The employment contract may be validly drawn up in any language that is understood by both contracting parties.
As in the case of all contracts, four conditions are essential to ensure validity. The consent of the party entering into an obligation, his capacity to conclude contracts, a specified aim which forms the subject-matter of the commitment and a lawful basis for the obligation are required.
A document drawn up in a language which is unknown or almost unknown to the employee may be declared void on the basis of defective consent.
In fact, there is no valid consent if the consent was given only in error or if it was extorted by violence or obtained by fraud.