Employment Contract Lawyers in Johannesburg
Employment terms should be clear, lawful and suitable for the actual role. Hugh Raichlin Attorneys assists employers with drafting and reviewing employment contracts, executive arrangements and related workplace policies, and considers selected executive employee instructions.
Brief initial telephone discussion at no charge. A paid consultation is arranged where appropriate. Attorney follow-up is ordinarily within one working day.
This page is for you if…
- You are hiring and need an appropriate contract.
- An executive package or restraint requires review.
- Existing templates are inconsistent or outdated.
- A proposed variation, fixed term or termination arrangement needs advice.
How Hugh Raichlin Attorneys can help
Draft and review terms
We assess duties, remuneration, hours, probation, leave, confidentiality, intellectual property, restraint provisions and termination. The issues that matter depend on the role and operating model.
Align policies and actual practice
Contracts, disciplinary rules, grievance procedures and staff manuals should not contradict one another. Policies need to be communicated and implemented, not merely stored.
Advise on changes and exits
Variations, transfers, restructuring and separation agreements can have legal consequences beyond the drafting exercise. Appropriate consultation or other steps may be required.
What to consider before deciding
The label does not determine every legal consequence
Calling someone an independent contractor or placing an expiry date in a document does not answer every question about employment status or statutory protection.
Executive terms need individual review
Remuneration, incentives, restraints, confidentiality and departure terms can have substantial consequences. A standard junior-employee template may not address them adequately.
Keep numerical rules current
Minimum standards, earnings thresholds and other requirements change. They should be verified for the role and date rather than copied from an old agreement.
An employment contract framework
Role
Define duties, reporting lines and the actual position.
Pay
Set remuneration, incentives and review arrangements.
Working arrangements
Address hours, place, leave and probation where relevant.
Duties and protections
Confidentiality, IP and restraint provisions suited to the role.
Policies
Align disciplinary, grievance and staff procedures.
Change and exit
Address variation, transfer and termination arrangements.
A contract should align with policies and applicable law. No blanket waiver or automatic enforceability follows from a signature alone.
The next steps
- 1Explain the role, business needs and existing documents.
- 2Review legal requirements and key commercial terms.
- 3Draft or negotiate the agreement and connected policies.
- 4Confirm signature, communication and implementation steps.
Information to prepare
Existing draft/template; role description; remuneration/incentive arrangements; policies; intended working pattern; any restraint/IP requirements; relevant collective or sector arrangements.
Common mistakes to avoid
Avoid using a contractor label to bypass employee protections, copying outdated statutory figures, changing terms without advice or assuming a broad restraint is always enforceable.
Relevant experience for your matter
Tshepo's employer advisory work includes staff, disciplinary and workplace procedure manuals. HRA's commercial capability can support related executive and business arrangements.
Tshepo Mohapi
Attorney & Labour Law Consultant
LLB · University of Johannesburg
Employer advisory work including contracts, policies and workplace procedure manuals.
View Tshepo's profile
Hugh Raichlin
Principal Attorney & Accredited Mediator
BA, LLB · University of the Witwatersrand
Commercial capability supporting executive and business arrangements connected to employment.
View Hugh's profileFrequently asked questions
Can you review an executive employment agreement?
Yes. Selected executive instructions are considered, subject to conflicts and suitability.
Can employees sign away statutory rights?
A signature does not automatically override mandatory legal protections. The terms need legal assessment.
Will a fixed-term label always end the relationship without risk?
No. The law, facts and surrounding circumstances must be considered.
Can you align contracts with workplace policies?
Yes. That can form part of an agreed employer advisory instruction.
Related services
Useful sources
Get terms suited to the role.
Tell us the position, existing documents and the issues that matter. We will assess the legal requirements and draft or review the agreement.
What happens next?
Start with a brief telephone discussion so the firm can understand your matter and decide whether it may assist. That initial discussion is free. Where appropriate, a paid consultation is arranged, usually in person; remote arrangements may be considered.
You can begin through our AI-assisted WhatsApp enquiry service at any time. It gathers initial information and does not provide legal advice. Suitable prospective clients ordinarily receive an attorney call within one working day. A message does not confirm an appointment, acceptance of a matter or action on a deadline.
Speak to Hugh Raichlin Attorneys
Visit us by arrangement at 1 The Avenue, Norwood, Johannesburg 2192. Office hours are Monday–Friday, 08:30–17:00. New enquiries and WhatsApp: 011 010 8336. Email: reception@raichlin.co.za. Existing clients should use 011 483 1527.
Website information is general and is not legal advice. Every matter depends on its facts. Please send sensitive documents only when requested through an appropriate channel.
This website provides general information, not legal advice. Sending an enquiry does not by itself create an attorney-client relationship. Each matter is assessed on its own facts.