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Frequently asked Questions
A legally binding agreement under the Indian Contract Act, 1872, outlining terms of employment between an employer and employee.
It ensures clarity, legal protection and compliance with labor laws, reducing disputes and fostering trust in employment relationships.
Job description, compensation, working hours, confidentiality, termination terms and arbitration clauses, per Contract Act standards.
Yes, when stamped per the Stamp Act, 1899, it’s enforceable under the Contract Act, 1872 and labor laws.
Yes, stamp duty under the Stamp Act, 1899, varies by state, ensuring evidentiary value and enforceability.
Non-disclosure clauses safeguard sensitive data, enforceable under the Contract Act, 1872, protecting business interests.
Breaches may lead to arbitration (per Arbitration Act, 1996) or legal action, with remedies like damages or termination.
Yes, e-signing is valid under the IT Act, 2000, with stamp duty compliance for legal enforceability.
We craft sector-specific contracts with roles, compliance and arbitration clauses, aligned with Contract Act and labor laws.
Our expert drafting, regulatory compliance and ongoing support ensure effective contracts, reducing risks over generic templates.
Yes, reasonable non-compete clauses are enforceable post-employment, per Contract Act standards, with legal limits on duration and scope.
Yes, with mutual consent and Novam Legal’s support, amendments comply with the Indian Contract Act, 1872 and labor laws.
