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Employment Agreement Format

Temporary Employment Agreement / Fixed-Term Appointment Letter Format

A practical model for temporary, seasonal or fixed-duration employment in India, updated to reflect the labour-law framework effective from 21 November 2025.

Updated: 30 August 2026

Important legal note

The four central Labour Codes-the Code on Wages, 2019, Industrial Relations Code, 2020, Code on Social Security, 2020 and Occupational Safety, Health and Working Conditions Code, 2020-were brought into force from 21 November 2025. A fixed-term worker engaged directly under a written contract is entitled to statutory protections applicable to that category, including parity of wages and benefits with a permanent worker doing the same or similar work, subject to the applicable law and rules.

This is a general drafting format. Employment terms must be adapted to the establishment, State/UT rules, applicable wage rates, standing orders, social-security coverage and the employee's role. Do not use a contractual clause to waive a statutory right.

What this format covers

  • fixed duration and place of work;
  • wages and statutory deductions;
  • EPF, ESI, gratuity and other statutory benefits where applicable;
  • working hours, holidays and leave;
  • transfer, workplace rules and confidentiality;
  • early termination subject to applicable law; and
  • automatic expiry on completion of the agreed fixed term unless renewed in writing.

Sample Temporary / Fixed-Term Employment Agreement

Date:

To:
Mr./Ms.
Address:

Subject: Appointment on Temporary / Fixed-Term Employment

Dear Mr./Ms. ,

With reference to your application and the subsequent selection process, we are pleased to appoint you as on temporary / fixed-term employment from to , subject to the following terms and conditions:

  1. Nature and duration of appointment. Your employment is for the fixed period stated above and is based on this written contract. Unless renewed or extended by a written communication signed by the authorised representative of the employer, the employment will expire on completion of the agreed term, subject to applicable law.
  2. Wages / remuneration. Your wages will be ₹ per month / such other wage period as specified by the employer, subject to lawful deductions. Wages shall not be below the applicable statutory minimum or floor-wage requirements. Where the statutory fixed-term employment provisions apply, wages, allowances, hours of work and other benefits shall not be less favourable than those of a permanent worker performing the same or similar work, to the extent required by law.
  3. Statutory benefits. You will be provided EPF, ESI, gratuity, leave, holidays, bonus and other social-security or employment benefits wherever applicable under the prevailing law, rules, notifications and coverage conditions. Statutory benefits cannot be excluded merely because the appointment is temporary or for a fixed term.
  4. Gratuity for fixed-term employment. Where you qualify as a fixed-term employee under the applicable statutory framework, gratuity shall be payable in accordance with the Code on Social Security, 2020 and applicable rules/notifications. Current Ministry guidance states that a fixed-term employee is eligible for gratuity on rendering service under the contract for one year.
  5. Working hours, weekly rest, overtime and leave. Your working hours, intervals, weekly rest, overtime, holidays and leave will be governed by the applicable central and State/UT labour laws, rules, notifications, standing orders and workplace policy. Overtime, where applicable, shall be paid at the legally prescribed rate.
  6. Place of posting and transfer. Your initial place of work will be . Subject to the terms of employment and applicable law, you may be transferred to another office, branch, unit or work location of the employer where reasonably required for business operations.
  7. Duties, discipline and workplace policies. You shall faithfully perform the duties assigned to you, maintain discipline, comply with lawful and reasonable directions, protect company property and observe applicable standing orders, service rules, safety requirements, information-security requirements and workplace policies communicated to you.
  8. Confidentiality. During and after employment, you shall not improperly disclose confidential or proprietary information obtained in the course of your employment, except where disclosure is required by law or authorised by the employer.
  9. Early termination. During the fixed term, either party may terminate the employment in accordance with the notice requirement stated here: , or payment in lieu where legally permissible. Any termination, disciplinary action, retrenchment or cessation of employment shall remain subject to applicable labour law, standing orders, contractual rights and principles of due process where required. Nothing in this agreement authorises termination contrary to law.
  10. Expiry and extension. The appointment will ordinarily conclude on the end date stated above. Any extension or fresh fixed-term engagement must be confirmed in writing. Completion of a fixed term does not affect any statutory dues or benefits accrued up to the last working day.
  11. Verification and records. This appointment is subject to satisfactory verification of the information and documents furnished by you. You must promptly notify the employer of changes to your contact, bank, identity or other employment-related particulars required for lawful payroll and statutory compliance.
  12. Applicable law. This appointment shall be governed by the laws in force in India and the rules/notifications applicable to the establishment and place of employment. If any clause conflicts with a mandatory statutory provision, the statutory provision shall prevail to the extent of the conflict.

Please sign and return a copy of this appointment letter as acknowledgement and acceptance of the above terms.

For Company / Employer
Authorised Signatory / HR Manager / Director
Accepted by Employee
Name:
Signature:

Drafting points before use

Specify the exact start and end dates, job title, wage structure, place of posting, notice terms and applicable benefits. The label "temporary" should not be used to defeat statutory entitlements. Employers should also check the rules and notifications issued by the appropriate Central or State/UT Government for the establishment concerned.