“We were just talking. I didn’t think it was official yet.”

Sure.

But Bob disagrees.

And so might the labour board.

If you’ve ever made a verbal job offer and then thought “actually… maybe not” — you’re not alone.

But if you think that offer isn’t binding just because nothing was signed?

That’s the moment you lose the case.

The Handshake That Became a Contract

You had a great call with Bob.

You liked his energy. He seemed like a culture fit. You said:

“We’d love to have you join the team. Let’s start October 15.”

He said:

“Sounds great! I’ll hand in my notice tomorrow.”

And just like that, you’ve entered legally binding territory.

Under Canadian law, a verbal offer is still a job offer — and once it’s accepted with clear terms (like start date, role, pay), it’s considered a contract.

Doesn’t matter if nothing was signed yet.

Doesn’t matter if it was “just a conversation.”

You might already owe Bob damages if you back out.

Now You’re Having Second Thoughts…

Maybe you did more reference checks.

Maybe someone better came along.

Maybe you just realized Bob is… Bob.

Now you’re stuck trying to take back something you thought wasn’t official.

Here’s what can happen:

• Wrongful dismissal claim (yes, even before Day 1)
• Reputational damage (Bob loves to talk)
• Human rights complaint if the withdrawal seems suspicious (e.g. after he disclosed medical needs, family leave, or accommodations)

Even worse? Bob already quit his last job.

Now he’s unemployed — and you’re the reason.

Why “We Were Just Talking” Doesn’t Fly

Intentions don’t protect you.

Contracts aren’t just paper — they’re formed when three things happen:

1. You make a clear offer (start date, pay, role)
2. They accept
3. There’s mutual understanding

That could happen in:

• A Zoom call
• A “welcome aboard” email
• A Slack message with ???? emojis

If it sounds like a job offer to a reasonable person?

It was one.

And if you try to walk it back with no conditions in writing?

You’ve just handed Bob your wallet.

How to Stop This From Blowing Up

This isn’t just about contracts.

It’s about using an offer letter process that protects you before things get messy.

A real offer letter should:

✅ Be in writing

✅ Include clear start date, role, and pay

✅ Be conditional (e.g. on contract signing, background checks, references)

✅ Include a clause that allows withdrawal if those conditions aren’t met

✅ Set a deadline for acceptance

And yeah — don’t skip this just because it’s a “casual” hire.

Those are the ones that bite hardest.

Bob Thought It Was a Done Deal. He Was Half-Right

If you’ve made a verbal offer to Bob (or anyone) and didn’t follow up with a proper offer letter?

You’ve left the door wide open.

Bob might:

• Decline another offer
• Quit his job
• Screenshot your message
• Call a lawyer

He might also flame you on Glassdoor just for fun.

Either way, you’re going to lose time, money, and sleep.

RascalHR Closes the Gaps

You don’t need a lawyer to cover your ass. You just need the right documents.

RascalHR’s employment contract templates replace offer letters.  They are:

✅ Written to Canadian standards
✅ Province-aware
✅ Legally revocable (the right way)
✅ Easy to customize
✅ Not full of legalese

RascalHR’s employment contracts make it official — and protect you if things change.
So the next time you offer Bob a job, you’ll have an easy way to take it back.

Get your offer letters sorted →