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Offer letter generator

Fill in the form and get an employment offer letter you can print or save as PDF: role and reporting line, start date, salary and pay frequency, bonus or commission, equity with vesting and cliff, benefits, probation, notice and an expiry date on the offer. It is a template, not legal advice, and employment law varies by jurisdiction.

This is a template, not legal advice. Employment law varies by jurisdiction, and it is the one area where local rules override whatever the letter says: notice, severance, probation limits, at-will status and statutory benefits all change by country and often by state. No lawyer drafted or reviewed this for your situation. Have it checked where the person will actually work before you send it.

Company

The entity that employs the person, not the group holding company.

Candidate and role

Where the person actually works. This is the law that will govern the employment in practice.

Pay
Equity
Benefits and terms

0 for none.

At-will works in most US states and almost nowhere else. Pick statutory notice for the rest of the world.

Default is a placeholder. Local employment law usually wins over this clause anyway.

[Company name]

Offer valid until [offer expiry date]

[Candidate name]

Offer of employment

Dear [First name],

Thank you for the time you have given us. We would like you to join [Company name] as [job title]. The terms of the offer are set out below.

1. Role and reporting

1.1  We are pleased to offer you the position of [job title] at [Company name], a company incorporated in [country of incorporation].

1.2  You will report to [manager name and title]. Your duties are those normally associated with the role, plus other reasonable duties the Company assigns from time to time. Reporting lines and duties may change as the business changes.

2. Start date and employment type

2.1  Your start date will be [start date], or another date we agree in writing. This is a full-time position.

3. Place of work

3.1  You will work remotely from [location]. [Company name] may ask you to travel occasionally for team meetings or customer work, with reasonable notice and at the Company's cost.

4. Compensation

4.1  Your annual base salary will be USD [amount], paid once a month in arrears, less any deductions and withholdings [Company name] is required by law to make. Salary is reviewed periodically; a review is not a promise of an increase.

5. Benefits and time off

5.1  You will be enrolled in the benefits [Company name] offers employees in [location], which currently include: [list the benefits: health cover, retirement or provident fund, equipment budget, insurance]. Benefits are provided under the relevant plan or policy, may change, and are not a contractual entitlement unless the law where you work says otherwise.

5.2  You will be entitled to 20 days of paid time off per year in addition to public holidays in [location], plus any statutory sick leave, parental leave and other leave the law where you work requires.

6. Notice and ending the employment

6.1  Your first 3 months are a probationary period, during which either side may end the employment on shorter notice as set out below or as required by local law.

6.2  Employment with [Company name] is at will. That means either you or the Company may end the employment at any time, with or without cause and with or without notice, and nothing in this letter creates a contract of employment for a fixed period. Only a written agreement signed by an officer of the Company can change that.

6.3  As a courtesy, the Company asks for 30 days' notice if you resign, and will try to give you the same. Local law may require notice or severance regardless of the at-will wording above.

7. Confidentiality, intellectual property and policies

7.1  Before or on your start date you will be asked to sign the Company's confidentiality and intellectual property agreement. In short: you keep Company and customer information confidential, and work you create in the course of your employment belongs to the Company, to the extent the law where you work allows that.

7.2  You confirm that joining [Company name] does not breach any agreement you have with a current or former employer, and that you will not bring or use another party's confidential material in your work here.

7.3  You will follow the Company's policies, including its code of conduct, security and data protection policies, as updated from time to time.

8. Conditions of this offer

8.1  This offer is conditional on you having the right to work in [location], on satisfactory background and reference checks where the Company runs them and local law permits, and on you providing the documents the Company needs for payroll, tax and statutory registration.

8.2  If a condition is not met, the Company may withdraw the offer or end the employment, subject to the law where you work.

9. Governing law

9.1  This letter and your employment are governed by the law of Delaware, United States. Mandatory employment protections in [location] apply regardless of this clause, and they generally cannot be contracted out of.

10. Accepting this offer

10.1  This offer is open until [offer expiry date]. To accept, sign and return a copy of this letter before that date.

10.2  This letter sets out the main terms of the offer. It replaces earlier discussions about them. Where the Company is required to give you a formal employment contract or written statement of particulars under local law, that document will follow and will govern where it conflicts with this letter.

We hope you accept. If anything here is unclear, ask us before you sign.

Signatures

For the Company

 

Signature

Name: [Signatory name]

Title: Head of People

Entity: [Company name]

Date: ____________________

Accepted by the candidate

 

Signature

Name: [Candidate name]

Start date: [start date]

Date: ____________________

Notes for both sides: read before signing

  • This letter was generated from a template. No lawyer drafted or reviewed it for either party, and it is not legal advice.
  • At-will employment is a United States concept, and not every US state applies it the same way. In most other countries notice periods, severance and dismissal protection are set by statute and cannot be written away.
  • Probation limits, maximum working hours and minimum paid leave are set by local law. If this letter offers less, the law wins.
  • Equity is governed by the plan and grant documents, not by this letter, and it is taxed very differently depending on where the employee lives: sometimes at grant, sometimes at vest, sometimes at exercise.
  • Hiring someone in a country where you have no entity usually means an employer of record or a local entity. Paying an overseas employee like a contractor is the most common and most expensive mistake here.

Print opens your browser’s dialog. Choose “Save as PDF”. Only the letter prints.

What the letter covers

Nine numbered sections plus signature blocks: role and reporting line, start date and employment type, place of work, compensation (base salary, pay frequency, bonus or commission, equity), benefits and time off, notice and ending the employment, confidentiality and IP, conditions of the offer, governing law, and how to accept.

The parts most templates get thin are equity and termination. Equity needs the instrument, the amount, the vesting schedule with its cliff, and a line saying the plan documents govern, because they do. And the termination wording has to match where the person works: at-will if the hire is in the United States, a notice period everywhere else. Picking the framing changes the clause the generator writes.

Risks this letter does not remove

Local employment law beats your governing-law clause

Whichever law the letter names, the mandatory protections where the person actually works still apply: notice, severance, working time, minimum leave, dismissal procedure. A clause that gives less than the local minimum is simply read up to the minimum, and the employer pays the difference.

Probation periods are capped in most countries

Three months is common, but several jurisdictions cap probation by statute or by collective agreement, and some restrict what shorter notice you can use during it. Check the cap before you set the number, especially for hires in Europe, Latin America and India.

Equity promises in a letter are not equity

Nothing vests until the board approves the grant and the person signs the grant agreement. Write the number and the schedule in the letter if you like, but say plainly that the plan documents govern, and send them. Candidates who accept on a number they cannot read the terms of usually find out later.

Hiring abroad without an entity is not an offer-letter problem

If you have no legal entity where the person lives, an offer letter does not create a lawful employment relationship there. You need an employer of record, a local entity, or a genuine contractor arrangement that would survive scrutiny. The misclassification cost lands on the company, in their country.

How to use it

  1. Fill the form. Leave nothing in square brackets in the preview: every bracket is a term you have not decided yet.
  2. Set the termination framing to match where the person will work, not where your company is registered.
  3. Have it checked by someone qualified in that country, and send the equity plan documents with the letter.
  4. Print to PDF, send it, and keep the .json so you can regenerate the letter if the start date or the package changes.

Template written in-house by Plaitr from the structure common to employment offer letters. It has not been reviewed by counsel in any jurisdiction, it is not legal advice, and employment law differs enough between countries that we make no claim it fits yours. Nothing you type leaves your browser: the preview, the print output and the .json download are all produced locally.

Questions

Is an offer letter legally binding?
A signed offer letter usually creates a contract about the terms it states, such as salary and start date. What it cannot do is override local employment law. Notice, severance, probation limits and minimum leave come from statute where the person works, whatever the letter says.
What is the difference between an offer letter and an employment contract?
An offer letter sets out the headline terms and asks the person to accept. An employment contract is the full agreement, and in many countries the employer is legally required to issue one, or a written statement of particulars, within a set period after the start date. The letter comes first.
Can I use at-will language outside the United States?
No, and it will not help you. At-will employment is a United States concept, applied differently even between states. Elsewhere, dismissal usually requires notice, cause or both, and statutory severance may apply. Use the notice-period framing for hires outside the US and have it checked locally.
What should an equity clause in an offer letter say?
The instrument, the number of shares or the percentage, the vesting schedule with its cliff, and that the board and the plan documents govern. Say the strike price is set at grant. Send the plan and grant agreement with the letter, because those documents decide what happens when the person leaves.
How long should a candidate get to respond?
Long enough to read the plan documents and take advice, which usually means several working days rather than hours. Put a real expiry date on the letter so both sides know where they stand, and be ready to extend it if the candidate is waiting on a competing process.
Can I hire someone abroad with just an offer letter?
Not on its own. Employing someone in a country where you have no entity normally needs a local entity or an employer of record, plus local payroll registration. Paying an overseas employee as a contractor to avoid that is the most common and most expensive mistake in cross-border hiring.

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