You just got the offer. The pay looks good. The perks are shiny. The company culture? All kombucha taps and Friday Slack emojis.

But before you break out the celebratory gifs, do one thing first: read the contract. All of it.

Because that tempting offer letter? It might come with strings attached—and some of them could still be tugging at you years from now.

Let’s Be Honest—Most People Don’t Read These

Employment contracts are like the terms and conditions of your career: everyone agrees to them, but no one really reads them. Until it’s too late.

According to a 2023 Harris Poll, 44% of workers admitted they didn’t fully understand the employment agreements they signed—and 1 in 3 said they later regretted it.

Let’s not add you to that statistic.

Here’s what to watch for in the fine print before you sign.

1. The Non-Compete Clause: Will It Follow You Out the Door?

Non-competes sound reasonable—until you realize they could block you from working in your field after you leave.

Look for:

• Scope: Is it your industry, your job title, or any vaguely related work?
• Duration: Six months is one thing. Two years? Another story.
• Geography: “Within 50 miles” is common. “Anywhere on Earth” is… aggressive.

🗣 “Non-competes often go unenforced, but that doesn’t mean they can’t cause problems,” says labor attorney Rachel Sachs. “Many companies include them just to scare you off from leaving.”

What to do:

• Ask if it’s negotiable.
• Ask if others in your role have been released from it before.
• If it’s too broad, get clarification—or walk.

2. Intellectual Property: Who Owns What You Create?

You’re a designer. A coder. A strategist. A side hustler.

So here’s the big one: Does the company claim rights to anything you create—even outside of work?

If the contract says they own “any work produced during employment,” get specific. Push for language that limits ownership to projects done on company time using company resources.

Otherwise? That novel you’re writing on weekends or that app you’re building in your free time? It might legally belong to them.

3. At-Will Employment: Freedom… With a Catch

Most U.S. jobs are “at-will,” meaning either party can end the relationship at any time, for any (legal) reason.

But what does the contract say?

If it looks like this:

“Your employment is at-will and may be terminated by either party at any time, with or without cause…”

…that’s normal.

If it doesn’t say that clearly—or includes conflicting language about “guaranteed roles” or “permanent employment”—you might want a clarification in writing. Ambiguity here could bite you later.

4. Termination Clauses: What Happens If It All Goes South?

It’s awkward to ask what happens if they fire you… but you really should.

Check:

• Notice period: Will they give you 2 weeks? 30 days? Or none at all?
• Severance: Is it spelled out? Or are you assuming you’ll get something?
• Cause definitions: If they can define “cause” as something vague, like “violation of company values,” that could be problematic.

5. Bonuses and Commission Structures: Promises vs. Guarantees

If they’re offering a signing bonus, relocation assistance, or performance bonuses—get it in writing. With clear terms.

Example:

• When does the bonus pay out?
• What happens if you leave early?
• Are commissions based on closed deals or potential leads?

Verbal agreements are cute. Written ones hold up in court.

6. Job Description and Role Expectations: Vague is Dangerous

Beware job descriptions that say things like:

“...and other duties as assigned.”

That’s corporate code for: “You’ll do whatever we say, whenever we say it.”

Make sure the contract or offer letter outlines:

• Your core responsibilities
• Who you report to
• What success looks like in the first 3–6 months

You want room to grow—not to be pulled into every crisis because “it’s not technically outside your scope.”

7. Relocation Clauses: The Remote Work Trap

Are you being hired remote? Great. But does the contract guarantee that status?

Some companies are quietly including relocation clauses that say:

“Employee agrees to relocate to company headquarters upon reasonable notice.”

Suddenly your dream remote job has you moving to Cleveland in six months.

If you want long-term remote work, make sure it’s explicitly stated in the contract—and not something that “might change later.”

8. Dispute Resolution and Arbitration: Know How You’ll Fight

Some contracts include forced arbitration clauses. That means if things go sideways, you can’t sue. You can’t even talk to a jury.

Instead, you’ll settle disputes privately—often in a process that leans toward the employer.

Look for:

• Whether arbitration is mandatory
• Who selects the arbitrator
• Whether you waive your right to join a class-action lawsuit

You might not be able to remove it, but it’s good to know before you sign.

It’s Okay to Ask Questions

You wouldn’t buy a house without reading the terms. Don’t treat your job contract like a click-through agreement on an app.

Ask for clarification. Ask for edits. Ask for time.

If a company won’t let you review a contract or treats your questions like a red flag? That’s the red flag.

Signing a Job Offer Isn’t the Start of a Job. It’s the First Decision of Your Career There.

Be thoughtful. Be thorough. And remember—contracts are built to protect someone. Make sure they protect you, too.