Employment Contract Legal & Compliance Checklist

1. Contract Basics
·Is the contract written and signed by both employer and employee?
·Does it include the full names of both parties?
·Does it clearly state the date of commencement?
·Does it specify if the employment is permanent, temporary, or probationary?

2. Job Details
·Is the job title/position clearly defined?
·Are the roles, duties, and responsibilities clearly outlined?
·Does it include reporting lines (who the employee reports to)?

3. Remuneration & Benefits
·Is the salary or wage clearly stated?
·Are payment intervals specified (weekly, monthly, etc.)?
·Are overtime, bonuses, and allowances outlined?
·Are benefits like medical aid, pension, or provident fund included if applicable?

4. Working Hours & Leave
·Are working hours clearly defined?
·Are overtime rules included?
·Does the contract comply with Basic Conditions of Employment Act (BCEA) regarding
rest periods?
·Are annual leave, sick leave, maternity/paternity leave, and family responsibility leave
included?

5. Termination & Notice
·Does it specify termination procedures?
·Are notice periods compliant with BCEA?
·Does it include grounds for dismissal?
·Are severance pay terms included if applicable?

6. Policies & Compliance
·Does the contract reference company policies, codes of conduct, or disciplinary
procedures?
·Does it comply with the Labour Relations Act (LRA), BCEA, and Employment Equity
Act?
·Is there a probation period clause if applicable?

7. Confidentiality & Intellectual Property
·Does it include confidentiality clauses to protect company information?
·Are non-disclosure, non-compete, or intellectual property clauses included if
relevant?

8. Amendments & Signatures
·Does it state how amendments or updates will be handled?
·Is the contract signed and dated by both parties?
·Are witness signatures included if required?

9. Legal Review & Updates
·Has the contract been reviewed in the last 12 months to ensure compliance with
changes in law?
·Are outdated template clauses replaced with legal, up-to-date wording?
·Has a legal professional or labour consultant reviewed it for compliance?