Making job offers

Updating author: Lynda Macdonald

Brightmine editor: Laura Merrylees

Summary

• Job offers are normally conditional on the prospective employee satisfying certain requirements. (See Conditional and unconditional offers)
• The withdrawal of an unconditional job offer will constitute a breach of contract, entitling the prospective employee to sue the employer for damages. (See Conditional and unconditional offers)
• Employees are protected against unlawful discrimination in the terms on which they are offered employment. (See Prohibition against discrimination in job offers)
• Medical checks may be carried out only on successful job applicants. (See Pre-employment medical checks)
• References and qualifications of prospective candidates should be checked. (See Checking references and Checking qualifications)
• Job offers should be conditional on the job candidate having the right to work in the UK. (See Checking right to work in the UK)
• A job offer may stipulate that continued employment is subject to satisfactory completion of a probationary period. (See Probationary periods)
• It is a legal requirement to confirm certain terms and conditions of employment in a written statement. (See Terms of employment that must be in writing)