--- name: prompt-pack-employment-offer-letter description: Use when drafting an employment offer letter for a specific position under a particular jurisdiction's employment law. Covers start date, compensation package, benefits, reporting structure, employment type (at-will, fixed-term, or indefinite), confidentiality obligations, and conditions of employment. Applicable across MENA (UAE, KSA, LB, EG, DIFC, ADGM) and internationally. Trigger when an employer is extending a formal offer to a new hire and needs a legally compliant offer letter that will not inadvertently create greater contractual obligations than intended. license: MIT metadata: id: prompt-pack.employment-offer-letter category: prompt-pack practice_area: employment jurisdictions: [UAE, KSA, LB, EG, DIFC, ADGM, UK, EU, US] priority: P2 intent: [drafting, employment-offer-letter, new-hire, compensation, employment-terms] related: - prompt-pack-executive-employment-agreement - prompt-pack-employment-contract-compliance-review - prompt-pack-employee-handbook - prompt-pack-equity-incentive-plan-summary source: Louis — HAQQ Legal AI (github.com/sboghossian/mini-claude-for-legal) version: "1.0" --- # Employment Offer Letter ## When to use this Use this skill when an employer needs to extend a formal offer of employment that is clear, complete, and legally compliant. The offer letter is often the first binding document in the employment relationship; terms stated in it — even if later superseded by a formal contract — can be relied upon by the employee. Drafting it carefully from the start avoids disputes. The offer letter differs from the employment contract: the offer letter is typically shorter, less formal, and designed to confirm the commercial terms agreed during the recruitment process. In MENA, a formal employment contract must still be signed (often required to be registered with the labour authority); the offer letter is a pre-contractual or concurrent document. ## Required inputs | Input | Why it matters | Default if omitted | |---|---|---| | Position title and description | Defines the role and sets expectations | Ask | | Company name and jurisdiction of employment | Determines applicable law; MENA jurisdictions require Arabic contract registration | Ask | | Start date | Creates a binding commitment | Ask; confirm offer is conditional until start date | | Compensation details (basic salary, allowances, bonuses) | The most important term; must be specified | Ask | | Employment type | Fixed-term vs. indefinite; probation period | Ask; MENA default is typically limited/unlimited contract | | Conditions precedent | Background check, reference check, visa, medical | Ask | ## Optional inputs - Reporting structure (line manager name and title) - Benefits package (health insurance, schooling, transport, housing) - Equity / ESOP grant (if applicable) - Bonus structure (discretionary vs. target bonus) - Post-termination obligations being imposed (non-compete, non-solicitation) - Work location and remote work policy - Confidentiality obligations ## Document structure ### 1. Header - Date of letter - Candidate's full name and address - Subject: "Employment Offer — [Position Title]" ### 2. Opening paragraph Confirm that the company is pleased to offer the position; reference the role, the team/department, and who the offer is extended by. ### 3. Position and start date - Job title and department - Proposed start date - Note that start is subject to completion of conditions (visa processing, background check) if applicable ### 4. Employment type State clearly: - **UAE/KSA/Lebanon/Egypt**: Whether the contract is limited (fixed-term) or unlimited (indefinite) - In UAE, fixed-term contracts under the 2021 Labour Law are limited to 3 years with renewal - In KSA, indefinite contracts are the default; fixed-term for specific projects - **DIFC/ADGM**: Indefinite vs. fixed-term; probation period - **UK/EU**: Permanent vs. fixed-term; reason for fixed-term (if applicable) ### 5. Compensation Provide full compensation details: - **Basic salary**: monthly amount; currency; payment date - **Housing allowance**: if provided separately (common in MENA) - **Transportation allowance**: if provided - **Total package**: state explicitly for clarity - **Bonus**: whether discretionary or target-based; percentage or amount; performance period; note that no entitlement arises unless performance targets are met (for discretionary bonuses) - **Probation salary**: sometimes reduced during probation; if so, state clearly **Gratuity note**: In UAE and KSA, the end-of-service gratuity is calculated on basic salary, not total package. The offer letter should be clear about which elements constitute "basic salary" vs. allowances to avoid disputes at termination. ### 6. Benefits List each benefit clearly: - Health insurance: coverage level; whether family coverage is included - Annual leave: number of calendar or working days - Schooling allowance (if applicable): amount per child; number of children covered; qualifying schools - Air ticket allowance (common in MENA expat packages): annual; business or economy class - Gratuity: reference to statutory entitlement under applicable law ### 7. Probation period - Duration (within statutory maximum) - Notice during probation (typically shorter: 14 days in UAE; 30 days in practice) - Confirmation that employment may be terminated by either party during probation with notice ### 8. Reporting structure and location - Direct supervisor name and title - Primary work location - Travel requirements (if any) ### 9. Conditions of offer State that the offer is conditional on: - Satisfactory completion of background and reference checks - Proof of right to work / visa eligibility - Medical fitness (where applicable) - Execution of the company's standard employment contract - Return of signed offer letter by [date] ### 10. Confidentiality and IP Brief statement (full clauses will be in the employment contract): - Employee will be required to execute a confidentiality and IP assignment agreement - Employee confirms they are not bound by any existing restrictive covenants that would prevent them from taking this role ### 11. Entire agreement / supersession - The offer letter reflects the agreed commercial terms; the formal employment contract will govern the full employment relationship - The offer letter does not constitute the employment contract ### 12. Acceptance - Request that the candidate sign and return the letter by a specified date - Signature block for both employer and candidate ## Jurisdictional notes ### UAE - All employment contracts must be registered with the Ministry of Human Resources and Emiratization (MOHRE) through the online portal; the standard MOHRE contract template must be used or a contract consistent with it - The offer letter should be consistent with the MOHRE contract terms; inconsistencies can be used by the employee to claim the more favorable terms - Arabic language: the MOHRE-registered contract is in Arabic; the offer letter may be in English but the Arabic contract governs - End-of-service gratuity: the offer letter should be clear that gratuity is calculated on basic salary as per UAE Federal Decree-Law No. 33 of 2021 ### KSA - Employment contracts for foreign workers must be attested by the Ministry of Human Resources and Social Development - The offer letter and contract must be in Arabic; bilingual versions are common - Nitaqat / Saudization: if offering a position to an expatriate in a company below its Nitaqat target, confirm that the hire is permitted - Housing allowance and other allowances: common in KSA expat packages; confirm whether allowances are pensionable for purposes of gratuity calculation ### DIFC - DIFC Employment Law 2019 applies; distinct from UAE mainland labour law - Offer letter should reflect DIFC Employment Law terms: 60-day working day annual leave; maternity leave provisions; DEWS contribution in lieu of end-of-service gratuity - DIFC does not permit "at-will" employment; all terminations require notice ### UK / EU - In the UK, the Employment Rights Act 1996 requires a written statement of employment particulars within 2 months of start (now on day 1 for key terms); the offer letter can satisfy this if it covers the required terms - In the EU, the Transparent and Predictable Working Conditions Directive (2019/1152) requires employers to provide key employment information from day 1 - In France, the offer letter can create a binding promise of employment; withdrawal of an accepted offer triggers damages ## Common mistakes - **Vague bonus language**: "Annual bonus payable at company discretion" is fine as a legal matter, but if the company has always paid a bonus, courts may find an implied obligation; be explicit about the criteria. - **Total package confusion**: In UAE, employees who are not told that basic salary is only a portion of their total package sometimes calculate gratuity on the total package and dispute the employer's lower calculation at termination. - **No conditions precedent**: Accepting a candidate before their background check passes creates significant legal risk; always include conditions. - **Contradicting the employment contract**: If the offer letter says 30 days' notice and the employment contract says 14 days, the employee will rely on the 30-day letter. - **Overlooking MOHRE registration in UAE**: The offer letter terms must be consistent with the MOHRE-registered contract; inconsistencies favor the employee. ## Related skills - [[prompt-pack-executive-employment-agreement]] - [[prompt-pack-employment-contract-compliance-review]] - [[prompt-pack-employee-handbook]] - [[prompt-pack-equity-incentive-plan-summary]]