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Salary review letters look like good news. They can contain clawback clauses, new post-termination restrictions, and conditions that tie you in place longer than you realise.
You accepted the offer. You told your partner. You mentally spent the extra money.
What you may not have noticed: the paragraph on page two that says you must repay the increase if you leave within 12 months. Or the new non-solicitation clause quietly introduced alongside the revision. Or the condition that makes your bonus fully discretionary again after the next review.
The raise is real. So are the strings.
Must you repay the salary increase or bonus if you resign within a certain period? Clawback clauses are increasingly common in remuneration letters and are legally enforceable. We surface the exact repayment obligation and the trigger conditions.
Pay revisions are sometimes used to introduce new post-termination restrictions — non-competes, non-solicitation clauses, or extended confidentiality obligations — that did not exist in your original contract. Signing the letter means accepting them. We flag every new restriction introduced alongside the pay change.
Is your bonus contractual or discretionary? A discretionary bonus can be reduced or withheld entirely at the employer's choice — even if you hit every target. We surface the exact classification and the conditions attached.
Must you remain employed until a specific date? Must you not be under a performance improvement plan? Must you have received no formal warnings? The conditions that could void your entitlement to the revised pay are in the letter. We surface all of them.
Verbal commitments about pay, promotion, or benefits that are not reflected in the letter effectively do not exist. We flag where the written document falls short of what may have been discussed — so you know what to request before signing.
Is a clawback clause enforceable in Ireland?
Generally yes, if it is reasonable in scope and duration and you were made aware of it before signing. Irish courts have upheld clawback clauses on salary increases and training costs. SecondLayer surfaces the exact clause so you can assess whether it is reasonable before you accept the offer.
Can my employer introduce new restrictions in a pay letter?
Yes. Any document you sign can introduce new contractual terms. By accepting a pay increase that comes with a new non-compete or non-solicitation clause you are agreeing to those terms. The key is knowing they are there before you sign.
What is the difference between a contractual and discretionary bonus?
A contractual bonus is one you are legally entitled to if the defined conditions are met. A discretionary bonus can be withheld or reduced at the employer's choice regardless of performance. Many bonus schemes that employees believe are earned are actually fully discretionary — meaning the employer has no obligation to pay them.
SecondLayer analyses document content and surfaces information to help you understand what your document says. This is not legal, financial, or insurance advice. Always consult a qualified solicitor, financial advisor, or insurance broker before making decisions based on any document analysis.