Should I have an employment contract lawyer review my offer letter?

For any senior or professional-level role, yes. The fee for a 3-to-8 hour review is small relative to the value of the typical negotiated improvement — better severance, better equity terms, more favorable non-compete language, clearer bonus calculations. The review is also the cheapest insurance against signing terms you don't fully understand.

How much does it cost to have a lawyer review an employment contract?

Hourly rates typically run $300–$700+ depending on the lawyer's experience and the market, with a typical contract review running 3–8 hours of attorney time. Many lawyers offer flat-fee reviews in the $750–$2,500 range for routine offer-letter and severance-agreement reviews. Many employment attorneys also offer free initial consultations to assess scope.

Can a lawyer negotiate my severance for me?

Yes. Employment contract lawyers regularly negotiate severance with the employer on the employee's behalf. The negotiation typically focuses on the severance amount, continued benefits, non-disparagement (preferably mutual), reference language, vesting acceleration for equity, and removal or narrowing of restrictive covenants. Lawyer-negotiated severance is, on average, materially better than the initial offer.

Are non-compete agreements enforceable?

It depends on the state and the specific terms. California, Minnesota, North Dakota, and Oklahoma generally do not enforce non-competes against ordinary employees. Colorado, Illinois, Massachusetts, Oregon, Washington, and a number of other states impose income-threshold or notice requirements. Most remaining states apply a reasonableness test focused on geographic scope, duration, and protected interest. The federal FTC's 2024 attempted non-compete ban remains in litigation as of 2026.

What should I do if I'm being asked to sign an employment contract right now?

Ask for time. Most companies will give you 48 to 72 hours — sometimes more — to have an offer reviewed by counsel before signing. "I need to have my lawyer review this before signing" is a normal request and is not held against candidates in any well-run hiring process. If you're being pressured to sign immediately, that's a signal worth paying attention to.

Employment Contract Lawyer: When to Get One Before You Sign

The single highest-leverage moment in most professionals’ careers is the 72 hours between receiving an offer letter or a separation agreement and signing it. That window is when the terms are negotiable, when the future is shaped, and when the company expects the document to be reviewed by the employee’s lawyer — not because they want it reviewed, but because the document is drafted on the assumption that any meaningful candidate will have counsel review it. Most employees don’t. The result is a recurring pattern: signed contracts with non-competes that block the next job, signed severance agreements that release valuable claims for less than the case is worth, signed offer letters that lock in equity terms most employees never realized were negotiable. An employment contract lawyer is the cheapest insurance policy you’ll ever buy on the most important asset you have — your career. This guide walks through the actual contracts most U.S. professionals sign, what an employment contract attorney looks at, the common landmines, and how to know whether your situation actually warrants the fee.

The five contracts you’ll be asked to sign during your career

Offer letter / employment agreement. At hiring. Covers compensation, title, role, equity, bonus, start date, sometimes termination terms, and increasingly often, restrictive covenants.
NDA / Confidentiality / IP-assignment agreement. Usually presented at hiring alongside the offer letter, sometimes separately. Covers confidential information, ownership of work product, and assignment of inventions.
Non-compete / non-solicitation agreement. Sometimes embedded in the offer letter, sometimes separate. Restricts where you can work and whom you can solicit after you leave.
Equity grant agreement. When you receive stock options, restricted stock units (RSUs), or restricted stock. Covers vesting, exercise terms, termination treatment, and sometimes acceleration triggers.
Separation agreement / severance / release. At termination. Offers severance pay in exchange for a release of legal claims, non-disparagement obligations, sometimes new restrictive covenants.

The five documents are written by lawyers, drafted in the employer’s favor, and presented as standard. They’re negotiable — sometimes more, sometimes less depending on your leverage — and each of them contains a small number of terms that an employment contract lawyer can recognize and either renegotiate or annotate so you sign with eyes open.

The offer letter: what’s actually negotiable

Almost every term in an offer letter is negotiable to some degree. The candidate’s leverage depends on the specific role, the alternatives available, and the company’s stage and structure. The terms that matter most:

Base salary. Often the most negotiated term. Public-company executive compensation databases (proxy filings), BLS Occupational Employment Statistics, levels.fyi, Glassdoor, and Blind provide negotiation context.
Signing bonus. Often easier to negotiate than base salary because it doesn’t increase the company’s recurring cost basis.
Target bonus / variable compensation. Both the target percentage and the metrics that determine payment are negotiable. Ask for the bonus plan document, not just the percentage.
Equity. Number of shares/options, strike price, vesting schedule, acceleration provisions, post-termination exercise windows.
Start date. Negotiable both for personal and tax reasons; sometimes equity vesting can be set to commence at an earlier date to make this matter.
Title and reporting line. Negotiable, especially for senior roles. Title affects future compensation comparisons.
Severance terms. Many offer letters now include default severance protection (one to twelve months of salary continuation on involuntary termination, sometimes with a change-of-control acceleration). Negotiable upward, especially for senior roles.
Garden leave provisions. Some offer letters require advance notice of resignation with paid garden leave; the duration and pay rate are negotiable.
Relocation, sign-on cost reimbursement, retention bonuses. All negotiable, all need to be in writing.

Non-competes: the rules are changing fast

Non-compete law is one of the most rapidly-changing areas of U.S. employment law. Several states have banned non-competes outright or for certain categories of workers; the federal Federal Trade Commission attempted a nationwide non-compete ban in 2024 (preliminarily blocked in federal court in 2024 and subject to ongoing litigation through 2026). The state-by-state landscape:

California, Minnesota, North Dakota, Oklahoma: Non-competes are largely unenforceable as to ordinary employees.
Colorado, Illinois, Maryland, Maine, Massachusetts, New Hampshire, Oregon, Rhode Island, Virginia, Washington, Washington D.C.: Income thresholds — non-competes are unenforceable for workers below specified compensation levels.
Most other states: Reasonableness test based on geographic scope, duration, protected interest, and consideration. Courts narrow overbroad provisions (“blue-pencil” doctrine) in some states; refuse to enforce them entirely in others.

Before you sign any non-compete, you need to know which state’s law will govern (the contract probably specifies, but the choice may not be enforceable), what the actual scope and duration are, what your fallback options are if you’re enjoined from the next role, and whether the consideration (the thing you get in exchange for signing) is legally sufficient. An employment contract lawyer is the single highest-ROI advisor on non-compete questions because the rules are genuinely state-specific and rapidly changing.

NDAs and IP-assignment agreements: the parts that matter

Most NDAs and IP-assignment agreements are presented as boilerplate. They are not. The terms an employment contract lawyer focuses on:

Scope of “confidential information.” Some agreements define it so broadly that everything you learn at the company is confidential — including general industry knowledge. Narrower definitions tied to specifically-marked or specifically-defined materials are more enforceable and less restrictive.
Duration. Some confidentiality obligations are eternal; some run for one or two years post-employment; some are tied to the lifetime of trade-secret status. Eternal obligations are generally less enforceable in practice.
Prior-inventions carve-out. If you bring inventions, patents, copyrights, or ongoing side projects into the employment relationship, they need to be listed and carved out, or the IP-assignment language can sweep them into company ownership.
Side-project and moonlighting provisions. Many agreements assign to the company any invention “related to the company’s business,” which can be read broadly. State law in California and a handful of other states limits how far this can reach.
Whistleblower carve-out. Under the federal Defend Trade Secrets Act, NDAs must include a notice of the immunity for whistleblower disclosures to government agencies. Many older NDAs don’t have it; missing the notice eliminates certain remedies available to the employer.

Equity grant agreements: the term that matters most is the one you’ll forget

Equity grants — stock options, RSUs, restricted stock — are one of the largest sources of compensation in U.S. professional employment, and the agreements governing them are one of the most under-reviewed documents employees sign. Key terms:

Vesting schedule. Most equity grants vest over four years with a one-year cliff. Acceleration on change-of-control, accelerated vesting on death/disability, and double-trigger vs. single-trigger acceleration are common variations.
Strike price (for options). Set at fair market value on the grant date for tax compliance under IRC § 409A; affects whether the options are economic.
Post-termination exercise window (for options). Default for many companies is 90 days after termination — exercise the option or lose it. A handful of companies offer extended exercise windows (one year, ten years, or to expiration), which can be enormously valuable but requires knowing it exists to ask for it.
Termination treatment. What happens to unvested equity on “good leaver” termination (resignation, layoff) versus “bad leaver” termination (for cause). Definitions matter.
Tax treatment. ISOs vs NSOs vs RSUs vs restricted stock have meaningfully different tax outcomes — particularly the early-exercise/83(b) election decision for restricted stock and early-exercised options.
Repurchase rights and rights of first refusal. Private-company equity often includes ROFR and repurchase provisions that limit the holder’s ability to monetize the equity outside a liquidity event.

Severance and release agreements: the most expensive document you’ll sign

The severance agreement presented at termination is the document where employees most often leave money on the table. The standard pattern: the employer offers a few weeks or months of salary plus continued benefits in exchange for a general release of all legal claims against the company. The release usually covers everything — discrimination, harassment, retaliation, wage-and-hour, unpaid commissions, breach of contract, intentional torts, defamation.

If you have any potentially valuable claim — and most departing employees do not realize what claims they may have — the standard severance offer is almost certainly less than the case is worth. An employment contract lawyer’s review of a severance offer typically focuses on:

What claims exist that the company is paying to release. Discrimination, harassment, retaliation, ERISA, FLSA wage-and-hour, equity disputes, commission disputes, unpaid bonus disputes.
The amount of severance being offered. Is it consistent with the company’s prior practice for similarly-situated employees? With the cost of bringing a claim?
The covenants the employee is being asked to accept. Non-disparagement (often mutual is achievable), non-solicitation, return of property, cooperation provisions.
The ADEA / Older Workers Benefit Protection Act requirements for employees 40+ — 21 or 45 days to consider, 7-day revocation window, written notification of group layoff statistics.
Tax structure. Severance is typically taxed as wages (subject to FICA); some negotiated settlements are tax-advantaged depending on the underlying claim being released.