If a new employer moves your start date, ask in writing whether your accepted offer is still in force, what the new date is, and whether pay, role, location or any other term has changed. If the employer withdraws the offer, preserve the offer and your acceptance, check every condition, explain the financial impact and state the resolution you want. In the UK, an accepted offer with clear terms can form an employment contract before the first day, but the result depends on the wording, conditions, evidence and jurisdiction.
This guide covers UK law and practice. Northern Ireland has separate government guidance on references and offers; readers elsewhere in the UK or outside the UK should obtain advice for their own jurisdiction.
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First, establish whether the job is delayed or withdrawn
A delayed start and a withdrawn offer are different situations. A delay may leave the contract in place with a later commencement date, or it may be a sign that the employer is reconsidering the hire. Do not infer which one applies from a brief phone call or silence.
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- Ask for a firm written position. If the date is provisional, ask when it will be confirmed and what happens if it moves again.
- Do not treat silence as acceptance of new terms. If the employer proposes a different salary, role or location, ask for the change in writing and decide whether you agree.
- Keep working from the facts you can prove. Save the original offer, your acceptance and every message about the delay or withdrawal.
Acas guidance does not set out a separate statutory process or automatic payment for a delayed start. The contract wording and the circumstances determine what you can ask for and whether a legal claim may exist. See Acas guidance on a withdrawn job offer and Acas’s explanation of when an employment contract can begin.
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Can an employer withdraw a job offer after you accepted?
Sometimes, but not always without consequences. Acas says an employment contract could begin as soon as someone accepts a job offer, even verbally, when the employer has set out clear terms and the offer is unconditional or its conditions have been met. Acceptance can therefore occur before the first working day.
An accepted offer is more likely to be enforceable when it identifies the job, pay, start date, location and other material terms, and when both sides intended to be bound. A verbal acceptance can count, but proving exactly what was offered and accepted is harder than proving it from a signed document or clear messages.
If the offer was conditional and a stated condition was not met, the employer may be able to withdraw it. If all stated conditions were met and the employer then withdraws, Acas says that could be a breach of contract. An unconditional accepted offer should not simply be treated as though no contract existed; Acas says it should be ended fairly by giving notice and following the contract’s terms. Some terms can be implied or agreed verbally, so the written offer is important but may not be the whole agreement.
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| Situation | What UK guidance indicates | What to check |
|---|---|---|
| Offer not accepted | Withdrawal generally leaves no contractual action, according to Northern Ireland government guidance, unless unlawful discrimination is involved. | Whether you actually accepted, how acceptance was communicated, and whether discrimination may explain the withdrawal. |
| Conditional offer; condition not met | The employer may be able to withdraw if the stated condition was not satisfied. | The exact condition, the deadline, the evidence requested and whether the employer applied it consistently. |
| Conditional offer; all conditions met | The contract may have started; withdrawal could be a breach of contract. | Proof each condition was met, the offer’s termination or notice wording, and your acceptance. |
| Unconditional offer accepted | A contract may have started on acceptance, including verbal acceptance; ending it should follow contract terms and notice. | Clear terms, any notice clause, implied terms and evidence of what was agreed. |
| Start date delayed | Ask whether the offer remains in force and obtain the new date and unchanged or changed terms. | Whether the delay changes the contract, pay, benefits, location or your ability to work elsewhere. |
| Withdrawal linked to a protected characteristic | Acas says withdrawing a conditional or unconditional offer for that reason may breach discrimination law. | The timing, comments, comparators and documents; obtain prompt specialist advice. |
The table describes possibilities, not guaranteed outcomes. A court or tribunal would examine the actual offer, communications and facts.
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What to do when the start date is delayed
Get the employer’s position in writing
Send a calm message the same day. Ask whether the original offer remains accepted, whether the contract is still intended to start, the revised date, and whether all other terms remain unchanged. If the employer says the date is “to be confirmed”, ask for a review date and the arrangements until then.
Check whether you are expected to remain available
Ask whether you should be ready to start on short notice, whether any work or training will be paid, and whether you may accept temporary work while waiting. Do not assume you are entitled to pay for a period before you start; ask what the employer’s position is and review any notice or termination terms.
Record every cost and decision
Keep receipts for travel, accommodation, relocation, background checks or other expenses connected to the offer. Note dates when you turned down other work, gave notice, ended a tenancy or made commitments because of the start date. These records help you explain the impact and negotiate, although reimbursement is not automatic.
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Do not resign from another job solely on an informal promise
If you have not resigned, wait for a written, unconditional offer where possible. Northern Ireland’s nidirect guidance on references and job offers advises waiting for an unconditional offer before giving notice if you can. Even an unconditional offer can later create a dispute, but written terms reduce uncertainty.
What to do if the employer withdraws the offer
- Ask for the reason and date of withdrawal. Request confirmation of whether the employer says no contract existed, a condition failed, or an existing agreement is being terminated.
- Preserve the complete record. Keep the vacancy advert, offer letter, contract or written particulars, your acceptance, references, check results, messages and call notes. After a call, email a short summary and invite correction if anything is wrong.
- Map the conditions. List each condition exactly as written, the evidence supplied, when it was satisfied and any response from the employer. A condition that was never stated or was already met should not be assumed to justify withdrawal.
- Explain your reliance and losses. State if you resigned, lost income, paid a deposit, relocated or incurred other documented costs. Be factual and attach evidence where appropriate.
- State the outcome you want. Depending on the facts, you might request reinstatement on the original terms, a firm start date, notice or pay required by the contract, reimbursement of a documented cost, or a written explanation. These are negotiation positions, not guaranteed entitlements.
- Set a reasonable response date. If the employer does not respond, take your documents to Acas or a qualified employment adviser promptly.
Acas also directs people to its helpline and information about tribunal or court claims where contract terms may have been breached. Do not delay while trying to negotiate indefinitely: legal time limits and the appropriate forum depend on the claim and jurisdiction.
How conditions affect your position
Common conditions
Offers may depend on references, right-to-work checks, qualifications, criminal-record checks, occupational health or other requirements stated by the employer. Read the exact wording: “subject to satisfactory checks” may give the employer discretion, while a specific requirement may be easier to test objectively. Ask what was unsatisfactory, what information was considered and whether you can correct an error.
When a condition has been met
Save confirmation that the check or requirement was completed. If the employer later says the offer is withdrawn, point to the completion date and the original wording. Acas says withdrawal after conditions are met could amount to breach of contract, but the conclusion depends on the whole agreement.
When a condition has not been met
Ask whether the condition was essential, whether the employer will allow clarification or a review, and whether the decision is based on accurate information. If the condition relates to a protected characteristic or is being applied in a discriminatory way, seek advice immediately.
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If you already resigned from your old job
Tell the new employer promptly that you resigned in reliance on the offer and give the relevant dates. Ask whether they will honour the role or discuss a practical resolution. Do not exaggerate losses; provide resignation correspondence, notice dates, payslips and receipts.
Contact your former employer to ask whether your resignation can be withdrawn or whether you can return. They are not necessarily required to agree, so make the request quickly and professionally. Meanwhile, review your household budget, preserve emergency cash, and ask existing creditors or landlords about temporary arrangements before a missed payment occurs. These steps manage the financial risk while the employment question is resolved; they do not create a legal right to compensation.
If you accepted another job, turned down work or moved because of the offer, explain the timeline. A qualified adviser can assess whether the contract and your losses support a claim. Acas guidance is a sensible first public source, but it cannot decide your individual case.
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Could the withdrawal be discrimination?
Acas says an employer could breach discrimination law by withdrawing a conditional or unconditional offer because of one of the nine protected characteristics. Pregnancy is one example identified in its guidance. The protection can apply even before employment starts, so do not assume that a withdrawn offer is purely a contract dispute.
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Look for timing, comments, inconsistent explanations, questions that focused on a protected characteristic, or different treatment of comparable candidates. Preserve messages and names of witnesses. Avoid editing or deleting communications. Ask Acas or an employment-law specialist for urgent advice about the appropriate claim and deadlines; the available remedy depends on the facts.
A clear email you can send
Keep the message short, factual and non-accusatory. Adapt the bracketed wording to your situation.
Subject: Confirmation of job offer and start date
Dear [name],
On [date], I accepted the offer for [job title], with a proposed start date of [date]. I understand that the start date has [been delayed / the offer has been withdrawn].
Please confirm in writing:
- whether the offer remains in force;
- the proposed or confirmed start date;
- whether pay, hours, location, role and other terms are unchanged; and
- the reason for the change and any action you need from me.
I have [resigned from my previous role / incurred the attached costs / made other commitments] in reliance on the offer. I would like [the original offer honoured / a firm start date / a discussion of the contract and documented costs].
Please reply by [date]. I attach the offer, my acceptance and relevant records.
Kind regards,
[Your name]Do not include sensitive information that is irrelevant to the issue. Keep the sent email and attachments in your personal records, subject to your employer’s confidentiality obligations.
When to seek advice
- You accepted clear terms and the employer withdrew after conditions were met.
- You were told to resign, relocate or incur substantial costs before the start date.
- The employer says no contract existed despite a detailed offer and acceptance.
- The reason may involve pregnancy or another protected characteristic.
- The employer refuses to explain the decision or will not provide the contract terms.
- You are approaching a legal deadline or are unsure whether a tribunal or court is appropriate.
Start with Acas’s withdrawn-offer guidance and its helpline. Northern Ireland readers can also consult nidirect’s government guidance. A solicitor, trade union or other qualified adviser can assess the documents and jurisdiction-specific options.
Reduce the risk before accepting or resigning
- Ask for the job, salary, location, hours, start date and conditions in writing.
- Ask which conditions remain outstanding and when they are expected to be completed.
- Confirm whether the offer is conditional or unconditional before handing in notice.
- Ask what notice or termination terms apply if either side changes its mind.
- Keep copies of acceptance, check results and important conversations.
- Do not make irreversible financial commitments until the offer is sufficiently certain for your circumstances.
These precautions cannot guarantee that an employer will not change its plans. They give you a clearer record of the agreement and more time to respond if it does.
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