Compare the role with the work expected
Look beyond the job title. Record duties, location, reporting lines and travel expectations. Identify concrete differences between recruitment discussions and the draft. Distinguish written terms from verbal discussions so review can focus on an identifiable agreement.
Separate the components of pay
List base pay, bonuses, benefits and reimbursements separately. Note whether amounts are gross or net, when they are payable and any conditions affecting variable pay. Include the current bonus policy. An illustrative monthly calculation can clarify your understanding but is not a legal calculation of entitlements.
Collect the relevant policies
Include staff rules, remote-working arrangements, benefits policies and role descriptions. Record when each was supplied and whether it changed. The Ministry of Labour identifies pay, the nature of work and working conditions as key topics. The scope of the particular relationship and any exceptions still require review.
Flag termination and additional commitments
Confidentiality, competition restrictions, training costs and return obligations need individual assessment. A heading alone does not establish whether a clause is valid. Mark unclear wording, blanks and references to other documents. Share any proposed signing date and provide the complete final text with material earlier drafts.
Before your consultation
- Employment agreement and referenced attachments
- Separate pay and benefits schedule
- Work location, arrangements and change notes
Frequently asked questions
Should I retain recruitment emails?
Messages describing duties or conditions may assist review. Keep their dates and attachments.
What if I do not understand a clause?
Mark the unclear wording and questions about how it would operate. Ask for it to be assessed in the context of the complete agreement.
General information only; not a substitute for legal advice on a specific matter.