Frequently Asked Questions
A consultant is not an organisation representative. He or she is often a professional providing services that fall within the parameters of their task. A consultant may offer their services as a sole proprietor, a partnership, or even a corporate body. The policies of the organisation governing employment, such as leave, attendance, and working conditions, must be followed by an employee. In the instance of a consultant, this is not the case. Additionally, a “consultant” role does not grant the holder the legal benefits of employment or employee rights (such PF, gratuities, etc.).
A consultation agreement clarifies crucial conditions for both parties, the employer and the consultant, such as the precise job requirements, remuneration schedule, deliverables, timetables, and termination procedure.
Such clarity aids in preventing disagreements between the parties, and in the event that one arises, the consultation contract serves as proof of the mutually agreed-upon arrangement.
No, it is not required.
It is nevertheless crucial to enter into such an agreement, even though there is no law that requires it, in order to give both parties clarity regarding the precise expectations of the job, compensation, deliverables, timelines, termination mechanism, among other crucial terms. With such clarity, disagreements between the parties are less likely to arise, and in the event that they do, the consultant contract serves as documentation of the work arrangement that both parties have agreed to.