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When the recruiting phase is complete and an employer has decided on a candidate for a certain position, the employer often makes a verbal offer and follows up with an employment offer letter. The candidate’s signature on an offer letter confirms that the post and its terms have been accepted. However, the language used in the offer letter should be carefully considered by the employer, as it could be seen as an employment contract or agreement.
An employer should be aware of the rules of an employment contract so that these aspects are not mistakenly included in offer letters. The duration of the job (except for a temporary or fixed-period assignment), job duties and requirements, and grounds for termination or resignation are all common issues included in an employment contract that should be avoided.