Defined legal service
Drafting and reviewing an employment agreement
Assisting an employee or employer with defined employment terms after identifying the represented party and checking conflicts.
The problem you need to resolve
- an employee needs a review before signing
- an employer needs an agreement for a defined role
What you receive
- A written assessment of documents, risks and next steps
- The application, agreement or other document agreed for this stage
What we do
- review the questionnaire, deadlines and agreed document list
- separate verified facts from assumptions and define the legal objective
- clarify duties, pay, hours, location and duration
- check mandatory protections and current special rules
- prepare the draft or proposed amendments
- distinguish employment from civil contracting and other HR documents
What we need from you
- draft or agreed terms
- role and working arrangements
- pay and location details
- prior agreement and proposed amendments
- answer focused follow-up questions and verify the factual information
- do not send a full set of sensitive documents before the conflict-of-interest check and agreement of a protected channel
Fees
- Fees depend on the facts and scope of support. After a short discussion, we explain what the work includes and its cost. Fees are agreed before work begins.
- A possible first stage is a written action plan: review of agreed documents, legal assessment, next steps, deadlines, risks and alternatives.
- Additional objectives, extensive materials and foreign-language documents are discussed separately.
- Court fees and other mandatory payments are separate from the lawyer's fee. Notarial, translation, valuation and expert costs are also agreed separately.
What may change the route
- objections or new claims from another party
- missing, inconsistent or newly received documents
- the need for valuation, expert evidence, a notarial or registration step
- existing court or enforcement proceedings, a missed or imminent deadline
- opposing parties are not represented together
- tax, HR audit and litigation require separate scopes
When this service is not suitable
- opposing parties are not represented together
- tax, HR audit and litigation require separate scopes
How we report progress
- we agree the communication channel before work begins
- we report receipt of materials, completion of the assessment, document readiness and the next required action
- where new facts or extra work arise, we first explain the effect on timing and fees and ask for your approval
Official sources
Frequently asked questions
Who can use the service?
Either the employee or employer under a separate engagement and conflict check.
Can a civil-contract template be used?
The actual working relationship must be assessed; the document title is not decisive.
Are martial-law rules considered?
The Labour Code and Law No. 2136-IX are checked for the relevant date.