Recruitment: What you need to know when making a job offer

Recruitment: The Job Offer

Once you’ve decided who to hire, you’ll need to make them a job offer. You can make a job offer verbally, but it’s better in writing to avoid misunderstandings later on.

What to include in a job offer letter

The letter should include:

  • the job title
  • confirmation you’ve offered them the job
  • any conditions, for example that the offer depends on suitable references or a health check
  • the terms – including salary, hours, benefits, pension arrangements, holiday entitlement and the location of work
  • start date and any probationary period
  • what they need to do to accept the offer or to decline it
  • the name of the person to contact, with their contact details, in case of any questions

It’s a good idea to ask the applicant to confirm in writing they’ve accepted the job.

You must give your new employee written terms (a ‘written statement of employment particulars’) within 2 months of them starting work.

Check their right to work in the UK

Before they start work, you must check they have the right to work in the UK. Your business could be fined up to £20,000 if you do not check the person you hire is allowed to work in the UK. Find out more about the right to work in the UK on GOV.UK.

If you change your mind

You can withdraw the offer if the applicant did not meet the offer’s conditions. For example:

  • suitable references
  • criminal record checks

It’s a good idea to tell them the reasons you’re withdrawing the offer.

If you did not include any conditions as part of the job offer, it’s known as an unconditional job offer. Withdrawing it could be against the law.

If you feel unsure about withdrawing an unconditional job offer, contact us.