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An Offer Letter is a formal written document that companies use to extend employment terms to potential new hires in Hong Kong. It outlines key details like salary, position title, start date, and basic working conditions, serving as the first step in establishing the employer-employee relationship.

While not as detailed as a full employment contract, an Offer Letter creates important legal obligations under Hong Kong's Employment Ordinance once signed by both parties. Most companies use it to confirm essential terms before preparing comprehensive employment agreements, giving candidates a clear snapshot of their proposed role and compensation package.

Use an Offer Letter when you've identified a candidate you want to hire and need to formally present employment terms. This document becomes especially important in Hong Kong's competitive job market, where top candidates often receive multiple offers and need clear, written terms to make their decision.

Timing matters - send the Offer Letter promptly after verbal discussions but before preparing the full employment contract. This approach protects both parties by documenting key terms early, helps secure preferred candidates quickly, and meets Hong Kong employment law requirements for written terms. It's particularly crucial for senior roles, positions with complex compensation packages, or when hiring foreign workers.

• Offer Letter For House: Used in real estate transactions to formally propose purchase terms to property sellers
• Contractual Agreement: A more detailed version that includes comprehensive employment terms and conditions
• Thank You For The Job Offer Letter: Candidate's formal acceptance response to an employment offer
• Job Offer Refusal Letter: Candidate's professional declination of an employment offer

• HR Managers: Draft and customize Offer Letters based on approved terms, ensure compliance with Hong Kong employment laws, and manage the offer process
• Company Directors/Executives: Review and approve final offer terms, authorize compensation packages, and sign letters for senior positions
• Legal Teams: Review letter content for legal compliance, protect company interests, and ensure alignment with Employment Ordinance requirements
• Job Candidates: Review offered terms, negotiate if needed, and formally accept or decline the position by signing
• Department Heads: Provide input on role-specific requirements and help determine appropriate offer terms

• Position Details: Confirm exact job title, department, reporting structure, and start date with hiring manager
• Compensation Package: Gather approved salary, bonus structure, benefits, and any special allowances
• Working Terms: Document work hours, location, probation period, and leave entitlements per Hong Kong law
• Template Selection: Use our platform's legally-verified Offer Letter template to ensure compliance with local requirements
• Internal Approvals: Get sign-off from HR, finance, and department head before sending to candidate
• Final Review: Check all details match verbal discussions and align with company policies

• Basic Employment Terms: Job title, start date, reporting structure, and work location as required by Employment Ordinance
• Compensation Details: Base salary, payment schedule, bonus structure, and any additional allowances
• Working Hours: Standard hours, rest days, and overtime arrangements per Hong Kong labor laws
• Benefits Package: Leave entitlements, medical coverage, MPF contributions, and other statutory benefits
• Probation Terms: Duration, assessment criteria, and notice period during probation
• Confidentiality Clause: Protection of company information and intellectual property
• Acceptance Section: Clear deadline for acceptance and signature blocks for both parties

An Offer Letter differs significantly from an Employment Letter in several key aspects. While both relate to employment relationships, they serve distinct purposes and are used at different stages of the employment process.

• Timing and Purpose: Offer Letters come first, proposing initial employment terms to candidates. Employment Letters confirm existing employment status for third parties
• Legal Weight: Offer Letters create preliminary contractual obligations once accepted, while Employment Letters simply verify current employment facts
• Content Scope: Offer Letters detail specific employment terms, salary, and conditions. Employment Letters typically just confirm position, tenure, and basic employment status
• Target Audience: Offer Letters are addressed to potential employees, while Employment Letters are usually written for external parties like banks or immigration authorities