Found cheaper? We match it — see conditions. Incorporation and secretary transfer also carry a 30-day money-back guarantee.
Nobody plans to fall behind. Growth just outruns the paperwork.
Few hires in. No HR system yet. One free template, one search away.
4
clauses a free template doesn't have
What actually goes into an employment contract
Four clauses, and only four
IP
Ownership
The work belongs to the company, not whoever wrote it.
NDA
Confidentiality
What they learn here doesn't leave when they do.
RESTRAINT
Restraint
Reasonable limits on taking clients or colleagues.
EXIT
The exit
Probation, confirmation, resignation, termination — spelled out.
+ wrong classification (employee vs contractor) creates unpaid EPF, SOCSO, EIS, PCB — recoverable later
+ most staff are covered by the Employment Act regardless of salary now — the RM 2,000 rule is out of date
When it actually matters
What it looks like
It matters on the day someone joins.
What's actually true
It matters on the day they leave — and by then it's too late to add what's missing.
IP, confidentiality and restraint gaps are usually only found once a dispute or resignation has already started.
And it doesn't transfer
Misclassifying someone doesn't move the obligation. It stays yours, however the contract read.
Employee or independent contractor — get the classification wrong and it doesn't just misfile a form. It creates unpaid EPF, SOCSO, EIS and PCB obligations that are recoverable later, from the employer, regardless of what the contract called the relationship.
The one question that decides this
Any lawyer can draft the contract. Almost nobody keeps it matching payroll.
What a law firm and OCTIS both do
At the point of signing, an employment lawyer and OCTIS both produce an equally solid contract; the difference only shows up afterward, once something about the employment — like probation ending — actually changes.
What a law firm never sees
What they do well
A specialist employment lawyer writes a clause that holds up in a tribunal — that's their whole job, and a good one does it well.
What their shape can't reach
They hand you a signed PDF and move to the next client. They don't run your payroll, so if the probation date, salary or role changes afterward, they have no way of knowing — and no reason to update anything.
What you're actually buying
RM 99 is a one-time fee for a single contract template, which you can then reuse at no extra cost for every employee you hire afterward.
A downloaded template expires the moment you close the tab. This one is filed once, then it's yours.
What changes once they've started
Whether a missing or incomplete contract can still be put right easily depends on one thing: whether the employee has already started work or not yet started.
Most gaps can still be regularised even once someone has started — it just gets more sensitive, not impossible. This service isn't part of the published money-back guarantee — which services it covers, and up to what point, is set out on the guarantee page (Company Incorporation and Transfer of Company Secretary only). What's true here instead: nothing is retainer-locked, and Suite + HR Support is billed monthly with no fixed term.
One hire, three tiles
Recruitment
finds them
This page
contracts them
Payroll
pays them
One hire, one account — the name and the salary get typed once, not three times.
Two different jobs
These are two different jobs, not three sizes of the same thing: the first two tiers cover the paperwork of hiring, while the third tier adds legal protection for the day an employee eventually leaves.
Single Contract
RM 500RM 99
- One offer letter template
- Probation, confirmation, resignation, termination
- Issue it to every hire from here
Contract Suite
RM 3,000RM 999
- Everything in Single Contract, plus
- Classification guidance + contractor agreement
- One intake call, one revision
Suite + HR Support
from RM 1,999/month
- IP, confidentiality, non-solicitation and restraint clauses
- Handbook, unlimited revisions
- Termination, discipline, disputes and statutory obligations
The first two are the paperwork of hiring. Protection for the day someone leaves is the third tier — priced monthly, not once.
Even one employee
Small teams are more exposed, not less
Founders rely on trust instead of structure — any dispute has direct operational impact.
Enforceability
Restraint clauses must be reasonable to hold
An unenforceable clause is the same as no clause.
Already hired without contracts?
Usually still fixable
It gets more sensitive once the relationship has already started — better to do it now than later.
Not covered
- IP, confidentiality, non-solicitation and restraint clauses are only in the RM 1,999/month tier — Single Contract and Contract Suite do not include them.
- Suite + HR Support is billed monthly. Single Contract and Contract Suite are one-off. Different shape, not a line-for-line comparison.
- Statutory contributions themselves — EPF, SOCSO, EIS, PCB — are not part of this service. That is payroll.
Do I need employment contracts even for a small team?
Yes — smaller teams are often more exposed, not less. Founders rely on trust instead of structure, and any dispute has a direct, immediate operational impact.
Why do the IP and confidentiality clauses cost more?
Because they're a different job from the paperwork of hiring. Single Contract and Contract Suite get someone onboarded with clear terms. IP, confidentiality, non-solicitation and restraint — the clauses that matter on the day someone leaves — sit in Suite + HR Support, priced monthly.
We've already hired people without proper contracts. Now what?
In most cases it can still be regularised. It becomes more sensitive once the relationship has already begun, which is a reason to do it now rather than a reason not to.
Does the Employment Act cover all my staff?
Since the recent amendments, most employees are covered regardless of salary, with some provisions scaled by wage. The old RM 2,000 threshold model is out of date.
Nobody plans to become non-compliant. They just hire faster than the paperwork.
One contract set. Issued to everyone you hire from here on.