A job offer is exciting, and the contract that comes with it usually feels like a formality. It isn't. The contract is where the employer sets the terms you will live with for the whole job — and for months or years after it ends. Most of the clauses that cause regret later are perfectly legal, easy to miss, and impossible to undo once you have signed. An employment contract review finds them first.
What an employment contract review actually checks
These are the clauses that matter most — the ones a review reads carefully:
- Notice & termination — how much notice each side must give, and whether notice during probation is much shorter.
- Probationary period — its length, the notice that applies during it, and any clause letting the employer extend it on a subjective standard.
- Restrictive covenants — non-compete, non-solicitation and garden leave clauses that limit what you can do after you leave.
- Intellectual property & inventions — how broadly the employer claims ownership of what you create.
- Pay, bonus & deductions — when pay and benefits start, what is discretionary, and any clause allowing money to be deducted from your wages.
- Variation clauses — wording that lets the employer change your terms later without fresh agreement.
- Working hours & overtime — including working-time opt-outs.
The red flags we flag most
Some clauses are standard. Others are quietly expensive. A recurring one is a clawback clause — wording that lets the employer reclaim money from you, often by deducting it from your final pay, if you leave within a set period. Here is a real example from a UK offer letter:
“The amount of that fee is £3,450.00 plus VAT… by signing this offer of employment you accept that the Company reserves the right to recoup this fee from you on a sliding scale… reduced by 1/12th part for each month of completed employment… This recoupment will normally be by deduction from your final payment of wages.”
That is a recruitment-agency fee clawback, and it can take a four-figure sum out of your last pay packet if you resign in your first year. Whether it is even enforceable depends on the wording — which is exactly the kind of clause a review surfaces before you sign. We break this one down in full in our guide to recruitment fee clawback clauses, and cover the rest in our roundup of employment contract red flags.
Lawyer vs AI vs reading it yourself
| Option | Cost | Speed | Catches risky clauses? |
|---|---|---|---|
| Reading it yourself | Free | Varies | Only what you recognise |
| BeforeYouSign (AI) | $2.99–$9.99 | 60 seconds | Yes — flags & explains each |
| Solicitor / attorney | $225–$1,500+ | Days | Yes — with formal advice |
For most people the smart move is to run the contract through an AI review first, then — only if something serious turns up — take those specific clauses to a lawyer. See our honest breakdown of AI contract review vs a lawyer and what a contract-review lawyer costs.
How it works
- Upload your employment contract or offer letter (PDF or DOCX).
- Our AI reads every clause and flags the risky ones by category.
- You get a plain-English report — what each flagged clause means and why it matters — in under 60 seconds.
Does this work in my country?
The clauses that matter are universal, so the review works wherever you are. The legal effect of a clause varies by jurisdiction, and that is worth knowing:
- UK: you are entitled to a written statement of the main terms from day one (Employment Rights Act 1996), statutory minimum notice scales with your length of service, and money generally cannot be deducted from your wages unless a statute, a contract term, or your prior written agreement allows it (Employment Rights Act 1996, s.13). Restrictive covenants are only enforceable so far as they are reasonable to protect a legitimate business interest.
- US: most states are “at-will,” so either side can usually end employment at any time without notice (Montana is the main exception). Non-compete enforceability varies sharply by state — California, North Dakota, Oklahoma and Minnesota bar most of them, while others enforce them.
- Canada / Australia & elsewhere: notice, termination and restraint rules differ again — a review helps you understand the clause; a local adviser confirms how it applies to you.
Frequently asked questions
What does an employment contract review include?
A review reads every clause and flags the ones that carry risk or cost: notice and termination terms, probation, restrictive covenants (non-compete, non-solicitation, garden leave), intellectual-property and inventions ownership, pay and deductions, working hours, and any clause letting the employer vary terms later. BeforeYouSign explains each flagged clause in plain English so you know what you are agreeing to before you sign.
Should I get my employment contract reviewed before signing?
Yes — the time to find a problem is before you sign, not after. Once you sign, you are bound by every clause, including restrictive covenants and clawback terms that can limit your next move or cost you money. Reviewing first costs minutes; missing something can cost months of your career or part of your final pay.
How much does it cost to have an employment contract reviewed?
A solicitor or employment attorney typically charges from around $225 to $1,500+ for a contract review, often with a wait. BeforeYouSign reviews your contract for $2.99 (Quick Scan) or $9.99 (Full Analysis, with a negotiation playbook), with results in under 60 seconds.
Can I get my employment contract reviewed without a lawyer?
Yes. An AI review will flag the same categories of risky clause a lawyer looks for and explain them in plain English. It is the fastest, cheapest way to understand a contract. For a high-stakes role or a complex dispute, use the AI review first to spot the issues, then take only those specific clauses to a qualified solicitor or attorney.
What are the biggest red flags in an employment contract?
The most common are: long or broad restrictive covenants, short probation notice combined with a subjective extension clause, broad IP/inventions ownership, clauses letting the employer change your terms unilaterally, and clawback clauses that let the employer deduct money (such as a recruitment-agency fee or training costs) from your final pay if you leave early.
Can an employer change my contract after I sign it?
Not freely. In the UK, an employer generally needs your agreement to change contractual terms, unless the contract contains a clear and reasonable variation clause. Watch for broad "we may vary these terms" wording. We cover this in detail in our guide on whether an employer can change your contract without notice.
Does an employment contract review work for my country?
The clauses that matter — notice, probation, restrictive covenants, IP, pay, variation — appear in employment contracts everywhere, so the review works across jurisdictions. The legal effect of a clause varies by country and state (for example, US at-will rules vs UK statutory notice, or non-compete enforceability by state), so a review is a starting point for understanding your contract, not a substitute for local legal advice.
Is my contract stored when I upload it?
No. Your contract is analysed in real time and never stored, logged, or retained. Once you leave the results page, the analysis is gone — we could not retrieve it even if we wanted to.
Colin Adan is the founder of BeforeYouSign, an AI tool that flags risky clauses in everyday contracts and explains them in plain English. BeforeYouSign is not a law firm and this page is general information, not legal advice — for advice on your own situation, speak to a qualified solicitor or attorney.
Disclaimer: This is educational content, not legal advice. Contract law varies by jurisdiction and individual circumstances. Always consult a qualified legal professional before making decisions based on this information.