The employment contract is a written or digital document outlining the terms of an employee’s professional engagement with a company. Once signed, the contract acquires legal value and officially marks the start of the collaboration between both parties. However, exceptional circumstances—such as company restructuring, economic difficulties, or personal reasons—may lead the employer and employee to review the contract’s terms. In such cases, several legal obligations must be respected. Using a digital contract signing tool helps optimize contract management and reduce the risk of non-compliance.
An employment contract is a written agreement between an employer and an employee. It defines the working conditions, as well as the rights and responsibilities of both parties. Once signed, the document holds legal value and serves as a basis for resolving disputes. The contract can be issued in paper or digital format; in the latter case, both the employee and employer affix a digital signature. The contract must be prepared, reviewed, and signed by the employee before the professional activity begins, although in some cases a 48‑hour delay is permitted.
There are various types of employment contracts, including:
The role of the employment contract is to define the scope and nature of the professional relationship between an employer and an employee. Therefore, it must include several mandatory details such as:
These elements may vary according to the type of contract.
The employment contract outlines the employee’s duties within a company and protects both parties in the event of a dispute. Its signature serves as an expression of consent, which is why signing is mandatory in the vast majority of cases. Only full‑time permanent contracts are an exception; in that particular case, the Labor Code does not require a signature. Nonetheless, it is strongly advised to sign the document to avoid potential legal complications. For other types of contracts—such as fixed‑term, temporary, or apprenticeship contracts—the signature is compulsory as it confers legal validity on the agreement. Failure to comply with this obligation may result in administrative sanctions for the company and difficulties for the employee in asserting their rights.
Ideally, the contract should be signed before the commencement of professional activity. The signing deadline varies by contract type:
The absence of a signature on an employment contract can have repercussions for both parties:
Once signed, the employment contract is considered an immutable agreement between the employer and the employee, with its terms defining the legal framework of the professional relationship. However, exceptions exist. The contract can be modified if both parties mutually agree to the changes. Such modifications—whether adjustments to remuneration, working hours, or responsibilities—must be clearly documented in writing and signed by both parties to prevent any future disputes.
In certain cases, the employer may attempt to modify the contract without the employee’s formal consent. These changes must be justified by objective reasons, such as economic issues, organizational restructuring, or production requirements. The employer is required to follow a strict procedure, including consulting and informing the employee. Under no circumstances should these changes be abusive; for example, a significant reduction in remuneration or a major alteration in working conditions without valid justification can be contested before the appropriate authorities.
If the employer modifies the contract without obtaining prior agreement from the employee, several consequences may follow:
It is also possible to cancel an employment contract, provided that certain rules are followed:
The employment contract structures the collaboration between an employee and a company by defining the nature of the work, remuneration, and working hours. It is possible to modify the terms of the contract provided that all legal requirements are observed. Any change must be approved by the employee—except in exceptional circumstances such as economic difficulties faced by the company. Failure to adhere to the prescribed modification procedures may expose the employer to financial sanctions.
