Making an Offer of Employment
Once the appointment panel has identified the preferred candidate, an offer of employment may be made.
An offer can be made verbally; however, it is strongly recommended that all offers are confirmed in writing to avoid misunderstandings and to ensure clarity for both the Church and the candidate.
Right to Work in the UK
Before employment begins, Methodist Church employing bodies must check that the candidate has the legal right to work in the UK.
- Original right‑to‑work documents must be seen and checked
- Copies should be taken and retained securely in line with data protection policy
- Failure to carry out these checks correctly may result in legal penalties
Guidance on carrying out Right to Work checks can be found on GOV.UK.
Conditional Job Offers
All job offers made by Methodist Church employing bodies should normally be conditional.
This protects both the Church and the candidate.
A conditional offer means the appointment is subject to satisfactory completion of specified checks, which may include:
- Proof of eligibility to work in the UK
- DBS clearance, where the role requires it
- Satisfactory references
- Confirmation of qualifications
- A health assessment, where appropriate
If an applicant does not meet the stated conditions, the offer may be withdrawn. The reasons should be explained clearly and sensitively.
What to Include in a Job Offer Letter
A written job offer letter should include:
- Job title
- Confirmation that the role is being offered
- Clear statement the offer is conditional, and the conditions to be met (refer to information on pre-employment checksbelow)
- Key terms of employment, including:
- Salary or pay rate
- Working hours
- Pension arrangements
- Holiday entitlement
- Place(s) of work
- Anticipated start date (subject to satisfactory pre employment checks)
- Details of any probationary period
- What the candidate needs to do to accept the offer
- Contact details for a named person who can answer questions
The candidate should be asked to confirm acceptance in writing.
Withdrawing an Offer
A conditional offer may be withdrawn if the applicant does not meet the stated conditions (for example, unsatisfactory references or DBS clearance).
If an offer is made without conditions (an unconditional offer) and later withdrawn, this could be unlawful and may expose the Church to legal risk.
If there is uncertainty, advice should be sought promptly from the District Lay Employment Secretary or local employment adviser.
Legal Status of Job Offers
- A verbal job offer, once accepted, can create a legally binding contract
- To avoid confusion or unintended obligations, written confirmation should be issued as quickly as possible
Start Date
A provisional start date may be discussed, but it must allow time for:
- Completion of all pre‑employment checks
- The candidate to give notice, if required
Candidates must not be asked to resign from their current role until all conditions have been met and the offer is confirmed in writing.
Information to Provide When Employment Begins
By law, anyone classed as an employee or worker must be given a written statement of employment particulars.
This must be provided on or before the first day of work and must include key terms and conditions of employment.