks of signing a contract without reading it.