In INDIA bonded labour is illegal labour practice so do in many countries. Thus, legally it will not stand in the eyes of court if put forward as legal case. Yes, what best you can do is you can calculate an amount that company needs to spend on administrative cost and training cost of the employee and put the clause stating this amount to be refunded back by the employee if he/she leaves within said period which will be decided between employee and employer.
16th June 2018
Thank you for the input. This helps.
16th June 2018 From Philippines, Cagayan De Oro City
An employment bond is a contract between an employer and employee.
Some important terms
Terms should be reasonable and fair.
In consideration of training is imparted by the employers, the employees are required to work with the employer for a specific period of time. If this clause is violated by the employee, he will be liable to pay a stipulated amount of money to the employer.
The terms and conditions of a contract that restrict an employee from joining any another organisation would be invalid.
The interests of employers must be kept in mind, and they must be compensated in case of a breach of Contract.
Basically remember that employment bonds are not inherently void Their enforceability depends upon the terms listed out by them which, should not be excessive or unreasonable.
Best is take a suitable draft from a lawyer who deal in such matters and use it judiciously.
17th June 2018 From India, Pune