The paper tells that the employment contract may be written or agreed verbally in certain instances. Nonetheless, it is necessary, and an employee has a statutory right, to obtain a written statement of the employment terms some two months after the beginning of an employment in the event that no such formal agreement was made. The employee has to check his entitlement to this right as some may not be entitled to some statutory rights. By accepting a job offer, an employee agrees to abide by the conditions of authority relationship provided on the employment contract. These are referred to as the terms and conditions of the contract. The contract of employment defines the rights of the employees that will help in solving problems that may arise in the course of the contract. The employee and the employer are bound by the written agreement until the contract ends or until the terms of the contract are adjusted. The termination of a contract is often preceded by a written notice to the employees while the terms and condition of a contract will be adjusted after an agreement between the employer and the employee. An employee will enter into an employment contract as soon as he/she takes on an employment to create the employment relationship. The contract of employment may be written or verbal, but a written agreement is appropriate for a formal employment. The contract of employment will contain essential information. the details of employer/employees, date of commencement of the contract, place of work, role and duties of the employees, rate and mode of payment, sick pay arrangement, holiday leaf and pay, pension schemes, and the different policies governing the employment deal. An employment contract will be defined by the terms and condition of the contract. There is some difference between terms and conditions as referred to here. The terms of an employment contract define all that an employer and an employee will expect from each other.