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The focus of most employment contracts is wages for work. Essential terms might be notice periods in the event of dismissal, holiday pay rights, the place of work and pension schemes.

Many jurisdictions require these factors to be set out in a written contract. In terms of pay, the employee may be compensated through wages, a salary, or by commission. In addition to monetary compensation, the employment contract often specifies a fringe benefit package, including a retirement plan, employee stock options, holiday entitlement, required hours of work, and (especially in the US) health insurance benefits.

Normally, such contracts provide for termination of employment, by either party, and include associated matters such as notice period, compensation arrangements and, sometimes, garden leave.

Some employers use non-disclosure and non-compete clauses to protect their trade secrets from being dispersed when employees leave. Depending on where people live, the laws regarding enforceability of these clauses vary widely.

UK law holds that employment contracts have implied terms (assumed, unspoken, essential terms ), as well as explicit terms (typically those in writing). Legal precedent provides for example that there is an implied contractual term of trust and confidence, meaning each party to the contract is expected to behave in a manner allowing the other to maintain trust and confidence in the other.

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