8 Things You Must Confirm Before Onboarding: Read These Before Signing Your Contract

The moment you receive an offer, you're probably eager to start right away. Wait — before signing the contract, there are 8 things you must confirm. Many people discover after joining that their probation salary is 20% less, social insurance is paid at the minimum base, there's no overtime pay, and non-compete clauses restrict their career choices for the next 3 years... These issues are entirely avoidable if you confirm them before onboarding. Today I'll list the 8 things you must confirm before joining, each with specific verification points and common pitfalls, helping you see every detail clearly before signing the contract.

Item 1: Employment Contract Terms

The employment contract is the most important legal document between you and the company. Once signed, you agree to all its terms. Verification points:

• Confirm contract type: Is it a fixed-term or open-ended contract? Is the probation period included within the contract term? Legal requirements: For contracts under 1 year, probation cannot exceed 1 month; 1-3 years, no more than 2 months; 3+ years or open-ended, no more than 6 months.
• Confirm contracting entity: Does the company name on the contract match the one on the offer? Some companies use subsidiaries or affiliated companies to sign contracts, which affects your social insurance location and labor rights protection.
• Confirm work location: Does the work location on the contract match what was discussed in the interview? Some companies include "subject to company reassignment" in the contract, meaning you could be transferred to any city.
• Common pit: The contract has blank clauses and they ask you to sign first, saying "we'll fill it in later" — never sign a blank contract. All clauses must be completed before you sign.

Item 2: Probation Period Duration and Salary

The probation period is the stage most prone to issues after onboarding. Confirming details in advance protects your rights. Verification points:

• Confirm probation duration: Does it comply with legal requirements? Is the probation salary no less than 80% of the regular salary? Some companies verbally promise 3 months' probation but write 6 months in the contract; or offer only 60% of salary during probation — these are illegal.
• Confirm probation evaluation criteria: What are the standards for passing probation? Are there clear evaluation metrics? If the company says "we'll see how you perform," insist on specific written standards. Otherwise, being dismissed during probation for "not meeting requirements" leaves you with no basis for appeal.
• Confirm probation social insurance: Is social insurance paid during probation? The law requires social insurance enrollment within 30 days of joining. Companies that say "social insurance starts after probation" are violating the law.
• Common pit: Being notified on the last day of probation that you "don't meet hiring conditions" — without clear evaluation standards, this type of dismissal is hard to contest. Confirm evaluation standards before onboarding and keep written records.

Item 3: Social Insurance and Housing Fund Contributions

Social insurance and housing fund directly affect your actual income and future benefits. Verification points:

• Confirm contribution base: Is it based on your actual salary or the minimum base? Many companies contribute at the minimum base, meaning your pension and medical reimbursement amounts will be affected. The difference between actual salary and minimum base contributions can mean hundreds to thousands less per month in hand, but the long-term loss is even greater.
• Confirm contribution timing: Is social insurance paid in the month you join? Some companies say "if you join after the 15th, we don't pay social insurance that month" — this is illegal. Social insurance should be paid from the month of joining.
• Confirm housing fund ratio: What's the housing fund contribution rate? Is it contributed by both employer and employee? The housing fund is an important source of home purchase funds, and the contribution rate directly affects your housing loan limit.
• Common pit: The company says "we won't contribute to the housing fund but will add that amount to your salary" — this is illegal. The housing fund is mandatory. Not contributing also means losing the advantage of low-interest housing fund loans.

Item 4: Salary Structure and Pay Day

Monthly salary isn't simply "how much per month." The salary structure determines your actual income. Verification points:

• Confirm salary composition: How much is base salary? How much is performance pay? What are the performance evaluation criteria? Some companies offer 10K monthly, but the base salary is only 5K with the other 5K as "performance pay" with vague evaluation criteria — your actual take-home might be only 7-8K.
• Confirm pay date: On what date each month is salary paid? Is it paid on time? Some companies delay salary until the 20th or even the end of the following month, affecting your living rhythm and repayment plans.
• Confirm year-end bonus: Is there a year-end bonus? What are the conditions for receiving it? Some companies verbally promise "13th month pay" but don't specify it in the contract, meaning you might not receive it.
• Common pit: The offer states "comprehensive monthly salary of 15K," but the actual base salary is only 8K with the rest as "variable bonus" — variable bonuses aren't guaranteed income and shouldn't be counted as part of your monthly salary. Confirm the specific composition of the salary structure before onboarding.

Item 5: Overtime Policy

Overtime policies directly affect your work-life balance. Verification points:

• Confirm overtime pay standards: 1.5x for weekday overtime, 2x for weekends, 3x for statutory holidays — these are the legal minimums. Some companies say "overtime earns compensatory time off," but time off cannot replace overtime pay for statutory holidays.
• Confirm overtime approval process: Does overtime require approval? Some companies assume you're "voluntarily working late," providing neither overtime pay nor compensatory time — this "invisible overtime" is the most common pitfall.
• Confirm actual overtime intensity: The interview says "occasional overtime," but after joining you find it's 996 — this is all too common. Before onboarding, check the company's overtime reviews on Glassdoor or similar platforms, or directly ask HR "what time does the team typically leave work each day?"
• Common pit: The contract states "flexible working hours" or "comprehensive working hours system" — under these systems, the company may not be required to pay overtime. Confirm whether your position truly qualifies for these special working hour systems.

Item 6: Non-Compete Clause

Non-compete clauses can affect your career choices for the next 3 years. This is the most easily overlooked yet most impactful clause. Verification points:

• Confirm whether non-compete applies: Does your position fall within the non-compete scope? Non-competes typically apply to executives, core technical personnel, and those with access to trade secrets. If you're a regular employee, a non-compete clause may be unreasonable.
• Confirm non-compete scope and duration: Which industries and companies are restricted? How long is the restriction? The law limits non-competes to a maximum of 2 years. Overly broad restrictions (e.g., restricting the entire tech industry) may be deemed invalid.
• Confirm non-compete compensation: How much compensation does the company pay monthly during the non-compete period? The law requires no less than 30% of your average monthly salary over the 12 months before departure. If the company requires a non-compete but offers no compensation, the clause is invalid.
• Common pit: The contract includes a non-compete clause but doesn't specify the compensation amount — this means you could be restricted from working in your field after leaving but receive no compensation. Confirm the specific conditions and compensation standards for non-competes before onboarding.

Item 7: Whether Job Responsibilities Match the Interview

Discovering after onboarding that the actual work is completely different from what was discussed in the interview? This is more common than you'd think. Verification points:

• Confirm job responsibilities: Does the contract specify the job responsibilities in detail? If the contract only says "subject to company arrangements," you could be assigned any type of work after joining.
• Confirm reporting structure: Who is your direct supervisor? How large is the team? This determines your working style and growth opportunities.
• Confirm position level: The interview mentioned "Product Manager," but after joining you find it's "Product Assistant" — a title downgrade means a lower salary ceiling too. Confirm the official position title and grade before onboarding.
• Common pit: The interview said you'd "independently lead projects," but after joining you're "assisting others with projects" — responsibility shrinkage is the most common onboarding disappointment. Request that main responsibilities be specified in the contract or offer before joining.

Item 8: Resignation Terms

Think about your exit before you even enter. Resignation terms determine your freedom and costs when leaving. Verification points:

• Confirm notice period: Regular employees can resign with 30 days' written notice; during probation, 3 days' notice. Some companies require "60 days' advance notice" — anything beyond 30 days is invalid.
• Confirm penalty clauses: Does the contract include penalty clauses? The law only allows penalty clauses in two situations: non-compete agreements and training service periods. Other penalty clauses (like "resigning within 1 year requires repaying 3 months' salary") are invalid.
• Confirm resignation certificate: Does the company promise to issue a resignation certificate on time? Without one, you may not be able to join a new company. Confirm the company won't withhold the certificate for any reason.
• Common pit: The contract includes "if you leave within 1 year, you must repay onboarding training costs" — if the company hasn't provided specialized training with a training agreement, this clause is invalid. Understand the difference between "internal company training" and "specialized technical training" before onboarding.

3 Self-Check Lists Before Signing the Contract

Before signing, use these 3 lists for a final check to ensure nothing is missed:

• List 1: Number Verification. Do the salary figures, probation duration, social insurance base, and housing fund ratio on the offer match what's written in the contract? Any discrepancies must be clarified — the contract takes precedence.
• List 2: Clause Verification. Are there clauses in the contract that weren't mentioned during the interview? Especially non-compete, penalty, and work location reassignment clauses — these are where "landmines" are most commonly hidden. Any new clauses must be clarified before signing.
• List 3: Blank Space Verification. Are there blank spaces in the contract? Are signature areas complete? Are page seals properly affixed? Never sign a contract with blank spaces — all clauses must be filled in before you sign.

How to Communicate When You Find Issues

If you discover contract terms that don't match the offer or clauses you don't understand, don't be afraid to communicate. The right approach:

• Confirm in writing first: Send your questions to HR via email and request a written response. Verbal promises have no legal force — only written confirmation protects you.
• Speak with legal basis: If you find illegal clauses (like probation periods exceeding legal limits or no social insurance), directly cite the relevant legal provisions. Most companies won't openly violate the law and will usually make changes when you point out the legal basis.
• Keep all records: Offer emails, contract photos, and communication records with HR — keep everything. These are important evidence for protecting your rights.
• Worst case scenario: If the company refuses to modify illegal clauses, you need to seriously consider whether to join. A company that doesn't follow the law before you even start will only get worse after you join. Sometimes walking away from a problematic offer is wiser than suffering after onboarding.

Conclusion: Pre-Onboarding Confirmation Is Your Post-Onboarding Confidence

8 things to confirm before onboarding: Employment contract terms (type, entity, work location); Probation period duration and salary (legal duration, salary no less than 80%, clear evaluation criteria); Social insurance and housing fund (contribution base, timing, housing fund ratio); Salary structure and pay day (composition, pay date, year-end bonus); Overtime policy (pay standards, approval process, actual overtime intensity); Non-compete clause (scope, duration, compensation); Whether job responsibilities match the interview (duties, reporting structure, position level); Resignation terms (notice period, penalties, resignation certificate). 3 self-check lists before signing: Number verification, clause verification, blank space verification. When finding issues, communicate through written confirmation, legal basis, and keeping records. Remember: pre-onboarding confirmation is post-onboarding confidence. Only when every item is confirmed clearly can you work with peace of mind and grow with confidence. Don't skip confirmations because they seem troublesome — the cost of discovering problems after onboarding far exceeds the cost of confirming before.

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