Checking and accepting a UK job offer

Katerina Galkina · EN · 07/10/2026

Conditional and unconditional offers

First look for “conditional”, “provisional” and the outstanding checks. An offer may depend on references, right-to-work evidence, qualifications or other requirements. Under GOV.UK's job-offer guidance ↗, accepting an unconditional offer creates a legally binding employment contract. Both the offer and acceptance can be verbal.

Consequently, “the contract has not been signed yet” does not always mean no obligations exist. Before replying, ask which conditions remain and when the employer regards the offer as final. Do not resign from your current job solely on the basis of an offer that could still fall through during checks.

Compare the important terms

Check the legal employer, role and duties, gross annual salary, bonus and payment conditions, hours, workplace and required travel. For hybrid work, clarify office attendance and whether the policy can change.

Compare holiday, pension, sick pay, probation, notice, start date and payment for mandatory training. Written employment particulars ↗ cover the main terms, but an offer letter may be shorter than the complete package. Request the contract and referenced policies before agreeing to an unclear provision.

Accepting and planning the move

If you want a different salary or working arrangement, discuss it before final acceptance. Obtain an updated version so that a verbal promise is reflected in the documentation. Your reply should clearly confirm the role, terms and agreed start date you are accepting.

Compare the date with your current contractual notice period. Ask the new employer about check deadlines, where to send documents and what is needed for the first day. Use a verified organisational channel for personal information, especially where an external recruiter supplied the offer.

Withdrawal or changing your mind

Retain the offer, acceptance, evidence that conditions were met and subsequent correspondence. The legal consequences depend on whether a binding contract existed and why it ended. GOV.UK distinguishes withdrawal, possible discrimination and breach of contract; compensation is not automatic.

If you change your mind after accepting an unconditional offer, inform the employer promptly and discuss a written release from your obligations. Contractual notice can matter even before your first day. If a dispute arises, obtain individual advice before promising payment or assuming that the absence of a signature resolves the issue.