Role and risk review
We confirm the role, compensation structure, access level, and the business risks the agreement needs to address
Employment contracts and offer letters set expectations on pay, duties, confidentiality, and what happens if the relationship ends. If the terms are unclear, inconsistent, or not enforceable, problems usually surface during a promotion, a departure, or a dispute.
400+
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We support businesses that want stronger hiring documents and fewer employment-related disputes.
Draft employment agreements and offer letters tailored to the role and compensation structure.
Review and revise employment contracts you are asked to use, including templates from payroll providers or prior counsel.
Negotiate key terms for executives, managers, sales roles, and specialized hires.
Prepare restrictive covenants, including confidentiality, non-solicitation, and non-compete provisions where appropriate.
Update agreements for promotions, compensation changes, and role transitions to keep terms aligned with the job.
A strong offer letter reduces confusion about compensation, start dates, benefits, and contingencies, and helps avoid misunderstandings at onboarding.
Restrictive covenants need to be drafted carefully to support enforceability and to match the business interest you are protecting.
Commission and bonus plans should be written with clear triggers, timing, and discretion terms. Otherwise, disputes over earned pay become more likely.
The relationship, documentation, and expectations often change materially. Updating the agreement protects the business and clarifies status and responsibilities.
When responsibilities and access increase, agreements often need updates, especially confidentiality, incentives, and restrictive covenant terms.
Separation terms should be documented carefully to reduce risk, clarify obligations, and protect confidentiality and business relationships.
If you are hiring, promoting, or updating terms for a key role, a short legal review can prevent costly mistakes and reduce back-and-forth during onboarding.
We focus on the clauses that most often lead to conflict or employer exposure.
Unclear job duties, reporting structure, and performance expectations.
Compensation terms that do not define commissions, bonuses, draws, or repayment clearly.
Inconsistent “at-will” language or confusing termination standards.
Overbroad or unenforceable restrictive covenants that fail when you need them most.
Weak confidentiality and IP ownership provisions, especially for roles with sensitive access.
Missing return-of-property and post-employment obligations.
Ambiguous expense, reimbursement, and benefit terms.
Dispute resolution and venue terms that increase cost and delay.
We confirm the role, compensation structure, access level, and the business risks the agreement needs to address
We draft a tailored agreement or review your existing document and identify the terms that affect enforcement, leverage, and operational clarity
We provide edits and negotiation guidance so the final terms are clear, consistent, and workable for your business
We confirm the final version matches your onboarding process and can be implemented consistently across your team
We clarify the role, responsibilities, and the intended outcome of the consulting engagement so the contract reflects reality
We draft a tailored agreement or review the proposed agreement and identify the terms that drive cost, risk, and control
We provide redlines and support negotiation to clarify scope, strengthen payment terms, and reduce liability and post-engagement disputes
We confirm the final agreement is consistent, enforceable, and aligned with onboarding, invoicing, delivery, and offboarding processes
This is a practical starting point. The right emphasis depends on the consultant’s role, access level, and the value of the engagement.
01 Employment agreements and offer letters.
05 Severance and separation agreements.
02 Commission and bonus plans.
06 Independent contractor agreements when the role is structured as a contractor relationship.
03 Confidentiality, non-solicitation, and non-compete provisions where appropriate.
07 Role-change updates for promotions and compensation changes.
04 Equity, incentive, or retention agreements when used in small businesses.
We draft and review offer letters and employment agreements so terms are clear before a candidate starts.
We revise agreements for promotions, new incentives, expanded duties, and increased access to confidential information.
We help employers respond to requested changes from candidates, executives, and counsel while protecting core business interests.
We modernize and standardize templates so agreements stay consistent as your team grows.
Sarah E. Holmes is the managing attorney at Holmes Business Law and advises businesses on acquisitions, sales, and ownership transitions with a focus on risk control, clear documentation, and efficient execution.
Transaction counsel for small and mid-sized businesses.
Litigation-informed drafting, stronger deal protections.
Direct, business-focused guidance on risk and remedies.
Negotiation support that protects position and keeps timelines moving.
Coordinates with brokers, lenders, and CPAs through closing.
Contract work requires responsiveness, clarity, and practical judgment. Clients often cite communication, speed, and straightforward guidance as reasons they rely on our firm for contract drafting and review.
I really enjoyed working with Sarah. She helped me set up my ‘Contract for Service’ that I use to facilitate the client relationships for my business. She offered me excellent insight and advice throughout the process. She was also very patient with me and my workload, and she went above and beyond to help me create a thorough and thoughtful agreement that protects my interests as well as my clients.
– Rachael P.
I contacted Sarah to provide guidance with starting my business. I did my research beforehand and had consulted other lawyers. Sarah was the most knowledgable lawyer of all and was spot on with her analysis. I was convinced that she was the best lawyer for me after our first conversation! She listened very carefully and made the best recommendation for my personal situation.
– Wale O.
Sarah is completely trustworthy and approachable. She is always prompt with her responses and kept me informed on the progress of our paperwork. We have now used her on multiple projects and have been happy with our choice every time.
– Amy F.
It depends on the role and the risk. Many employers use an offer letter with clear at-will terms, plus separate confidentiality and restrictive covenant provisions when appropriate.
Yes. If you send the agreement and your timeline, we can prioritize time-sensitive hiring needs.
Enforceability depends on the specific terms and the facts. We draft restrictive covenants to be role-appropriate, reasonable, and aligned with legitimate business interests.
Clear written terms reduce disputes. We recommend defining triggers, timing, discretion, and how employment status affects eligibility.
Yes. Many businesses rely on outdated templates that do not match current roles, pay structures, or compliance needs. We update and standardize documents for clarity and consistency.
If you are hiring, promoting, or updating employment terms, we can help you put clear, enforceable agreements in place.
