Free tool
Offer letter generator
Fill in the details on the left and a clean offer letter appears on the right, updating as you type. Your date format, your currency, your pay frequency, your sign-off.
Check these before you send, in the country of employment
Every item is a question, not an answer. This site publishes no statutory minimum, maximum or deadline for any country, so take this list to a local adviser or the official source and come back with the figures to type into the form.
- Whether written particulars of employment must be given, what they must contain, and by when.
- Whether the letter or contract must be in the local language, or in a bilingual version, to be effective.
- Whether a probation period is permitted for this role, and any maximum length or notice rules attached to it.
- The minimum notice each side must give, whether it rises with service, and whether the two sides may differ.
- The statutory minimum paid leave, how public holidays are treated, and whether they sit on top of it.
- Working time limits, rest breaks, night work rules and how overtime must be paid or compensated.
- Any minimum wage, sector agreement or collective agreement floor that applies to this role.
- Whether the role falls under a collective or works-council agreement that overrides parts of your letter.
- Right-to-work or immigration checks, what evidence you must see, and when you must see it.
- What you must tell the candidate about how you handle their personal data, and when.
- Whether pay must be quoted in the local currency, and whether a salary range must be disclosed to the candidate.
- How enforceable confidentiality, intellectual property assignment, non-solicit and non-compete terms are locally.
- How employment ends where you are hiring, including whether at-will employment exists there at all.
- Whether the offer or contract has to be signed, witnessed, notarised or registered to take effect.
How the letter is built
Every rule the template follows, in the open, because a document you are about to put your company's name on should hold no surprises. Nothing here is a clause we wrote for you.
The order, and what happens to a blank field
The letter is assembled from your fields in a fixed order: the sending entity, the date, the recipient, an opening paragraph, then numbered sections for the position, the place and start, the working pattern, compensation, variable pay, equity, benefits, leave, probation, notice, conditions, governing law and how long the offer stays open, then the sign-off and an acceptance block. Sections you leave blank are dropped entirely and the remaining sections renumber, so the letter never contains an empty heading. Fields you leave blank that the letter cannot do without appear in square brackets, so a missing detail is visible rather than silently absent.
Dates and money, in the convention you picked
Dates are formatted in the order you chose and never rendered ambiguously by accident: 01/02/2026 means different months on different continents, which is why the two long forms are offered first. Pay is grouped in the convention you chose, so a figure reads correctly whether your reader expects 1,200,000 or 12,00,000 or 1.200.000. The tool writes only the details you enter. It adds no clause of its own, invents no figure, and inserts nothing about the law of any country.
What this tool is not
A starting template, not legal advice, and not a contract. Employment law and the terms a letter must contain vary by country and sometimes by region within one, so what you see here may be missing something your jurisdiction requires and may include something it does not permit. Have a lawyer or a local employment adviser review the letter before you send it, and use the checklist above as the list of things to ask them about.
For what belongs in an offer, read the offer letter guide; the country guides under guides cover several markets in more detail.
Questions with complete answers
Is this a legally complete offer letter?
No. It is a clean starting draft that puts the terms you enter in a sensible order, so you have something to edit instead of a blank page. What a letter must contain differs by country and sometimes by region within one, and this tool asserts nothing about any of them. Have a lawyer or a local employment adviser review the letter before you send it. The checklist on this page is the set of questions to take to them.
Does it work outside the United Kingdom and the United States?
Yes, and that was the point of rebuilding it. Date order, digit grouping, currency, pay frequency and sign-off convention are all yours to set, the country of employment is its own field rather than being buried in a location string, and the terms that vary most between jurisdictions, probation, notice, working pattern, leave and governing law, are fields you fill in rather than defaults we picked. A letter for Berlin, Lagos, Jakarta, Singapore, London or San Francisco all come out of the same form.
Why does it not fill in the notice period or the leave entitlement for me?
Because filling them in would mean publishing a statutory minimum as fact, and this site does not do that for any country. Those numbers differ by jurisdiction, often by length of service, sometimes by sector agreement, and they change. A default that looked authoritative and was wrong for most readers would be worse than an empty field with a clear label. Get the figures locally, enter them, and they appear in the letter exactly as you typed them.
Does the tool store anything I enter, or send it anywhere?
No. Everything runs in your browser, the letter is built on your device as you type, nothing is sent to a server, and closing the tab clears it. There is no email wall and no sign-up. This tool also deliberately has no share-by-link button, unlike the calculators on this site: a link would carry a named person and their pay in the address bar, into browser history and into whatever window you pasted it in. Copy it or download it instead.
What should I check before sending?
That the title, start date, pay and pay frequency match what you actually agreed. That the employment type and country are right for tax and right-to-work purposes. That any equity or benefits wording matches your real plan documents rather than a summary of them. That the probation and notice terms you entered are permitted where the person will work. Then have someone qualified in local employment law read the whole thing.
Generate one here. Generate every one from the record.