How to understand an employment contract in 5 minutes with AI

You just received your employment contract as a PDF. 14 pages of clauses, references to labor code articles, and a 48-hour signing deadline. You don't have the time or money to consult a lawyer for this. Here's how to handle it.

The 7 clauses you must read in an employment contract

1. The exact compensation

Don't just look at the gross figure. Check:

• Gross monthly salary
• Bonuses: triggering conditions, frequency, cap
• Variable pay: calculation basis, reference period, conditions
• Benefits in kind (company car, health insurance, meal vouchers) and their value

2. Duration and probation period

• Permanent contracts: no fixed duration, but the probation period must be written
• Probation period is typically renewable once if stated
• Notice during probation varies by duration served

If the probation period is unusually long or renewable without limit, that's worth negotiating.

3. The non-compete clause

This is often the most overlooked and most dangerous clause. For it to be valid, it must:

• Be limited in time (2 years max in practice)
• Be geographically limited
• Protect a legitimate business interest
• Include financial compensation (otherwise null and void)

Without financial compensation, the clause is void. If you sign without reading this, you could be barred from working in your industry for 2 years with no compensation.

4. Place of work and mobility

Check if there's a mobility clause — it can require you to relocate without it being considered a contract modification. Look for:

• The usual place of work
• The mention "indicative" (= mobility possible)
• The geographic scope of the clause

5. Working hours and organization

• Annualized hours schemes: maximum legal days, but contracts can provide fewer
• Remote work: if mentioned, must specify frequency and conditions
• On-call duties: must be explicitly stated and compensated

6. The confidentiality clause

Nearly universal. Verify it doesn't target "all information" (overly broad), but is limited to specifically identified confidential information.

7. The applicable collective agreement

It supplements labor law and can provide benefits (seniority bonuses, extra days off, enhanced severance). Find the "collective agreement" mention and verify it's being applied.

How to analyze your contract with AI

With a tool like PDFFocus, you upload your PDF and ask directly:

• "Is there a non-compete clause? Is it valid and what is the financial compensation?"
• "What is the exact probation period and can it be renewed?"
• "List all benefits mentioned beyond the gross salary"
• "Is there a geographic mobility clause? What is its scope?"
• "Does this contract match what was mentioned in the job offer?"

The AI reads all 14 pages, identifies the clauses, and gives you a clear answer.

What you can negotiate (and how)

Contrary to popular belief, an employment contract is negotiable. What's often negotiable:

• The probation period duration (you can ask to shorten it)
• The financial compensation for the non-compete clause
• The geographic scope of the mobility clause
• Remote work frequency
• Bonuses and their conditions

What's not negotiable: legal minimums (minimum wage, statutory leave, etc.).

If you have 5 minutes and nothing more

1. Search for "non-compete" in the PDF — if it's there, read it entirely
2. Verify the probation period (duration + renewal)
3. Confirm the gross salary matches what was promised
4. Look for a mobility clause — if it covers your entire country, that's worth discussing

The rest can wait. But don't sign without doing these 4 checks.