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EmploymentUnited Kingdom
Free Employment Offer Letter Template
Create a professional UK employment offer letter for your new hire. Fill in the key terms, preview the document, and download a polished PDF in minutes. This template is designed for British employers under English employment law.
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Brightfield Technologies Ltd
45 Victoria Street
London SW1H 0EU
Attn: Helen Carter, HR Director
London SW1H 0EU
Attn: Helen Carter, HR Director
020 7946 0123
hr@brightfield.co.uk
2026-04-17
James Whitfield
12 Maple Close
Reading RG1 4PQ
Reading RG1 4PQ
Re: Offer of Employment — Marketing Manager (Marketing and Communications)
Start: 2026-06-01 · £52,000 GBP
Dear James Whitfield,
Following our recent discussions, I am delighted to confirm that Brightfield Technologies Ltd (the "Employer") is pleased to offer you the position of Marketing Manager within the Marketing and Communications team on a full-time basis, on the terms set out below. This letter constitutes a conditional offer of employment and, on acceptance, will give rise to binding contractual obligations in accordance with Sarker v South Tees Acute Hospitals NHS Trust [1997] IRLR 328, which held that a conditional offer letter forms a contract of employment once unconditionally accepted.
Following our recent discussions, I am delighted to confirm that Brightfield Technologies Ltd (the "Employer") is pleased to offer you the position of Marketing Manager within the Marketing and Communications team on a full-time basis, on the terms set out below. This letter constitutes a conditional offer of employment and, on acceptance, will give rise to binding contractual obligations in accordance with Sarker v South Tees Acute Hospitals NHS Trust [1997] IRLR 328, which held that a conditional offer letter forms a contract of employment once unconditionally accepted.
1.
POSITION AND COMMENCEMENT
Your appointment is to the position of Marketing Manager within the Marketing and Communications department, reporting to Sarah Thompson, Head of Marketing. Your employment will commence on 2026-06-01, and this date shall be treated as the start of your continuous employment for the purposes of the Employment Rights Act 1996.
2.
REMUNERATION, HOURS AND LOCATION
Your starting basic salary will be £52,000 GBP per annum (gross), payable monthly in arrears by bank transfer, subject to deductions for income tax and National Insurance contributions. Your salary satisfies the National Minimum Wage and National Living Wage rates applicable to your age under the National Minimum Wage Act 1998 (the National Living Wage being £12.21 per hour for workers aged 21 and over from 1 April 2025), as uprated from time to time. Your normal working hours are 37.5 hours per week, in accordance with the Working Time Regulations 1998. Your primary place of work will be 45 Victoria Street, London SW1H 0EU (hybrid — min. 3 days on-site).
3.
CONDITIONS OF OFFER
This offer is conditional upon satisfactory evidence of your right to work in the United Kingdom under section 15 of the Immigration, Asylum and Nationality Act 2006 (verified via the Home Office online service, IDVT or in-person check as appropriate); receipt of two satisfactory references; and a satisfactory basic Disclosure and Barring Service (DBS) certificate issued under Part V of the Police Act 1997. The Employer will conduct these checks in accordance with the Equality Act 2010 and applicable guidance (including the Rehabilitation of Offenders Act 1974 for any DBS disclosures). Should any condition not be satisfied to the Employer's reasonable satisfaction, the Employer reserves the right to withdraw this offer or to terminate employment during the probationary period without liability, save for sums earned up to the date of withdrawal.
4.
PROBATIONARY PERIOD
Your first six (6) months of employment will be a probationary period during which the Employer will assess your performance, conduct and suitability for the role. The Employer may, acting reasonably, extend the probationary period by up to a further three months. During (and at the end of) probation, either party may terminate employment by giving one (1) week's written notice. On successful completion of probation your employment will be confirmed in writing.
5.
LEAVE, PENSION AND BENEFITS
You will be entitled to paid annual leave in accordance with regulation 13A of the Working Time Regulations 1998 (the statutory minimum of 5.6 weeks per holiday year, inclusive of bank holidays where applicable). For this role, your entitlement is 28 days per holiday year (pro rata for part-time). Your detailed written statement of particulars, issued on or before your first day under ERA 1996 s.1, will confirm the exact entitlement and the bank-holiday treatment.
You will be eligible for auto-enrolment into the Employer's workplace pension scheme under the Pensions Act 2008 from your start date, subject to meeting the eligibility criteria. Detailed information about the scheme will be provided separately.
Additional benefits: Private medical insurance (BUPA), 4× death-in-service life assurance, cycle-to-work scheme, £50/month wellbeing allowance, 25-day Christmas office closure.
Sign-on bonus: £3,000 payable after 3 months' service (repayable on a sliding scale if you leave within 12 months).
Relocation support: Up to £2,500 reimbursement of reasonable relocation costs on production of receipts.
You will be eligible for auto-enrolment into the Employer's workplace pension scheme under the Pensions Act 2008 from your start date, subject to meeting the eligibility criteria. Detailed information about the scheme will be provided separately.
Additional benefits: Private medical insurance (BUPA), 4× death-in-service life assurance, cycle-to-work scheme, £50/month wellbeing allowance, 25-day Christmas office closure.
Sign-on bonus: £3,000 payable after 3 months' service (repayable on a sliding scale if you leave within 12 months).
Relocation support: Up to £2,500 reimbursement of reasonable relocation costs on production of receipts.
6.
BONUS
You will be eligible to participate in the Employer's discretionary bonus scheme. Any bonus is entirely at the Employer's absolute discretion, is not guaranteed, and the payment of a bonus in one year does not create any legitimate expectation or right to a bonus in any subsequent year. Up to 10% of annual base salary, reviewed in March.
7.
WRITTEN STATEMENT AND ACCEPTANCE
In accordance with sections 1 to 7B of the Employment Rights Act 1996, a full written statement of particulars of employment will be provided to you on or before your first day of employment. This letter does not seek to set out every term and condition that will apply to you.
This offer will remain open for acceptance until 2026-05-08. To accept this offer, please indicate your acceptance by signing and returning a counter-signed copy of this letter to the HR contact named above. Your acceptance shall constitute your unqualified agreement to the terms set out in this letter and in the written statement of particulars.
This offer will remain open for acceptance until 2026-05-08. To accept this offer, please indicate your acceptance by signing and returning a counter-signed copy of this letter to the HR contact named above. Your acceptance shall constitute your unqualified agreement to the terms set out in this letter and in the written statement of particulars.
8.
DATA PROTECTION
The Employer will process the personal data you provide during recruitment and any subsequent employment as a controller under the UK General Data Protection Regulation and the Data Protection Act 2018 (as amended by the Data (Use and Access) Act 2025), on the lawful bases of contract performance (Article 6(1)(b)), legal obligation (Article 6(1)(c)) and legitimate interests (Article 6(1)(f) — and, where applicable, the new "recognised legitimate interests" lawful basis at Annex 1 paragraph 1 to the DPA 2018 as inserted by the DUA Act 2025). Full details are provided in the Employer's privacy notice, a copy of which is available on request or on the Employer's intranet.
9.
EMPLOYMENT RIGHTS ACT 2024 — STAGGERED COMMENCEMENT
The parties acknowledge the Employment Rights Act 2024 (Royal Assent 2025, commencement staggered through 2026 and 2027). Where and when the relevant provisions come into force, the Employer shall apply them to your employment, including (without limitation): (a) the day-one right to claim unfair dismissal (replacing the current 2-year qualifying period — likely with a new statutory initial period of employment and lighter-touch dismissal procedure for performance/conduct/capability/some-other-substantial-reason during that period); (b) day-one rights to paternity leave, bereavement leave and unpaid parental leave; (c) Statutory Sick Pay (SSP) from day 1 with the lower-earnings-limit removed; (d) restrictions on "fire and rehire" (s.104I-J ERA 1996); (e) the right to a guaranteed-hours contract for qualifying low-/zero-hours workers; and (f) extension of Employment Tribunal time limits from 3 to 6 months. Nothing in this letter limits any statutory right that has come into force at the relevant time.
10.
AI / GENERATIVE AI IN RECRUITMENT — TRANSPARENCY
In accordance with Articles 13(2)(f), 14(2)(g), 15(1)(h) and 22 of the UK GDPR, the Employer confirms that: (a) where AI or automated tools (including generative-AI tools, automated CV-screening or video-interview analysis) have been used in the recruitment process for this role, the Employer has provided meaningful information about the logic involved and the significance and envisaged consequences of such processing; (b) no decision affecting your offer or hiring outcome has been taken solely by automated processing producing legal or similarly significant effects, save where Article 22(2) UK GDPR permits and appropriate safeguards have been applied; (c) you may request human review of any automated decision and a description of the safeguards applied; and (d) the Employer has carried out a Data Protection Impact Assessment under Article 35 UK GDPR in respect of any high-risk AI processing in recruitment, having regard to the ICO's guidance on AI and data protection.
11.
EQUAL OPPORTUNITIES AND ANTI-HARASSMENT
The Employer is committed to providing a working environment free from discrimination and harassment in accordance with the Equality Act 2010 and, in particular, the proactive duty to take reasonable steps to prevent sexual harassment of workers introduced by the Worker Protection (Amendment of Equality Act 2010) Act 2023 (in force 26 October 2024). The Employer's anti-harassment, equal-opportunities and dignity-at-work policies will be made available to you on or before your first day. You shall be expected to comply with those policies, which form part of your conditions of employment.
12.
ECCTA 2023 FRAUD-PREVENTION ACKNOWLEDGEMENT
Where the Employer constitutes a "large organisation" within the meaning of section 199 of the Economic Crime and Corporate Transparency Act 2023 (≥250 employees OR ≥£36m turnover OR ≥£18m balance sheet, meeting 2 of 3), it operates reasonable fraud-prevention procedures as required by that section (in force 1 September 2025). You shall comply with those procedures and with the Employer's anti-bribery, anti-money-laundering and anti-fraud policies (as required by the Bribery Act 2010, the Proceeds of Crime Act 2002 and the Criminal Finances Act 2017). Any breach of these policies will be treated as a serious matter and may amount to gross misconduct.
13.
GOVERNING LAW AND JURISDICTION
This offer, any resulting contract of employment, and any dispute or claim (including non-contractual disputes) arising out of or in connection with them, shall be governed by and construed in accordance with the laws of England and Wales. The parties irrevocably submit to the exclusive jurisdiction of the courts and tribunals of England and Wales, without prejudice to your statutory right to present a claim to an Employment Tribunal.
If you have any questions about this offer please contact Helen Carter at hr@brightfield.co.uk. On behalf of Brightfield Technologies Ltd, I very much look forward to welcoming you to the team.
YOURS SINCERELY,
Helen Carter
HR Director
for and on behalf of Brightfield Technologies Ltd
Date: ____________________
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What Is an Employment Offer Letter?
An employment offer letter is a formal document sent by an employer to a successful job candidate confirming the offer of employment. It outlines the key terms of the role, such as the job title, start date, salary, and any conditions that must be met before the candidate begins work.
In the UK, an offer letter typically precedes the full employment contract. It serves as the initial confirmation of the agreed terms and is the candidate's first official document from their new employer. The offer may be conditional — for example, subject to satisfactory references, right-to-work checks, or a DBS check.
A clear and professional UK offer letter sets the tone for the employment relationship. It helps avoid misunderstandings about the agreed terms and provides a written record that both parties in the United Kingdom can refer to. English courts treat the offer letter as a contractual document once accepted by the candidate.
What's Covered in This Template
Our employment offer letter template includes all the key information a new hire needs to understand and accept the role.
Job Title and Department
The role being offered, the department, and the reporting line.
Start Date
The proposed first day of employment, or arrangements for confirming the start date.
Salary and Benefits
The annual salary, payment frequency, and a summary of key benefits such as pension and holiday.
Working Hours
Normal working hours and any expectations regarding flexibility or overtime.
Place of Work
The primary office location or confirmation of remote or hybrid working arrangements.
Conditions of the Offer
Any conditions precedent such as references, right-to-work verification, DBS checks, or medical clearance.
Probationary Period
The length and terms of any probationary period, including notice arrangements during probation.
Acceptance Deadline
The date by which the candidate should accept or decline the offer.
Next Steps
Instructions for the candidate on how to accept the offer and what to expect before their first day.
Enclosures
A list of accompanying documents such as the full employment contract, employee handbook, or policy summaries.
How to Create an Employment Offer Letter
Follow these steps to create a professional offer letter using our template.
- 1
Enter Company Details
Fill in the company name, address, and the name and title of the person sending the offer, typically the hiring manager or HR representative.
- 2
Add Candidate and Role Information
Enter the candidate's name, the job title being offered, the department, reporting line, and the proposed start date.
- 3
Specify Salary and Key Terms
State the annual salary, payment frequency, holiday entitlement, pension arrangements, and any other key benefits or terms the candidate should know about.
- 4
Set Out Conditions
List any conditions the offer is subject to, such as satisfactory references, proof of right to work in the UK, DBS clearance, or medical assessment. Be specific about what is required and by when.
- 5
Review and Download
Preview the completed offer letter, verify all details are correct, and download it as a PDF. Send it to the candidate along with any accompanying documents.
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Legal Considerations
An offer letter has legal significance and should be drafted with care.
This template is for informational purposes only and does not constitute legal advice. Consult a qualified solicitor for advice specific to your situation.
Reviewed for England & Wales law
Contractual Status of Offer Letters
An accepted UK offer letter can form a binding contract of employment, even before the employee starts work and before a full written contract is issued. British employers should ensure that the terms in the offer letter are consistent with the intended employment contract to avoid conflicting obligations. If the offer is conditional, the conditions must be clearly stated under English law.
Withdrawal of an Offer
A UK employer can withdraw a conditional offer if the conditions are not met (for example, unsatisfactory references). However, withdrawing an unconditional offer after acceptance may constitute a breach of contract, potentially exposing the British employer to a claim for damages such as notice pay. Offers should be clearly marked as conditional where applicable.
Right to Work Checks
Under the UK Immigration, Asylum and Nationality Act 2006, employers must verify that all new employees have the right to work in the United Kingdom before they start. Failure to carry out proper checks can result in civil penalties of up to £45,000 per illegal worker. The offer letter should state that the offer is conditional on satisfactory right-to-work documentation.
Equality and Discrimination
The offer process must comply with the UK Equality Act 2010. British employers must not withdraw an offer or impose different terms based on a protected characteristic such as age, disability, gender reassignment, pregnancy, race, religion, sex, or sexual orientation. Pre-employment health questionnaires are restricted under section 60 of the Act.
Frequently Asked Questions
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