Sample positions for UK employment offers and contracts. Tuned to English law and post-IR35 practice. Always pair with employment-counsel review for senior or unusual roles.
§ 4 · Probation
Probationary period
Initial period during which either party can terminate quickly.
Ideal
Three months probation, extendable once by mutual agreement to six. During probation, either party may terminate with 1 week’s notice (statutory minimum).
Fallback
Six months probation, extendable to nine. Notice during probation: 2 weeks.
Walk away
Probation longer than 12 months, or probation that doesn’t end with confirmation of employment status (just rolls over indefinitely).
§ 6 · Equity / share options
Vesting schedule
Standard schedule for employee share options.
Ideal
Four-year vest with one-year cliff, monthly thereafter. Acceleration on change of control: double-trigger (change of control + termination without cause within 12 months) accelerates the unvested portion.
Fallback
Four-year vest with one-year cliff. Acceleration on change of control limited to 12 months of unvested options.
Walk away
Vest beyond 4 years, no cliff (no protection against very-early-leaver risk), or no acceleration on change of control for senior hires.
§ 8 · IP assignment
Intellectual property
Ownership of work created by the employee.
Ideal
All IP created in the course of employment is assigned to the company on creation. Employee acknowledges that work created using company resources or relating to company business is within scope. Pre-existing IP listed in a schedule.
Fallback
Same with present assignment + waiver of moral rights, but no requirement to schedule pre-existing IP.
Walk away
Employee retains IP and grants only a licence; or assignment limited to “works specifically requested by the company,” which is unworkable.
§ 10 · Restrictive covenants
Post-termination restrictions
What the employee can't do for a period after leaving.
Ideal
6 months non-compete (limited to the company’s actual line of business and geography), 12 months non-solicit of customers and employees, indefinite confidentiality. Restrictions reasonable in scope to be enforceable under English law.
Fallback
9 months non-compete, 12 months non-solicit. Senior hires only; for individual contributors, drop the non-compete.
Walk away
12+ months non-compete, worldwide geography, or non-competes for individual contributors. English courts routinely strike these down, but the cost of fighting is the employee’s.
§ 12 · Termination notice
Notice period
How much notice each party gives at end of employment.
Ideal
Mutual notice scaling with seniority: 1 month for ICs, 3 months for managers, 6 months for executives. Right to put on garden leave at company’s discretion, with continued salary and benefits.
Fallback
Mutual notice of 1 month for ICs, 3 months for managers/seniors. Garden leave permissible.
Walk away
Asymmetric notice (employee owes 6 months but company owes 1), or no garden leave provision for roles with access to material information.