Job offer

Make the offer specific

A job offer should identify the role, pay, hours, location, proposed start date and any probation period. Put it in writing and say how and when the candidate should accept.

If the offer depends on checks, name each condition. These might include satisfactory references, evidence of qualifications, a right-to-work check or a criminal-record check where the role is eligible. A health-related condition must be relevant, lawful and handled without discrimination.

The Acas offer guidance gives a practical list of terms to include. Avoid “subject to the usual checks” when neither side knows what the usual checks are.

Acceptance can create a contract

A job offer can be conditional or unconditional, and it can be made verbally. Clear terms that are accepted can form an employment contract before the person starts work.

With a conditional offer, the position depends on the conditions and whether they have been met. An accepted unconditional offer can mean the contract has started, so withdrawing it is not simply deleting a recruitment task. The Acas guidance on withdrawn offers explains the distinction and the possible contract risk.

Carry the agreed details forward

Once the offer is settled, prepare the written statement and employment documents from the same agreed information. Re-entering the role, salary, hours and dates in several places invites small differences that become awkward conversations later.

Keep the accepted offer, evidence for each condition and confirmation of the final position together. That gives the hiring manager a clear answer if the start date moves or a check needs to be revisited.