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Once a verbal offer of employment has been accepted, an offer letter with a contract of employment and employee handbook will be sent to the employee, with the offer becoming legally binding at the point at which they are posted.

The job offer letter will describe the terms and conditions of employment and lay out the details of the job title, salary or remuneration offers, start date and roles and responsibilities of the job.

Generally offers of employment are conditional, i.e. upon condition that the employee supplies:

  • evidence of eligibility to work in the UK; and/or
  • names for the provision of satisfactory references (and that the references turn out to be satisfactory); and/or
  • medical information; and/or
  • the satisfactory completion of a probation period; and/or
  • proof of qualifications.

If conditions relating to the offer of employment are substantially not met, the employment can be brought to an end, but advice from us should always be sought under these circumstances.

Typical employment law pitfalls

Employing people who do not have a legal right to work in the UK can attract heavy penalties for employers. Failing to provide at least written particulars (preferably a contract) will inevitably lead to an additional award in the case of tribunal proceedings. Discrimination in recruitment practices presents significant risks (with potentially unlimited compensation awards). Unconditional binding employment offers can inadvertently be made over the telephone.

If you’re thinking of outsourcing your HR, payroll or employment law needs, why not contact myHRdept? Call us on 01628 820515, email us at to discuss your requirements, or contact us via our website and we’ll call you back


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