Full-time Employment Offer Letters

Full-time employment offer letters help employers make a clear written offer of employment and confirm the key terms of the role. They are designed to sit alongside the matching employment contract so that the offer, contractual terms and starting arrangements are consistent.

This collection spans basic and office-based roles through to appointments involving restrictive covenants, enhanced confidentiality or specific working patterns. It also includes related templates for apprentices, young workers, homeworking and pre-employment medical information.

Matching a Full-Time Offer Letter to the Employment Contract

An offer letter should confirm the main practical terms of the appointment, including the job title, workplace, remuneration and proposed start date. The employment contract should then reflect those terms in the detailed contractual wording.

The Full-Time Contracts of Employment page can be used when preparing the contract that accompanies the offer letter, helping employers avoid inconsistencies between the initial offer and the terms the employee is asked to sign.

For a straightforward full-time role, the Basic/Statutory Minimum Employment Offer Letter provides a simple starting point and can be used with the matching Basic / Statutory Minimum Employment Contract.

Where the role involves post-termination restrictions, the Basic Employment Contract With Restrictive Covenants Offer Letter should be used with the matching Basic Employment Contract with Restrictive Covenants so that the offer paperwork reflects the intended contractual terms.

Confirming the Right to Work and Joining Formalities

The Full-time Employment Offer Letters include wording requiring the employee to provide evidence of their legal right to work in the UK. They also ask new joiners to bring identity documents and their P45 when they start employment.

This makes the templates useful not only for confirming the offer itself, but also for supporting the employer’s recruitment and onboarding process.

Handling Medical Information and Young Worker Appointments

The Full-time Offer Letters ask employees to advise the employer of any medical conditions, allergies or disabilities that they have. This is so that the employer can consider any potential reasonable adjustments that may be appropriate in line with provisions under the Equality Act 2010.

The range also includes the Medical Questionnaire Long-Form and Medical Questionnaire Short-Form for obtaining pre-employment medical information where appropriate.

For a young worker appointment, the Young Worker Employment Offer Letter helps confirm the proposed role, while the Young Worker Risk Assessment Form supports the employer’s assessment of the work and working environment before employment starts.

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Frequently Asked Questions

What should a full-time offer letter include to make the offer clear and legally sound? +

An offer letter should confirm the job title, workplace, salary and proposed start date. It is also good practice to state whether the offer is conditional (for example on satisfactory references or a right-to-work check) or unconditional, because an accepted unconditional offer forms a legally binding contract. The Simply-Docs full-time offer letter templates cover these practical terms and include wording about identity documents, P45 and right-to-work evidence, supporting a smooth onboarding process. A separate written employment contract should then reflect all the same terms in full.

Can I withdraw a job offer after the candidate has accepted it? +

Whether you can withdraw depends on if the offer was conditional or unconditional. A conditional offer (for example subject to satisfactory references or a right-to-work check) can be withdrawn if the candidate does not meet the stated conditions. Withdrawing an unconditional offer after acceptance is much riskier because the acceptance creates a legally binding contract, and the candidate could have a claim against you. The Simply-Docs full-time offer letter templates are drafted as conditional offers, giving the employer flexibility before employment begins. If you are unsure about withdrawing any offer, contact the Acas helpline.

Do I need to check a new employee's right to work before they start, and how does the offer letter support this? +

Yes, for new hires. A right-to-work check must be carried out before the employee starts work to establish a statutory excuse against a civil penalty, a duty arising under the Immigration, Asylum and Nationality Act 2006; failing to carry out a correct check can result in a civil penalty. There are limited carve-outs: you do not need to do checks for existing employees from the EU, EEA or Switzerland who came to the UK before 1 July 2021, and staff who transfer to you under TUPE may be checked within a 60-day grace period after the transfer rather than before they start. The Simply-Docs full-time offer letter templates include wording requiring the new employee to bring evidence of their right to work in the UK when they start, along with identity documents and their P45. This supports recruitment and onboarding, though the check itself must still be carried out in line with current Home Office guidance before employment begins.

The role I am filling involves post-termination restrictions. Which offer letter should I use? +

Post-termination restrictions are subject to the restraint-of-trade doctrine under English law: they are enforceable only if they protect a legitimate business interest and are reasonable in scope, duration and geography. Match the offer letter to the contract containing the restrictions to avoid inconsistencies between the initial offer and the terms signed. Use the Basic Employment Contract With Restrictive Covenants Offer Letter with the matching Basic Employment Contract with Restrictive Covenants. For office-based roles use the Office Worker/Administrator with Restrictive Covenants Offer Letter, and for fixed-term appointments use the Fixed Term with Restrictive Covenants Offer Letter.

I want to ask the new employee about health conditions before they start. When and how can I do this lawfully? +

Under section 60 of the Equality Act 2010 you must not ask about an applicant's health before a job offer is made, so wait until you have made an offer (including a conditional offer). You may then ask the employee to disclose any medical conditions, allergies or disabilities to consider whether reasonable adjustments are needed. The Simply-Docs full-time offer letter templates include wording positioning the health disclosure request at the offer stage, and where more detailed pre-employment medical information is needed, the Medical Questionnaire Long-Form and Medical Questionnaire Short-Form can be used alongside the offer letter.

I am hiring someone who is 16 or 17 years old. What should I do differently at the offer stage? +

Young workers (above school leaving age but under 18) face stricter limits under the Working Time Regulations 1998: no more than eight hours a day and 40 hours a week, with night work restrictions, and in England a 16 or 17-year-old must continue in education or training. Before employment begins, carry out a specific risk assessment under the Management of Health and Safety at Work Regulations 1999, supported by the Young Worker Risk Assessment Form. Use the Young Worker Employment Offer Letter reflecting these constraints so the role is lawful from day one.

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