How to write a job offer letter: Templates and examples

A job offer letter is the first official communication between a company and a potential employee. It outlines the job details, sets expectations, and formally extends the employment offer, shaping the new hire’s perception of the organization.

Crafting a clear and engaging job offer letter is crucial, as it lays the foundation for a transparent and positive employment relationship. This guide will walk you through the essential elements to include in your job offer letter to ensure you’ve covered all your bases.

How to write a job offer letter: Step-by-step guide

Here’s how to craft an effective letter that covers all necessary details while maintaining a welcoming tone.

Begin with a positive introduction

Start your letter by warmly welcoming the candidate and expressing genuine enthusiasm about the potential of them joining your team. A friendly opening sets a positive tone and helps make the candidate feel valued from the outset.

Example: “We are thrilled to extend this offer of employment to you and are excited about the possibility of you bringing your talents and enthusiasm to our team.”

State the job details

Clearly specify the job title, whom the new hire will report to, the start date, and the expected work schedule. Providing these details right away helps set clear expectations and eliminates any confusion about the role’s requirements.

Example: “You are being offered the position of Senior Graphic Designer, reporting directly to our Creative Director, with a start date of October 1, 2024, and working a standard schedule of Monday through Friday, 9:00 a.m. to 5:00 p.m.”

Outline the compensation package

Detail the salary or hourly wage, including any overtime eligibility. Clearly state the payment frequency and methods, like direct deposit, to ensure the candidate understands the earnings structure and schedule.

Example: “Your starting salary will be $85,000 per year, paid biweekly via direct deposit, and you will be eligible for overtime pay at 1.5 times your regular hourly rate for any hours worked beyond 40 per week.”

Describe the benefits

Clearly list all benefits associated with the role, such as health insurance, retirement plans, and paid time off. Be transparent about any cost-sharing for benefits and potential changes to carriers or coverage so the candidate has a complete picture of their benefits package.

Example: “Our comprehensive benefits package includes health, dental, and vision insurance, for which the company covers 70% of premiums; a 401(k)-retirement plan with up to a 5% match after 6 months of employment; and 20 days of paid vacation per year.”

Include key employment terms

Address critical contractual elements like at-will employment, noncompete clauses, confidentiality agreements, and employment policies. This not only ensures legal compliance but also sets clear legal boundaries and expectations about the employment terms.

Example: “This offer is contingent upon the at-will employment agreement, which means either you or the company can terminate employment at any time. Also, you must sign a noncompete and confidentiality agreement to protect our proprietary information. Your employment will be subject to the company’s policies, procedures, and handbook as adopted, revised, or deleted periodically.”

Legal considerations when writing a job offer letter

It’s important to make sure your job offer letters meet legal standards to protect your company and inform the candidate properly. Covering legal bases in the letter helps prevent misunderstandings and potential legal issues down the road.

Nondiscriminatory language

To prevent discrimination claims, it’s essential to use language that adheres to employment law standards and avoids bias based on legally protected characteristics.

Clarity on at-will employment

Explicitly state whether the position is at- will, ensuring both parties understand that the employment relationship can be terminated by either side at any time for any lawful reason, which helps manage expectations and mitigate legal risks.

Confidentiality agreements

If the job requires the employee to handle sensitive information, it’s wise to include a confidentiality clause or reference a separate confidentiality agreement that the employee will need to sign.

Noncompete clauses

Include a noncompete clause to prevent employees from competing against your business during and after their employment. Ensure the clause is reasonable in duration, geographic scope, and job scope to be enforceable.

Note: Noncompete agreements have been under scrutiny at the federal and state level. Many states ban noncompetes, and a majority of states have some sort of restrictions on what can be in a noncompete. Additionally, both the National Labor Relations Board and Federal Trade Commission have expressed that noncompetes can interfere with employees’ rights. When legally appropriate, noncompetes should be drafted narrowly to protect legitimate employer interests, not to try to restrict ordinary competition. Additionally, it would be prudent to consult an employment lawyer before drafting a noncompete agreement.

Accommodation statements

Add a statement to the offer letter committing to accommodate disabilities in accordance with the Americans with Disabilities Act (ADA) and similar laws. This will show your dedication to providing an inclusive workplace.

Background checks

Clarify whether the job offer depends on passing background checks. Make this condition clear in the offer letter to avoid misunderstandings later.

FAQs about writing a job offer letter

How long should I give the candidate to accept the job offer?

Typically, it’s best to give the candidate three to seven business days to respond. This allows them time to review the details, ask any questions, and decide without delaying the hiring process too much. If the role is urgent, you can shorten this window, but it’s important to communicate clear deadlines.

What information MUST be included in every job offer letter?

A job offer letter should include the basics, which are:

• Job title and description
• Start date
• Salary or hourly wage and payment schedule
• Benefits package (health insurance, retirement plans, etc.)
• Reporting structure (supervisor/manager)
• Working hours
• Employment terms, such as at-will status and any legal agreements (e.g., confidentiality, policies, noncompete agreements).

How formal should the job offer letter be?

The formality of the offer letter should reflect the role. For executive- or senior-level positions, a more formal and polished tone is appropriate. For junior or creative roles, you can use a more conversational tone while remaining professional. Regardless, the letter should always be clear, respectful, and concise.

What format should I send the offer letter in?

It’s best to send the job offer letter as a PDF to ensure formatting consistency and professionalism. You can also include a summary of the offer in the email body, but the official document should be attached as a PDF. This prevents the document from being changed and ensures the candidate can easily open and print it if necessary.

Do I need to give the candidate a verbal offer before sending the written offer?

It’s not required (unless your organization specifies that it is), but providing a verbal offer before sending the written offer is a standard practice. A verbal offer allows you to gauge the candidate’s reaction, clarify any immediate questions, and express enthusiasm about the potential hire. It also prepares the candidate for what to expect in the written offer.

Example job offer letter templates

To get you started, here are two job offer letter templates that you can customize to fit the job specifics and your company’s culture. These are general examples and are not state-specific. You should consult local and state laws to ensure compliance.

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Crafting clear and legally compliant job offer letters is essential for building strong employment relationships and ensuring a smooth onboarding process. By following these guidelines, you can enhance communication, avoid misunderstandings, and set your new hires up for success.

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