The following Practice Management guidance note provides comprehensive and up to date legal information covering:
This Practice Note provides guidance on:
the basic content of an offer letter
taking up references
keeping in touch before the start date
preparing for their first day
Most candidates will not resign from their current job until they have received a written offer of employment. Once you have selected your candidate it’s best to move with as much speed as possible, especially if you’ve been lucky enough to find an excellent candidate who may have more than one offer on the table.
It’s essential that a written offer of employment contains the same information as any verbal offer which may have been given and all necessary approvals and authorisations are in place before sending it out.
An offer letter should contain the following information:
a clear offer of employment
any condition attached to that offer, for example receipt of appropriate references, proof of qualifications etc
job title and location
start date—if this is known, if not make it clear this is yet to be agreed
a written contract of employment, if possible, so the candidate can consider the offer in detail
guidance as to how you would like them to confirm their acceptance
any time limits relating to how long they have to accept the offer
Naturally all offers of employment must be fully
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