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Employment law is a broad area of law. It encompasses all areas of the employer/employee relationship, touching on issues that employers and human resource practitioners face on a day-to-day basis. Make sure you use the correct documents and follow the right procedures when dealing with employment issues.

When hiring employees, you will need a written Employment Contract. An Employment Contract is something every employer needs to have in place. An Employment Contract should cover key areas, such as probation period, pay, benefits, hours, annual leave, and termination.

Hiring an independent contractor, consultant, or freelancer can help you get specific expertise on board for a short period of time without the responsibilities associated with employees. In this case, you should enter into a Consultancy Agreement, which will also ensure that any intellectual property created by the consultant belongs to your business, not the consultant.

Hiring interns might be an easy way to access extra resources. As a startup or growing company, you have a tight budget. You only have a few employees but need a lot to get done. Use a Letter Offering Internship to set out the terms of the internship.

When you appoint a director, you will need a Director's Service Agreement. A director has certain rights and obligations as an employee and additional rights or obligations that arise as a director of the company. It lays out key information about the director's work. It gives the company and the director contractual responsibilities and allows either side to take legal action if the other side breaches the agreement.

Workplace policies help to set out the obligations of both employers and employees. A written Data Protection Policy and Health and Safety Policy are often a legal requirement, depending on where you are based. With the ever increasing presence of the internet in the workplace, it is also recommended to have a written Social Media Policy in place.

Giving employees equity in the company is a popular way for startups and fast-growing companies to reward key employees for their performance. This can be done through a Share Vesting Agreement and an Option to Purchase Shares.

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