Most people accept employment contracts without reading beyond salary and job title. But the fine print can decide your rights if things go wrong.

Key clauses to notice:

• Notice period: how long you must serve, and whether the company can terminate you with shorter notice,
  
• Probation terms: can they extend probation indefinitely? What rights do you have during that period?
  
• Non-compete and non-solicitation: do restrictions apply after you leave? Are they time-bound and reasonable?
  
• Confidentiality: what counts as confidential, and for how long?
  
• Variable pay and incentives: are they discretionary or guaranteed on meeting targets?
  
• Dispute resolution: jurisdiction, arbitration clauses, internal grievance mechanisms.
  

You can’t always negotiate everything, but at least you know what you’re signing up for. If a clause looks unfairly one-sided, raise it politely – even if they don’t change it, you’ve signalled that you understand your rights.

Remember, labour laws still apply even if the contract is silent or harsh on some points. But going in with open eyes means fewer unpleasant surprises later, especially when you want to resign, join a competitor, or challenge an unfair termination.