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Are promises made during the interview legally binding?


What comprises an offer of employment?

An offer of employment is an expression by the employer of a willingness to be legally bound. Job offers made orally can lead to the formation of a binding contract, once accepted. Offers must be distinguished from material designed to interest candidates in applying for work such as job advertisements. Similarly an application form is not regarded as an offer by the candidate to work for the employer. An offer of employment can be withdrawn before it has been accepted, but a withdrawal is complete only when it reaches the applicant. If an offer is withdrawn after it has been accepted, this will constitute a breach of contract.

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Why are written terms of employment important?

Are conditional job offers binding?

What constitutes an acceptance of an offer of employment?

If an employer makes a job offer and the candidate accepts, can the employer change its mind and withdraw the job offer if nothing has yet been put in writing?

Where an individual has accepted an employment offer can the employer withdraw it where, for example, a freeze on recruitment has subsequently been put in place?

Where an individual accepts a job offer but subsequently accepts another offer from a different company will the first employer have any form of redress?

Can an employer withdraw a job offer if it subsequently discovers that the successful candidate is pregnant?

Does an employer have the right to insist on medical checks for all new employees?

May an employer ask a prospective employee to fill in a medical questionnaire?

Can employers make conditional offers subject to health clearance and then withdraw an offer if the health requirement is not met?

Where an individual's employment offer is withdrawn due to an unsatisfactory reference does he or she have any right to see the reference?

Where an unsuccessful job applicant asks for details of why he or she was not offered the job is the employer obliged to disclose those details?

What are the main obligations on employers in relation to vetting and barring under the Safeguarding Vulnerable Groups Act 2006?

Under the vetting and barring scheme, what constitutes "regulated activity" in relation to children?

Under the vetting and barring scheme, what constitutes "regulated activity" in relation to vulnerable adults?

What are the main changes in force from 10 September 2012 to the vetting and barring scheme for people working with children and vulnerable adults?

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