There can be few better feelings than receiving a job offer. Most of us want a role that will push us to the next stage in our career, boost our bank balance and provide us with new opportunities.
For those lucky enough to find such a job, receiving a job offer letter is a special moment. Some go so far as to frame their offer letter…
However, as well as the sentimental importance of an offer letter to the recipient, there is are also important legal and procedural protocols for the sender and employer-to-be to follow.
A job offer letter should congratulate the candidate while providing important information about the role. This letter will serve as a legal basis for employment, and so it is critical that it accurately reflects the role the recipient is being offered.
It should state their role, salary, location, holiday allowance and benefits. It should contain information on the terms of employment and contract, relevant details about the company, and list any documents the recipient is required to fill out, such as non-compete or confidentiality agreements.
This letter will serve as a reference point for both you and the new employee, informing everything from potential contract negotiations to performance reviews. So, make sure that you are happy that the contents of this letter accurately reflects the role and the company.
The overall aim is to provide all the information in a concise form; try to keep it to one sheet and lay it out in a neat format such as the one we’ve provided here. Once you’re happy with it, you only need to change a few details every time you offer a job to a new candidate.
Job offer letter checklist
- Job title
- Holiday allowance
- Contract type (part-time/full-time)
- Offer expiry date
- Start date and time
- Probationary period (if applicable)
- How to accept or reject the offer
- Any agreements the recipient is required to complete or sign
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Reference to any organisation, business and event on this page does not constitute an endorsement or recommendation from the British Business Bank or the UK Government. Whilst we make reasonable efforts to keep the information on this page up to date, we do not guarantee or warrant (implied or otherwise) that it is current, accurate or complete. The information is intended for general information purposes only and does not take into account your personal situation, nor does it constitute legal, financial, tax or other professional advice. You should always consider whether the information is applicable to your particular circumstances and, where appropriate, seek professional or specialist advice or support.