2026 LegislationIn employment, form and timing decide who is in the right. An appointment letter that leaves the key terms open, a termination handled without the proper notice, or a non-compete clause drafted too widely can all become expensive. Indian labour law is a layered mix of central statutes and State Shops and Establishments rules, and it is moving towards the new Labour Codes. These templates help you hire cleanly, document fairly and end an engagement the right way.
Choose your legal document:
When to use these templates
When you hire someone. An appointment letter or employment contract sets the role, salary structure, working hours, leave, probation, confidentiality and notice period. A written contract prevents later arguments about what was agreed orally.
When you make an offer. An offer letter records the position, compensation and joining date before the formal contract, and is often the document a candidate relies on to resign elsewhere.
When you take on an intern or trainee. An internship agreement clarifies that the engagement is for training, the stipend if any, the duration and the ownership of work product, keeping it distinct from regular employment.
When an engagement ends. A termination, resignation acceptance or relieving letter records the date, the notice served and the final settlement, which is essential if the parting is contested.
What you will find in this category
- Employment contracts and appointment letters: role, salary structure, hours, leave, probation and notice.
- Offer letters: position, compensation, joining date and conditions of the offer.
- Internship and trainee agreements: stipend, duration, confidentiality and ownership of work.
- Non-compete and confidentiality clauses: to protect trade secrets during employment.
- Termination, relieving and experience letters: with notice, reason where required and final settlement.
Legal framework and key points to watch
There is no single employment code in India yet. Conditions of service are governed by the State Shops and Establishments Act for most commercial establishments, by the Industrial Disputes Act 1947 for workmen, and increasingly by the four new Labour Codes (on Wages, Industrial Relations, Social Security, and Occupational Safety) as they come into force. Salary structure also engages laws on provident fund, gratuity and the Payment of Wages and Bonus.
Termination needs care. For a workman under the Industrial Disputes Act, retrenchment requires notice, notice pay and compliance with the statutory procedure; getting this wrong can make the termination invalid. For others, the contract and the applicable Shops and Establishments Act govern the notice period. Always document the notice and the full and final settlement.
Non-compete clauses are the classic trap. A clause restraining the employee during employment is generally fine, but Section 27 of the Indian Contract Act renders a post-employment restraint of trade void. Confidentiality and non-solicitation drafted reasonably stand a far better chance than a blanket ban on working elsewhere.
Why our templates
- Drafted for Indian labour practice, including the Shops and Establishments framework and the new Labour Codes.
- Updated as the Labour Codes and State rules are notified.
- Reviewed by legal professionals, with a focus on clear rights, salary structure and notice.
- Ready to use as PDF and Word, so you can issue or adapt them immediately.
- Practical structure: guided fields for role, compensation, probation and notice.