Employment Contracts Attorney in Boston, MA
Employment Agreements • Nondisclosure Agreements • Non-Solicitation Agreements
Almost every employment relationship in Boston starts with a document you’re expected to sign on the spot: an offer letter, an employment agreement, a nondisclosure agreement, a non-solicitation clause buried in an onboarding packet. Most people sign without reading carefully, or without understanding what they’re agreeing to. Whitney Law Group reviews and negotiates employment-related contracts for Boston professionals at every career stage: from a first job offer at a Seaport startup to a complex executive agreement at a Financial District asset manager. Before you sign anything your employer puts in front of you, have it reviewed by an attorney who understands both sides of the document, because the person who drafted it certainly does.
Why Boston Professionals Choose Whitney Law Group for Contract Review
Mark Whitney spent decades drafting and litigating exactly the contracts Boston employers put in front of their employees, at two AmLaw 100 firms and as senior partner at one of Boston’s leading management-side employment boutiques. He knows what language employers include to protect themselves, what provisions are negotiable, and what to watch for in confidentiality, non-solicit, equity, and IP assignment clauses.
Whitney Law Group handles employment contract matters for professionals across Boston’s industries: financial services, biotech, technology, healthcare, higher education, and law. Contract reviews are typically completed in 48 hours. Schedule a free consultation. Located at 201 Washington Street, Financial District.
Employment Contracts, NDAs & Non-Solicitation - What Whitney Law Group Covers
Employment Agreements
Full review and negotiation of employment agreements, offer letters, consulting agreements, independent contractor agreements, and letter agreements. Key issues include: compensation structure and bonus definitions, at-will versus for-cause termination provisions, severance entitlements, equity vesting terms, and the scope of restrictive covenants. Whitney Law Group flags provisions that are non-standard, explains what they mean in plain language, and negotiates improved terms in writing with the employer’s counsel.
Nondisclosure Agreements (NDAs)
NDAs appear at onboarding, during employment, in settlement agreements, and in severance packages. Not all NDAs are enforceable as written. Provisions that attempt to prevent disclosure of illegal conduct, that are overbroad in scope or duration, or that conflict with Massachusetts law protecting employees’ rights to discuss wages or working conditions may be unenforceable or illegal. Recent federal legislation (the Speak Out Act and EFAA) also restricts NDAs in the context of sexual harassment and assault. Whitney Law Group reviews NDAs from both sides and advises on enforceability before you sign or before you rely on one.
More about Non-disclosure agreements (NDAs) Attorney in Boston
More about Non-disclosure agreements (NDAs) Attorney in Boston
Non-Solicitation Agreements
Non-solicitation agreements restrict your ability to contact former clients or recruit former colleagues after leaving an employer. Unlike non-competes, non-solicitation clauses were not covered by Massachusetts’ 2018 Non-Compete Reform Act and are generally subject to a broader enforceability standard, courts are more willing to enforce them. However, non-solicitation clauses must still be reasonable in scope and supported by consideration. Whitney Law Group reviews non-solicit clauses in employment and severance agreements, negotiates carve-outs and limitations, and defends employees accused of violations.
More about Non-Solicitation Agreement Attorney in Boston
More about Non-Solicitation Agreement Attorney in Boston
Client Reviews: Employment Contracts, Boston
“When I needed an attorney to handle a contentious employment matter, Mark came highly recommended (“Reach out to Mark. No question. He’s the best”). After working with Mark and his colleague, Maureen, on a complex matter related to a former employer’s NDA, I wholeheartedly agree. Mark is incredibly knowledgeable, strategic, and extremely thorough in every regard. His style is direct yet empathetic, which was displayed when he helped guide me through what was a very trying situation. His colleague Maureen is also great. She was accessible when needed, is super sharp, and thoughtful within every interaction. What was also refreshing to experience, was how both Mark and Maureen always kept things on track, which was appreciated as legal matters can get costly. In the end, the outcome was an extremely positive one and I will forever be thankful to Mark and Maureen for their help and their professionalism. If you ever are in need of a legal team to handle an employment matter, you need to work with Mark and Maureen. No question, they are the best.”
CLIENT NAME WITHHELD
VC Technology Executive
"EXCELLENT, KNOWLEDGEABLE COUNSELOR -- We hired Mark to help us with some employment law and contract issues. He was extremely knowledgeable and detailed, and he was very responsive - even on weekends! Mark was an excellent investment. saved far more money by hiring him than if we'd undertaken the process on our own. I fully endorse Mark and would recommend him to anyone with similar needs."
CLIENT NAME WITHHELD
Educator, North Shore Private School
FAQ: Employment Contracts in Boston, MA
Q: My new employer gave me an offer letter and said it isn’t negotiable. Is that true?
Rarely. Most employers say this as a starting position, not a final one, particularly for professional and executive-level roles in Boston. Even when the base compensation is fixed by a salary band, provisions like bonus definitions, severance entitlements, equity vesting schedules, non-compete scope, and IP assignment clauses are frequently negotiable. Whitney Law Group identifies which provisions are worth pushing on and which are genuinely fixed, so you spend negotiating capital where it creates the most value.
Q: My NDA says I can’t talk about my working conditions. Is that enforceable in Massachusetts?
Probably not in full. Massachusetts law protects employees’ rights to discuss wages, hours, and working conditions with co-workers and in connection with potential legal claims. NDAs that attempt to waive these rights are generally unenforceable to that extent. Federal law (the NLRA) also protects certain concerted activity involving discussions of working conditions. Additionally, recent federal legislation restricts pre-dispute NDAs in sexual harassment and assault cases. Whitney Law Group reviews NDAs to identify which provisions are enforceable, which are not, and advises on how to proceed.
Q: I signed a non-solicitation agreement and my former employer is now claiming I violated it by reaching out to an old client. What do I do?
Don’t respond to the client, your former employer, or their counsel without legal advice first. Non-solicitation enforcement actions can move quickly, employers sometimes seek injunctions, and an unadvised response can make the situation significantly worse. Whitney Law Group will review your non-solicit agreement, assess whether the contacted party qualifies as a “customer” under your specific agreement’s language, evaluate whether your outreach constituted “solicitation” as defined, and develop a response strategy. Many non-solicit enforcement threats are resolvable without litigation if handled correctly from the start.
Schedule Your Free Consultation Today.
Don’t navigate workplace disputes alone. Contact Whitney Law Group’s Boston employment lawyers for a free, confidential consultation about your employment contract matters.