Do Verbal Job Offers Count? Understanding Offer Letters and Employment Contracts in Canada

Verbal offers can be binding — and risky. Here's how to protect your business.

In Canada, verbal job offers can be legally enforceable, especially if the employee has already started working based on that offer. But without a written contract in place, employers are left exposed to legal claims and misunderstandings.

Are Verbal Job Offers Legally Binding in Canada?

Yes — if you’ve offered a job verbally and the candidate accepts (and begins work), courts may recognize an implied employment agreement. This can include:

• Agreed-upon start dates

• Salary and compensation

• Role and expectations

However, without a written agreement, the default terms under common law will apply — often entitling the employee to greater notice or severance in the event of termination.

Why Written Offer Letters and Contracts Matter

To avoid legal uncertainty, all job offers should be confirmed in writing, with a clear employment contract attached. A proper offer should:

• Confirm start date, role, and salary

• Be contingent on signing a formal employment agreement

• Include any conditions (e.g., reference checks, probationary periods)

• Be followed by a detailed, enforceable employment contract

HireEase Helps You Get It Right

At HireEase, we provide professionally written offer letters and matching employment contracts that comply with Canadian law. We help you transition from offer to onboarding without confusion — and with full legal protection.

Don’t let a verbal offer cost you thousands in severance. Download our offer letter templates and employment contracts now at www.hireease.ca.