Illegality in a contract of employment refers to a situation where the terms of the contract violate existing laws, regulations, or public policy. When an employment contract includes provisions that are considered illegal, the contract is said to be unenforceable in a court of law. This means that the affected parties cannot rely on the contract to secure their interests.

Examples of illegality in a contract of employment include:

1. Discrimination based on race, gender, religion, sexual orientation, or any other protected characteristic: The law prohibits employers from discriminating against employees based on certain personal attributes. If an employment contract contains terms that discriminate against an employee, such a contract would be considered illegal.

2. Non-compliance with minimum wage laws: Employers are required to pay their workers at least the minimum wage prescribed by law. If a contract of employment does not comply with the minimum wage laws, it would be considered illegal.

3. Breach of health and safety regulations: Employers have a duty to ensure that their workers operate in a safe and healthy environment. If the terms of an employment contract expose an employee to unsafe working conditions, such a contract would be illegal.

4. Misclassification of employees: In some instances, employers may classify their workers as independent contractors to avoid certain legal obligations such as providing benefits, overtime pay, and workers` compensation. If an employment contract misclassifies an employee, such a contract would be illegal.

5. Prohibition of employee organizing and collective bargaining: The law guarantees workers the right to join or form a union and engage in collective bargaining. If an employment contract contains provisions that prohibit employees from joining or forming a union or engaging in collective bargaining, such a contract would be illegal.

In conclusion, it is essential for employers to ensure that the terms of their employment contracts comply with existing laws and regulations. Any provisions that violate the law or public policy would render the contract unenforceable, exposing both parties to legal and financial risks. As such, employers are advised to seek legal advice before drafting or signing an employment contract.