Offer and induction—law firms
Produced in partnership with Beth Pipe FCIPD of OnLive Learning
Offer and induction—law firms

The following Practice Management practice note Produced in partnership with Beth Pipe FCIPD of OnLive Learning provides comprehensive and up to date legal information covering:

  • Offer and induction—law firms
  • Basic content of an offer letter
  • References
  • Keeping in touch
  • Preparing for the first day
  • Induction

This Practice Note provides guidance on:

  1. the basic content of an offer letter

  2. taking up references

  3. keeping in touch before the start date

  4. preparing for their first day

  5. induction programmes

Basic content of an offer letter

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:

  1. a clear offer of employment

  2. any condition attached to that offer, for example receipt of appropriate references, proof of qualifications etc

  3. job title and location

  4. start date—if this is known, if not make it clear this is yet to be agreed

  5. a written contract of employment, if possible, so the candidate can consider the offer in detail

  6. guidance as to how you would like them to confirm their acceptance

  7. any time limits relating to how long they have to accept the offer

Naturally all offers of employment must be fully compliant with the Equality Act 2010.

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