UK Job Offer Playbook · 2026
What's the difference between a verbal and written UK job offer?
Why this matters
Many candidates have been burned by verbal offers — the offer was made, they resigned, then 'circumstances changed' and the offer evaporated. While the verbal offer was technically binding, proving its terms in court is extremely difficult. A written offer with clear terms is your protection. From April 2020, employers must give a written statement of employment particulars on or before day one of employment, but this happens AFTER you've already started.
Step-by-step playbook
1) After receiving any verbal offer, immediately email back: 'Thank you for the offer of [Role] at £[X] base + [details]. Could you please send a formal offer letter so I can review the terms?' This both confirms your understanding and prompts written confirmation. 2) If a recruiter is intermediary, ask both the recruiter AND the hiring company to confirm in writing. 3) Don't resign from your current role until you have the written offer letter in hand AND any conditions are met. 4) Read the letter carefully — verify it matches verbal discussions. 5) For senior or complex roles, have an employment lawyer review the contract for restrictive covenants, IP terms, exit clauses. 6) Sign and return; keep a copy. 7) Pre-start, request your written statement of particulars (separate document required by ERA 1996 s.1).
Word-for-word script / template
Email after verbal offer template: 'Hi [Name], Thank you for the verbal offer for the [Role] position discussed on [date]. To confirm my understanding: - Base salary: £[X] - Variable: [details] - Pension: [%] - Holiday: [N] days - Notice period: [period] - Start date: [date or to be agreed] - Working pattern: [details] - Conditions: [references, right to work, DBS, medical] Could you confirm these terms in a formal offer letter so I can review and respond definitively? I appreciate the offer and want to make sure I have the full picture before I notify my current employer. Thank you, [Your name]'
What NOT to do
Don't: accept verbally and resign; assume verbal terms are exactly what will appear in writing; trust 'the contract will follow' without a deadline; take a recruiter's word for the terms (they may have misunderstood); ignore differences between verbal and written offer (small differences add up); fail to keep written records of every conversation about offer terms.
Worked example
Sarah received a verbal offer at £75k from a hiring manager. She emailed both the recruiter and the company confirming her understanding and asking for a written offer letter. The written letter came back at £72k with a 'discretionary bonus' rather than the contractual bonus discussed. She emailed back referencing her original confirmation and the verbal commitment; HR corrected the letter to £75k + contractual bonus. Without the email trail she'd have had to choose: accept the lower terms, fight verbally, or walk away.
Recruiter pro tip
The single most valuable email you'll send in your career is the 'confirming our discussion' email. Send it within 24 hours of any verbal offer or material conversation. It costs 10 minutes and creates a contemporaneous written record that's nearly impossible to dispute. UK employment lawyers say cases turn on these emails more often than any other piece of evidence. Make this a habit for every offer, every variation, every promise.
Related playbooks
How do I formally accept a UK job offer?
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What can I do if my UK job offer is rescinded?
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How do I negotiate a UK job offer?
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