South Africa
Job Offer Letter
R249
Create a clear and professional job offer letter confirming the role, start date, salary, benefits, working hours, reporting line, probation terms, and any conditions that must be met before employment begins.
A Job Offer Letter is used to formally offer employment to a selected candidate before or together with a full employment contract. It records the essential terms of the proposed appointment, including the position, start date, remuneration, working hours, workplace, reporting line, probation, benefits, and conditions that must be fulfilled before employment begins. It may also state that the offer is subject to the signing of a full employment contract and compliance with applicable workplace policies.
South African legal context (2026 checklist)
A job offer letter should be clear enough to avoid disputes about whether employment has already commenced and what terms apply. If the offer is conditional, the conditions should be expressly stated, such as reference checks, qualification verification, work permit status, medical fitness where lawful and relevant, or signing a formal employment contract. If the appointment is fixed-term, the offer should state the fixed period and the reason for using a fixed-term arrangement. The wording should avoid discriminatory requirements and should align with minimum employment standards.
- Basic Conditions of Employment Act 75 of 1997
- Section 29: Written particulars of employment
- Section 32: Payment of remuneration
- Section 34: Deductions and other acts concerning remuneration
- Section 37: Notice of termination of employment
- Section 40: Payments on termination
- Labour Relations Act 66 of 1995
- Section 185: Right not to be unfairly dismissed or subjected to unfair labour practice
- Section 186: Meaning of dismissal and unfair labour practice
- Section 188: Fair dismissal requirements, where termination later becomes disputed
- Section 198B: Fixed-term contracts with employees earning below the prescribed threshold
- Employment Equity Act 55 of 1998
- Section 5: Elimination of unfair discrimination
- Section 6: Prohibition of unfair discrimination
- Section 9: Medical testing
- National Minimum Wage Act 9 of 2018
- Protection of Personal Information Act 4 of 2013, where personal information is collected during recruitment and onboarding
Use this as a starting point only. Verify current gazetted amendments, tribunal rules, and SARS / DOL circulars that may apply to your matter.
Typical questions we'll walk you through
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What is the employer’s full legal name and address?
What is the candidate’s full name and contact details?
What position is being offered?
Is the role permanent, fixed-term, temporary, part-time, casual, or probationary?
What is the proposed start date?
Where will the employee be based?
Who will the employee report to?
What are the ordinary working hours and working days?
What salary, wage, or remuneration package will be paid?
How often will the employee be paid?
Will the employee receive benefits such as pension, medical aid, bonus, commission, travel allowance, cellphone allowance, or housing allowance?
Will the appointment be subject to probation?
What is the probation period?
Is the offer conditional on reference checks, qualification verification, background screening, medical fitness, work permit status, or signing an employment contract?
If the appointment is fixed-term, what is the end date and reason for the fixed-term appointment?
What leave benefits will apply?
What notice period will apply after employment starts?
Must the employee sign confidentiality, restraint of trade, intellectual property, or company policy documents?
By when must the candidate accept the offer?
Who is authorised to sign the offer on behalf of the employer?
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