Employment Contract Law Attorneys in Frisco

You are not legally required to have an attorney review an employment contract, but it is worth doing before you sign anything with a non-compete clause, a mandatory arbitration provision, or terms around equity or deferred compensation. These provisions can have significant long-term consequences and are often negotiable before you accept a position.

Yes, but only under specific conditions. Texas courts will enforce a non-compete if it is part of an otherwise enforceable agreement, supported by consideration such as access to confidential information or specialized training, and reasonable in terms of geographic scope, duration, and the activities it restricts. Overly broad non-competes are regularly challenged and narrowed or voided by Texas courts. See our Non-Compete Contracts page for more detail.

A non-compete restricts where and for whom an employee can work after leaving a company. A non-solicitation agreement restricts the employee from soliciting the company’s clients or employees after departure, but does not prevent them from working in the same field. Non-solicitation agreements are generally easier to enforce in Texas than non-competes and are common in service industries.

Generally, no. A signed employment contract is binding on both parties. However, at-will employment relationships in Texas can be modified by mutual agreement, and some contracts include provisions allowing the employer to adjust certain terms with notice. If an employer is attempting to change your contract terms unilaterally, an attorney can help you understand your rights.

A well-drafted employment contract for a key employee should address compensation and benefits, the scope of duties, term and termination provisions, confidentiality and non-disclosure obligations, non-compete and non-solicitation terms if applicable, intellectual property ownership, and dispute resolution procedures. Getting these terms right from the start prevents significant problems later.