In this guide
Checking employers and job offers
Reading a job offer letter before you accept (Great Britain)
What an offer in Great Britain should tell you, what the written statement of terms must include, and the gaps or requests that should prompt questions.
What the offer itself should cover
Points to find in the offer
- Job title and who you will report to.
- Pay, how often it is paid and any probation pay difference.
- Hours and working pattern, including weekends or nights.
- Place of work and any hybrid or travel expectations.
- Start date and how long the job is expected to last.
- Conditions: references, right-to-work checks, qualifications or background checks.
- Holiday entitlement and notice period, or a statement that they are in the contract.
The written statement of employment particulars
In England, Scotland and Wales, GOV.UK explains that employers must give employees and workers a written statement of the main conditions of employment. It is not the same as an employment contract. The principal statement must be given on the first day of employment and a wider written statement within two months.
Northern Ireland's rules differ: nidirect explains that an employee who has worked for more than one month is entitled to a written statement of employment particulars within two months of starting work.
| Item | Why it matters |
|---|---|
| Employer's name, your name, job title or description and start date | Confirms who you work for and what you were hired to do |
| How much and how often you are paid | Lets you check against the offer |
| Hours and days of work and if they can vary | Shows whether overtime, Sundays or nights are expected |
| Holiday entitlement | Including whether it counts public holidays |
| Where you will work and whether you may have to relocate | Important if the role is hybrid or mobile |
| Length of any probation period and its conditions | Sets expectations for the first months |
| Obligatory training and whether the employer pays for it | Helps you spot costs passed on to you |
Gaps and requests that should prompt questions
- Pay or hours different from what was discussed.
- Vague job duties or no named manager.
- Training you must pay for before starting.
- Any request to pay for equipment, checks, uniforms or a visa as a condition of the offer.
- An offer that arrives only through a messaging app, with no company email or letterhead you can verify.
Thank you for the offer of the [job title] role. Before I accept, could you confirm [the hourly rate / the working pattern / whether training costs are covered], and when I will receive the written statement of terms? I am very interested in the role and would like to make sure I understand the details.
If something is wrong after you start
GOV.UK's pay and work rights page explains that Acas provides free advice on contracts and terms, and how to complain about an employer or employment agency. In Northern Ireland, the Labour Relations Agency gives free employment advice.
Common questions
Is an offer by email legally valid?
An emailed offer is common and genuine employers use it. What matters for your protection is receiving the written statement of terms GOV.UK describes, and that the offer comes from a verifiable employer.
Can an offer be conditional?
Yes. Offers are often conditional on references, right-to-work checks or qualifications. The letter should say what the conditions are.
Sources
- GOV.UK: written statement of employment particularsGOV.UK · Great Britain · checked 3 October 2026
- nidirect: employment contracts and written statementsnidirect · Northern Ireland · checked 6 October 2026
- GOV.UK: pay and work rights helpline and complaintsGOV.UK · Great Britain · checked 3 October 2026
- GOV.UK: prove your right to work to an employerGOV.UK · UK · checked 3 October 2026
Put it into practice
See how Luceria helps with thisDrafted with AI assistance and checked against Luceria’s editorial standards. Examples are illustrative, not real people’s results. Spotted something out of date? Tell us.