A football employment contract is not just an ordinary piece of paper, it contains several key clauses that bind both the player and the club in a legal relationship. This legal document covers what is owed, what is expected, the limits of those expectations, and, most importantly, what happens when things go wrong.

When the relationship deteriorates and things go wrong, as they often do, the clauses in the contract becomes the central talking point. The clauses can either serve as a safety net or a sinking net. Drafting a comprehensive professional football employment contract is, therefore, one of the most consequential acts in the game, given its far-reaching implications.

Before you sign, or advise a client to sign, here are the key clauses in a football employment contract that every player and agent must take note of:

 1. Duration

Duration is one of the most important clauses in a professional football employment contract. The length of the contract must be expressly stated, not assumed or implied in the contract. An example is this:

“This contract shall commence on 1st July 2024 and expire on 30th June 2028 unless earlier terminated in accordance with Clause (termination rights)”

A poorly worded or an overlooked duration clause can trap the player beyond the required seasons.

Once the duration is expressly stated, the next question is whether the contract can be extended. And if so, how?

To prevent situations like Jean Philippe Mateta or Memphis Depay, check whether the extension is automatic or there is an an option to extend. While they might look similar, they have different consequences. With an automatic extension, the contract renews itself upon the occurrence of a specific event, such as a minimum number of appearances. Whereas in an option to extend, one party, usually the club, has the right to extend the contract for an additional period. The difference between the two determines who holds the power at the end of the deal.

In 2022, Mbappé famously posed with a PSG shirt that had “2025” printed on the back. But in reality, what he signed was a two-year contract until 2024, with a player option for a third year. The agreement to extend for the third year was conditional upon his own assent, not the club. This was why he could walk away without sanctions for breaching the contract.

Always verify: when does the contract end, and who controls that decision?

2. The Parties’ Obligations

A contract, by its very nature, involves two parties with reciprocal obligations. Yet, many football employment contracts barely state, or entirely leave out, the obligation of the club. When an obligation is not expressly stated, there is no remedy because a breach can only occur when a clear obligation is violated.

In 2011, Carlos Tevez could successfully challenge his sanction because he only refused to warm up, not to play. This was held not to be a breach under the contract and PFA refused to sanction Manchester City’s intended four-week wage fine. Similarly, Benjamin Mendy was entitled to recover most of his withheld salary during the period he was charged, owing to City’s express obligations under the contract.

The Player’s Obligations typically include:

• Reporting for training and be available for selection 
• Maintaining physical fitness and meeting performance benchmarks
• Adhering to the club’s code of conduct and disciplinary rules
• Compliance with anti-doping and integrity regulations
• Availability for media and commercial duties

The Club’s Obligations, which must be equally detailed, should include:

• Payment of agreed wages on a specific date each month
• Provision of adequate training facilities and medical care
• Registration of the player with the relevant football association
• Ensuring the player is insured against injury
• Obligation to field the player a minimum number of times (in some contracts). 

3. Image Rights

Image rights govern who controls the commercial use of a player’s name, likeness, image, voice, and brand identity. This includes everything from the club using the player’s photo in a shirt advertisement, to sponsors using the player’s face in global campaigns, to video games featuring the player’s likeness.

For most players, the priority is always on remuneration, not image rights. But a player who unknowingly signs away their image rights can watch their name and face generate millions for the club while seeing nothing in return. Worse, an overlooked image rights clause can prevent the player from entering independent commercial deals or cost them their dream transfer.

Paulo Dybala’s failed transfer to Manchester United and Jose Mourinho inordinate delay Manchester United are clearest examples

 When reviewing an image rights clause, these questions are critical:

• Does the club have the right to use the player’s image for commercial purposes and if so, for what specific activities?
• Is the image rights clause time-limited (e.g., only during the contract period)?
• What is the player’s share of revenue generated from commercial deals leveraging their image?
• Can the player independently enter commercial deals and are there restrictions on competing with club sponsors?
• What happens to image rights after the contract ends?

4. Termination Clause

This is arguably the most consequential part of any employment contract, because it only gets triggered when things go sideways. It is the “how do we get out of this?” section of the football employment contract. This clause outlines how, when, and why a contract can be terminated and the consequences of such termination. Whether the party will walk away freely or be required to pay a hefty sum as compensation. When drafting a termination clause, pay attention to the following:

• Is the termination clause balanced?
• Can both the club and the player invoke it?
• What is the required notice period before termination takes effect?
• What compensation is owed to the player in the event of wrongful or early termination?
• Are there specific misconduct definitions that could trigger summary dismissal?

5. Governing Law & Jurisdiction

When a contract is disputed or terminated, this clause becomes paramount. It gives both parties certainty about their rights, their obligations, and, importantly, the venue in which they can enforce the contract. The governing law clause tells you which country’s legal system applies, while the jurisdiction clause tells you where any dispute will be resolved. Together, they ensure there is clear and defined jurisprudence which improves legal security and certainty for both sides.

Key questions to ask: 

• Which country’s employment law applies?
• Which court or arbitration body has the power to hear the dispute? 
• Which specific arbitration body is named? FIFA’s Dispute Resolution Chamber (DRC), the Court of Arbitration for Sport (CAS), or a national body?

When drafting a professional football employment contract, these five key clauses are not merely important but are foundational. For key clauses in football representation agreement, this our guide walks you through the most important clauses to focus on.

As established above, a good contract is a safety net, not a sinking net. The good news is that you don’t have to navigate this alone.

With BallBridge, you can draft your contract for free or have an existing agreement reviewed at a minimal fee. Sign up on ballBridge today and get started.