Executive employment contract

Legally, it is still an employment contract — but it addresses matters an ordinary contract does not: target-linked bonuses, broader confidentiality, a non-compete clause, media and public appearance rules, longer notice periods or severance beyond the statutory level. For key people, the difference between a template and a proper contract becomes most apparent when the relationship ends.

Both can apply — each to a different role. Statutory office belongs under an office-holding agreement approved by the general meeting; the executive contract may cover only activities distinct from that office. If they overlap, terms may be invalid and remuneration problematic. We structure the interface between the two documents as a whole — this is our daily practice.

Yes, if agreed within statutory limits — limited in scope and time, with reasonable compensation for the employee. A clause without compensation or extending years ahead will not stand up. We draft it to protect clients and know-how and stand up in court.

With clear entitlement rules: measurable targets, who evaluates them and when, what happens if the manager leaves during the year, and whether the component is contractual or discretionary. Most disputes arise from bonuses paid 'at discretion' for years and then stopped — the contract can prevent such a dispute in advance.