Employment Offer: Pennsylvania

Federal law and guidance on this subject should be reviewed together with this section.

Author: Christin Choi, Fisher Phillips

Summary

• Written offers of employment should not set forth any guarantees with respect to the length or term of employment or with respect to termination only for cause because such guarantees may convert an at-will employment relationship into a contractual one. See Written Employment Offers.
• An employee may overcome the presumption of the at-will employment relationship by showing clear and precise evidence of an oral employment contract for a definite term. See Verbal Employment Offers.
• Any conditions that must be satisfied prior to beginning employment, such as the successful completion of background and reference checks or medical examinations, should be explained in the written employment offer. See Conditional Employment Offers.
• If an employer determines that it must withdraw or rescind an employment offer, it should do so, in writing, as quickly as practicable. An employer may face potential exposure if an employee has taken action in reliance on the employment offer. See Withdrawal of Employment Offers.
• Philadelphia has requirements pertaining to employment offers. See Local Requirements.