The “Google Contract” Roast

Be honest for a moment.

If you pulled up your employment contracts right now, would you be confident explaining where they came from?

Many small business owners started with a quick online search. A free template. Something that looked official enough. It felt practical at the time.

The problem is that Google contracts often look solid on the surface and fall apart the moment they are tested.

And they always get tested eventually.

Why online contracts feel safe, but aren’t

Most Google contracts fail for the same reasons.

They are written for a different location. Employment law changes by country, state, industry, and even role type. A clause that works somewhere else may be meaningless, or illegal, where you operate.

They are generic. They assume a standard employee in a standard role. Your business is rarely standard. You may have part-time staff, casuals, commission-based roles, remote work, or mixed duties. Generic contracts do not reflect how your people actually work.

They often include clauses that cannot be enforced. This is where the real danger sits. Non-competes that go too far. Wage clauses that ignore minimum standards. Deductions that are not allowed. Restrictions on personal time that breach basic rights.

On paper, the contract looks professional. In practice, it can expose you.

When a contract makes things worse

One of the most common problems appears around pay.

A clause might say an employee is expected to work “whatever hours are necessary” to complete their role. It sounds reasonable. It sounds efficient.

Legally, it can be a problem.

If hours blow out and pay does not increase, the employee may drop below minimum wage when calculated hourly. That creates underpayment risk. Worse still, the contract becomes evidence that the arrangement was knowingly set up that way.

When challenged, a court does not ignore the contract. It scrutinises it.

If one clause is unlawful, others become questionable. Ambiguity is usually interpreted in the employee’s favour. What was meant to protect you starts working against you.

The real cost when contracts fail

Weak contracts rarely cause issues on day one.

They cause issues when something changes.

An employee leaves on bad terms.
A termination is challenged.
A pay issue is reviewed.
A non-compete needs to be enforced.

That is when numbers appear.

Back pay.
Penalties.
Interest.
Legal costs.

A mistake that sat quietly for years suddenly becomes a six-figure problem. For a small business, that level of exposure can be devastating.

Even without a claim, weak contracts create daily friction. Pay decisions feel inconsistent. Expectations are unclear. Managers struggle to enforce boundaries.

Why so many owners take the risk

Most owners do not use Google contracts because they are careless.

They do it because:

• Free feels safer than expensive

• Problems feel unlikely until they happen

• Employment law feels hard to navigate

• Trust feels like enough protection

The risk is not obvious upfront. It appears later, when fixing it is far more expensive.

Saving money at the start often costs far more in the long run.

What proper contracts actually do

A well-drafted employment contract does not exist to intimidate employees.

It exists to create clarity.

A strong contract:

• Reflects the laws where you operate

• Matches how the role actually works

• Sets clear expectations around hours, pay, and duties

• Includes enforceable clauses that protect the business

• Uses language employees can understand

• Aligns with awards, minimum standards, and leave rules

It removes guesswork for both sides.

Employees know what they are agreeing to. Employers know what they can rely on.

Why clarity benefits your team too

Many owners worry that updating contracts will feel cold or corporate.

In practice, clarity reduces anxiety.

Employees want to know:

• How they are paid

• What flexibility exists

• What happens if circumstances change

• What boundaries apply

A clear, fair contract makes the relationship safer. It reduces misunderstandings and prevents disputes from escalating.

Ambiguity rarely helps anyone.

A simple way to assess your risk

You do not need legal training to spot red flags.

Ask yourself:

• Do these contracts clearly reflect how my business operates today?

• Do they match the laws where I operate?

• Could I confidently explain each clause if questioned?

• Would this contract still hold up if the relationship became difficult?

If the answer feels uncertain, that contract is not protecting you.

Pull out one employment contract and read it as if you were seeing it for the first time.

Does it reflect your business, your role, and your legal obligations?