---

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The offer letter is often the first binding document in the employment relationship; terms stated in it — even if later superseded by a formal contract — can be relied upon by the employee.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]]