Employment Agreement — United States

Overview

An employment agreement is a written contract setting out the terms of an individual's employment with a company. Its role in the United States is fundamentally different from the equivalent document in France, the UK, Germany, Italy, or Spain, all of which start from a protective statutory employment regime. The American default rule, in effect in every state except Montana, is at-will employment: absent a contract or statute saying otherwise, either the employer or the employee may end the relationship at any time, for any reason or no reason, with or without notice, subject to narrow exceptions (the employer cannot terminate for a reason that violates public policy, such as retaliation for filing a workers' compensation claim or whistleblowing; cannot terminate in a way that breaches an implied covenant of good faith recognized by some states; and cannot terminate based on a protected characteristic under federal or state anti-discrimination law). A large majority of American employees work without any written employment agreement at all, governed simply by at-will status and an offer letter or employee handbook. This template is for the minority of engagements — typically more senior, specialized, sales, or executive roles — where the parties negotiate a written agreement, often specifically to modify the at-will default (for example, requiring "cause" for termination, or providing severance). When to use it: for a role where the employer wants to memorialize compensation, benefits, confidentiality, and restrictive covenants in writing, or where the parties have negotiated departures from pure at-will status (a fixed initial term, termination only for cause, or a severance package). Parties: the employer (company) and the employee (individual). At-will vs. for-cause: this template can be configured either way. If the agreement is silent or expressly preserves at-will status, either party may terminate at any time. If the parties negotiate a for-cause standard, the agreement should define "cause" precisely (e.g. willful misconduct, material breach, conviction of a crime) since a vague cause definition invites disputes. Compensation and classification: the agreement should state whether the position is exempt or non-exempt under the federal Fair Labor Standards Act (FLSA) and applicable state wage-and-hour law, since non-exempt employees are entitled to overtime pay and exempt employees generally are not — misclassifying a position as exempt is a significant source of wage-and-hour liability. Restrictive covenants: non-compete and non-solicitation clauses are governed almost entirely by state law and vary dramatically — several states (California, most prominently, along with a growing number of others including Minnesota and Oklahoma) void employee non-competes almost entirely as against public policy, while others enforce them if reasonable in scope, duration, and geography. The FTC's 2024 rule attempting to ban most non-competes nationally was vacated by a federal court, so state law currently controls this issue and the governing state must be confirmed before including a non-compete. Benefits and required disclosures: employers with 50 or more employees are subject to the federal Family and Medical Leave Act; many states layer on additional paid sick leave, family leave, and wage-notice requirements that vary significantly and should be reflected in the offer. Common pitfalls: including a non-compete that is unenforceable (or even independently unlawful to present) in the employee's state; leaving "cause" undefined in a for-cause agreement; misclassifying a non-exempt role as exempt to avoid overtime; and failing to distinguish this document from an offer letter, which under US practice is typically not intended to be a binding employment contract at all.

Information to customize

• Employer's name or entity name

• Employer's address

• Employee's full name

• Employee's address

• Job title

• Job duties and reporting line

• Governing state

  At-will exceptions, non-compete enforceability, and wage-and-hour rules vary significantly by state.

• Start date

• Employment basis

  At-will (either party may terminate at any time) or for-cause (termination requires defined cause).

• Definition of 'cause' for termination (if for-cause)

• FLSA classification

  Exempt (no overtime) or non-exempt (entitled to overtime under federal and state wage-and-hour law).

• Base salary or wage rate

• Pay frequency

• Benefits summary (health insurance, retirement plan, PTO)

• Non-compete / non-solicitation terms (if any and if enforceable in the governing state)

• Date of signature

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Frequently asked questions

What does at-will employment mean?

At-will employment, the default rule in every state except Montana, means either the employer or the employee may end the employment relationship at any time, for any reason or no reason, with or without notice — subject to narrow exceptions such as unlawful discrimination or retaliation.

Do most American employees have a written employment agreement?

No. Most US employees work without a formal written employment contract, relying instead on at-will status, an offer letter, and an employee handbook. Written agreements are more common for senior, specialized, sales, or executive roles.

Can this agreement override at-will employment?

Yes. The parties can negotiate a for-cause termination standard, a fixed term, or severance terms that modify the at-will default, but the agreement should define 'cause' precisely to avoid disputes.

Are non-compete clauses enforceable in this agreement?

It depends entirely on the governing state. Several states, led by California, void employee non-competes almost entirely as against public policy, while others enforce them if reasonable in scope, duration, and geography. The template must be reviewed against the specific governing state's current law before including a non-compete.

What is the difference between exempt and non-exempt classification?

Non-exempt employees are entitled to overtime pay under the federal Fair Labor Standards Act and applicable state law; exempt employees generally are not. Misclassifying a non-exempt role as exempt to avoid paying overtime is a common and costly wage-and-hour violation.

Does this agreement need to be reviewed by an attorney?

Yes. Employment terms, restrictive covenant enforceability, and wage-and-hour classification are all governed by state law that varies significantly, and this template should be reviewed by an attorney licensed in the governing state before use.

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