The written agreement is the starting point, not the end
An employment agreement can define position, compensation, benefits, probation, vacation, confidentiality, intellectual property, termination rights and post-employment restrictions. Policies or separate incentive plans may be incorporated by reference.
The legal effect of a clause depends on its wording, when the agreement was signed, whether consideration was provided for later changes and whether the clause complies with minimum statutory standards.
Termination clauses deserve close attention
A termination clause may attempt to limit notice or pay obligations. If a termination occurs, the exact clause should be reviewed against current B.C. employment standards and applicable common law. Small wording differences can matter.
Employees receiving a new agreement after they have already started work should also identify what new benefit or consideration, if any, accompanied the new terms.
Bonuses, commissions and equity plans
Compensation is often spread across several documents. A base salary clause may not answer whether commissions continue during a notice period or what happens to a bonus that is calculated later. Equity plans may contain forfeiture language tied to the end of active employment.
Keep every version of the plan and any annual award letter. When a dispute arises, the current plan may not be the one that governed the compensation at issue.
Restrictive covenants and confidentiality
Non-competition and non-solicitation clauses can affect post-employment plans. Their enforceability is highly fact-specific and courts generally examine wording, scope, duration and the legitimate interests being protected. Confidentiality duties can be distinct from broader restraints on competition.
Do not assume a restrictive covenant is either automatically enforceable or automatically void. A targeted review is safer before contacting clients, recruiting coworkers or joining a competitor.
When the employer changes the contract
Promotions, compensation changes and restructurings may come with a new agreement. Compare the new document with the old one, not just the salary increase. A new termination clause, probation clause or restrictive covenant can be more important than the headline change.
For major unilateral changes after employment begins, see the constructive dismissal guide.
Questions people often ask
Can an employer change my contract?
Some changes may be permitted by the existing agreement or accepted by the employee; others can raise contract or constructive-dismissal issues.
Does a handbook count as part of the contract?
Sometimes policies are incorporated into employment terms, but the wording and how the documents were provided matter.
Should I keep old versions?
Yes. Earlier agreements, plans and amendments can be critical when a later dispute turns on which terms applied.
Primary source: B.C. employment standards guidance for hiring employees (Province of British Columbia).