posted 11th February 2026
Offer basics
• Get the full offer in writing with job title, salary, hours, benefits, place of work, start date, and any probation period; employers should set this out clearly in the offer and subsequent written particulars.
• Confirm if the offer is conditional (for example, subject to references, right to work, medical, or background checks) and what happens if conditions aren’t met.
Contract must haves
• Role and reporting: Job title, duties, reporting line, and performance expectations or probation criteria.
• Pay and benefits: Base salary, pay frequency, bonus/commission rules, pension scheme, private health, sick pay, and eligibility or waiting periods for each benefit.
• Working pattern: Contracted hours, overtime/on call rules, weekend work, and how hours or days can change; confirm hybrid/remote pattern and office location(s).
• Leave: Holiday entitlement, bank holidays, carry over rules, and any additional paid leave.
• Place of work: Any mobility clause or requirement to work abroad and for how long.
• Policies and training: Disciplinary/grievance procedures and any mandatory training (including if you must pay for it).
• Start and probation: Start date, probation length, review points, and notice during probation.
Legal essentials to check
• Written particulars: You are entitled to a written statement of main terms on or before day one of employment.
• Notice periods: UK statutory minimum notice is at least one week after one month’s service; from two years it’s one week per completed year up to 12 weeks, and contracts can specify longer periods.
• Right to work: Ensure your documents and status are clear and valid if checks are required before start.
Risk areas to clarify
• Variable pay: Get bonus/commission mechanics, timing, and eligibility in writing, not just headline figures.
• Flexibility clauses: Nail down hybrid pattern, travel expectations, and any mobility terms to avoid “drift.”
• Fixed term/temporary: If not permanent, confirm end date, renewal terms, and benefits eligibility.
• Post termination restrictions: Understand non compete, non solicit, and non poach clauses (scope, duration, geography).
How to accept (email template)
• Acknowledge and accept subject to agreed written terms, confirm start date, and request updated documents if anything needs amending. Example: “Thank you for the offer of [Job Title]. I’m delighted to accept at a salary of £[x], with a start date of [date]. Could you please confirm the hybrid pattern of [x days office/y days remote] and the bonus plan terms in the contract? Once updated, I will sign immediately.” This aligns with best practice acceptance steps to review, confirm, and then accept in writing.
