Employment Contract Red Flags to Check Before You Sign (2026)
The clauses that quietly cost you later — and what "normal" looks like — so you can negotiate before you sign, not regret after.
Last reviewed 31 July 2026
- ✓Non-competes are only enforceable if reasonable in scope, area and length (usually 6 months or less).
- ✓Training-cost clawbacks and asymmetric notice periods are common and negotiable.
- ✓Every term is negotiable before you sign and almost none after — the best time to fix a clause is now.
- ✓Some one-sided terms are unenforceable under the Employment Rights Act 1996 and related law.
A contract is easiest to fix before you sign it. These are the clauses people most often skim past — and the ones that cause problems later.
The red flags
- —Restrictive covenants / non-compete: check how wide, how long and how far. Over-broad ones are often unenforceable, but they can still deter you.
- —Training-cost clawback: will you have to repay training if you leave? Check the amount and whether it tapers over time.
- —Notice periods: are they symmetrical? A long notice from you but a short one from them is a red flag.
- —Overtime and hours: "as required" hours with no extra pay can hide unpaid overtime.
- —Pay deductions: clauses letting the employer deduct from your pay should be specific and lawful.
- —Unilateral variation: a clause letting them change your terms "at any time" is unusual and worth resisting.
What to do
Read every clause, note anything unusual, and propose specific counter-wording — employers expect negotiation and rarely withdraw an offer over a reasonable request. For high-value or complex contracts (settlements, senior roles), a solicitor is worth it; for a standard employment contract, a careful screen against UK norms usually tells you whether you need one.
The £9.99 Contract Red Flag Review flags the risky clauses in your actual contract and gives you counter-wording to propose.
Run the £9.99 contract review