The recent case of Kankanalapalli v Loesche highlights the importance for HR professionals of distinguishing between conditions precedent and subsequent when making job offers. Employers should review offer letters to ensure that conditions are clearly framed as conditions precedent where appropriate, with a statement that the offer may be withdrawn if those conditions are not met.
A model questionnaire, following a job offer, to obtain basic information about an applicant's health, where this is a necessary requirement for the role.