An offer letter sample for hiring in Iran should give the candidate one clear record of the proposed role and the next step. It should identify the job, reporting line, workplace, proposed start date, compensation components, benefits, any conditions, the response deadline and how acceptance works. Adapt the template and checks below to the role and its legal context.
How is an offer letter different from an employment contract?
An offer letter usually summarises the proposal and provides an acceptance route. The employment contract sets out the employment relationship and the parties' obligations in fuller detail. Articles 7 and 10 of Iran's Labour Law, adopted in 1990, recognise written or oral employment agreements and list key contract particulars, including the work, pay and supplements, working hours, holidays and leave, workplace, signing date and fixed term where applicable. Source: ILO NATLEX translation of Iran's Labour Law, 1990
Article 8 of the same 1990 Labour Law says that contractual terms should not provide benefits below those available to the worker under the law. Source: ILO NATLEX translation of Iran's Labour Law, 1990 An offer letter should not be used to waive statutory minimums. The real nature of the working relationship also matters more than a convenient title applied to the document.
Issue the letter only after the assessment decision and internal approval are complete. Our hiring checklist from request to offer shows how role approval, evidence from selection and offer authority fit together. This sequence reduces rushed corrections and makes sure HR and the hiring manager communicate the same proposal.
What should an offer letter sample include?
A useful letter is concise without omitting decision-critical information. The candidate should be able to compare it with earlier discussions and raise questions before accepting. The International Labour Organization's fair recruitment guidance emphasises transparent recruitment and understandable information about employment conditions. Source: ILO fair recruitment guidelines, 2019 The same practical principle helps domestic hiring: put material terms in writing and use plain language.
- Parties and role: Give the employer's legal name, candidate's name, job title, team, reporting line and a short statement of the role's purpose. Keep the title consistent with the organisation chart and later contract.
- Workplace and work pattern: State the main location and whether the arrangement is onsite, remote or hybrid. Explain any expected travel or work at another location instead of relying on a broad phrase such as 'as required'.
- Compensation and benefits: Separate base pay, payment period, variable elements and proposed benefits. If variable compensation applies, refer to a clear plan that explains the measure, approval point and payment timing.
- Start and employment basis: Give the proposed start date, whether the employment is fixed term or indefinite, and any documents needed before starting. Say when the date remains open to discussion.
- Pre-start conditions: Describe any relevant document checks, references obtained with consent, or required permission. Each condition should be specific, proportionate to the role and owned by a named function.
- Acceptance: Set the expiry date, acceptance method, contact person and next step. Allow a reasonable opportunity for the candidate to review the proposal and ask questions.
Article 10 of Iran's 1990 Labour Law is a helpful checklist for the eventual contract, although the offer letter and contract are not necessarily the same document. Source: ILO NATLEX translation of Iran's Labour Law, 1990 You can start with the offer letter template. Replace every placeholder, remove irrelevant clauses and align the letter with approved policy and the intended contract.
Use a simple decision rule: if a point could affect acceptance or the candidate's ability to start, clarify it before signature. Do not describe an unapproved item as final. Secure the internal decision first, then issue one controlled version. Verbal promises about title, remote work, bonus treatment or review timing can become expectation disputes when they do not appear in the documents.
How do you write the offer letter?
The following wording is a framework rather than legal advice. Adapt it to the job, company policies and the proposed relationship. Issue it through an official company channel, retain the final version in the recruitment record and make sure the signatory has authority to make the offer.
Subject: Offer for the position of [job title] Dear [candidate name], Following our discussions and assessment process, we are pleased to offer you the position of [job title] with [employer legal name], reporting to [manager title]. The main workplace and work pattern will be [clear description], with a proposed start date of [date]. The proposed base pay is [amount and payment period]. Other compensation and benefits are [description or reference to an attached schedule]. This offer is subject to [specific and relevant conditions, if any]. The offer remains open for acceptance until [date and time]. Please return a signed copy through [method]. After acceptance, we will provide the employment contract and the documents required for your start. Please contact [name and contact route] with any questions. Name, title and signature of authorised employer representative Candidate acceptance: name, signature and date
Complete every placeholder with approved information before sending. If compensation or benefits are explained in a schedule, identify the schedule and version in the letter so that acceptance refers to one defined set of terms. Store a dated final copy and limit access because the document contains personal and compensation information.
Give the candidate a clear contact for questions. If negotiation changes a term, obtain the necessary approval and issue a revised controlled version. Handwritten edits to an old file and scattered messages make version control difficult. The related guide to salary negotiation can help both sides prepare a structured discussion about compensation and decision criteria.
What should employers check before sending the offer?
The final check should cover both the letter and the decision behind it. CIPD describes recruitment as a process running from role definition through appointment and links resourcing decisions to organisational needs. Source: CIPD recruitment factsheet, 2026 A polished letter cannot correct a proposal that lacks evidence or authority.
- Confirm that the job title, level, reporting line and workplace match the approved hiring request and the discussions with the candidate.
- Match base pay, benefits and variable elements to the internal approval. Write the amount, currency and payment period so that they cannot be read in two ways.
- Check the start date, every pre-start condition and the owner of each check. A condition without an owner or completion rule transfers uncertainty to the candidate.
- Verify the response deadline and contact route. HR and the hiring manager should agree on the final message and responsibility for answering questions.
- Review the controlled version against employment law and internal documents, then retain it securely. Restrict personal and compensation data to authorised people.
Common failures include sending before approval or allowing the verbal proposal to differ from the letter. Avoid vague conditions unless the subject and decision owner are defined. Obtain specialist advice when the legal effect is uncertain.
After acceptance, carry the agreed points into the contract and joining plan. Employers redesigning the path from approved role to joining can review HR Bamboos' recruitment services in Iran.
FAQ
Is an offer letter the same as an employment contract in Iran?
Usually, the offer letter summarises the proposed terms and acceptance route, while the employment contract regulates the working relationship in fuller detail. The title alone does not decide legal effect; wording, acceptance and the parties' conduct may also matter. Seek advice for the particular arrangement where the distinction is important.
Can an employer make the offer verbally?
A verbal conversation can introduce and explain the proposal, but material terms should be recorded in writing to reduce inconsistent interpretations. The written version should match what HR and the hiring manager have said and give the candidate a route for questions.
Should the offer letter state salary?
Yes. State base pay, the payment period and each proposed compensation component clearly. If an element is variable, identify the governing criteria or plan. The letter should match internal approval and the later contract.
What if the candidate requests a change?
Route the request to the decision owner and give one coordinated response. If a change is approved, issue a dated revised version after internal approval and mark the earlier version as superseded in the recruitment record.
