At Portalatin Business Law Firm, we draft and review employment contracts for employers and businesses across Miami. Since April 2017, the firm has helped companies protect their interests before an offer goes out the door, from non-compete clauses and arbitration provisions to equity, bonus, and severance terms.
An employment contract is a legal agreement that defines the terms of the working relationship between an employer and employee. For employers, a well-built agreement covers compensation, job duties, benefits, confidentiality, termination terms, non-compete or non-solicitation provisions, and dispute resolution.
We work with employers in finance, real estate, healthcare, technology, and international trade, with consultations available by video or phone. Si prefiere hablar en español, estamos aquí.
Clear answers and a defined next step are exactly what a contract review should deliver before you sign.
Speed matters when an offer has an expiration date.
A proactive review catches clauses most people never think to question, from non-compete scope to clawback terms.
Consultations are available in English or Spanish, so nothing in your agreement stays misunderstood.
That consistency is reflected in the firm’s 4.3+ star rating across hundreds of client reviews and Jessica Portalatin’s Super Lawyers Rising Stars recognition since 2022.
Yes. Florida generally follows the at-will employment doctrine, which means an employer can end the employment relationship at any time, with or without cause, as long as the reason is not unlawful.
That does not make a written employment contract unnecessary for your business. A well-drafted agreement lets employers lock in terms that at-will status alone does not address, including compensation structures, bonus conditions, benefits, job responsibilities, confidentiality obligations, intellectual property ownership, non-solicitation restrictions, and clear procedures for when the relationship ends.
For Miami employers, a written contract also reduces the risk of disputes over pay, proprietary information, client relationships, or post-employment obligations A properly drafted agreement can preserve at-will flexibility for the business while still defining the rules of the relationship on your terms.
Yes. You can use a non-solicitation clause without also requiring a non-compete, and in many situations that’s a more targeted way to protect the business.
A non-solicitation provision typically restricts a former employee from actively pursuing your company’s clients, customers, or employees for a set period after leaving.
Unlike a non-compete, it does not necessarily prevent the employee from working for a competitor or staying in the same industry — which can make it easier to enforce and less likely to be challenged.
For employers, this approach protects customer relationships, workforce stability, and confidential business information without imposing a broader restriction that could draw legal pushback or limit your ability to attract talent who are wary of overly restrictive terms.
Florida enforces non-competes more readily than most states. Under Fla. Stat. § 542.335, a restriction is enforceable if the employer proves a legitimate business interest and the time, geographic area, and scope are reasonable.
Definition of “cause” and “good reason” for termination, severance triggers and amounts, bonus calculation and payment timing, equity vesting and acceleration on a change of control, clawback terms, and the exact scope of any non-compete or non-solicitation clause.
Your right to a jury trial and, in most cases, your right to join a class action.
Classification depends on control, not on the title in the document. If the company sets your hours, supervises your work, and provides the tools, you are likely an employee regardless of what the agreement says.
They should. When an English and a Spanish version exist, the agreement must state which version controls in a conflict, otherwise a court may have to interpret both.
An offer letter typically confirms title, start date, and compensation while preserving at-will status. A binding contract adds enforceable obligations on both sides, such as a fixed term, severance, or restrictive covenants.
Most offer letters and standard employment agreements are reviewed within 48 hours, with executive agreements involving equity taking slightly longer.
Before you create an employment agreement, make sure you understand what it requires, what it restricts, and where the risks are. Portalatin Business Law Firm helps Miami professionals, executives, and businesses review, negotiate, and draft employment contracts with clear guidance in English or Spanish.
Schedule a consultation today to review your employment contract and move forward with confidence.
