Receiving a job offer and employment contract is exciting.
After weeks, and sometimes months, of interviews, assessments, and discussions, many candidates feel relieved when the employment contract and job offer finally arrives.
Stop. That relief can also be dangerous.
Over the years in my job in executive search, I have seen candidates focus almost exclusively on the salary figure while overlooking important details that later caused disappointment, frustration, or even early resignation.
An offer letter is much more than a compensation statement. It outlines the framework of your future employment relationship.
Before you sign, review these 15 important points
The first item is, of course, your compensation package. Do not simply look at the headline salary. Confirm whether the amount is monthly or annual, whether allowances are included, and whether any portion is variable or performance-based.
The second point is your job title. Titles matter. They influence your position within the organization, your level of authority, future career progression, and how you are perceived externally. Make sure the title accurately reflects the role discussed during the interview process.
Third, review your reporting line carefully. Who will be your direct manager? Reporting to a CEO versus reporting to a regional manager can create very different levels of influence and visibility within an organization.
Pay particular attention to your reporting line and direct manager. In my experience as an executive recruiter and headhunter in Thailand for over 20 years, I occasionally hear from candidates who arrive on their first day only to discover that the manager who interviewed and hired them is no longer with the company or is about to leave.
Sometimes the departure was already known internally during the recruitment process but was never disclosed to the candidate.
This can significantly change the role you thought you were accepting. A position reporting to an experienced and supportive leader may become very different if you suddenly report to someone new with different priorities, expectations, or management style.
During your interview, it is perfectly reasonable to ask whether any changes are expected within the leadership team and whether your reporting line is likely to remain unchanged in the near future.
This is a surprisingly common issue at senior management level because candidates are often attracted as much by the leadership team and future boss as by the company itself.
When that person disappears shortly after joining, the role can become fundamentally different from the one that was presented during the hiring process.
Understand your key responsibilities
Fourth, understand your key responsibilities. The position described in interviews should align with what appears in the offer. If the scope looks significantly different, ask questions before signing.
I regularly hear from candidates who arrive on their first day only to be told that there have been some “changes”.’
Suddenly, the role comes with a different set of responsibilities, different reporting expectations, revised KPIs, a larger or smaller team, additional business units, or projects that were never mentioned during the recruitment process.
In some cases, candidates discover they have inherited challenges that were deliberately left out of earlier discussions. While businesses can evolve and priorities can change, material changes to a position should be disclosed before an offer is accepted.
You have a right to understand exactly what you are being hired to do. If there is any ambiguity in the offer letter or job description, ask for clarification before signing.
No candidate should have to discover fundamental changes to their role on their first day of employment.
The fifth point concerns bonuses and incentives. If a bonus has been discussed, ensure the offer clearly explains how it is calculated, in which month it is paid, and whether it is guaranteed or discretionary.
Pay close attention to benefits
Sixth, pay close attention to benefits, allowances, and leave entitlements. Many offer letters and employment contracts contain vague wording such as “according to company policies” or “as per company regulations”.
While this may seem harmless, it can create uncertainty later. If a housing allowance, car allowance, mobile phone allowance, provident fund contribution, annual bonus, additional leave entitlement, medical insurance, flexible working arrangement, or any other benefit formed part of your decision to accept the role, it should be clearly documented in writing.
Do not rely on verbal promises or references to policies that you have never seen. Company policies can change over time, whereas terms specifically written into your employment agreement provide much stronger clarity and protection.
If a benefit is important to you, ask for the exact details to be included in the offer letter or employment contract before signing.
This reflects what I tell candidates: if it matters enough to influence your decision to join, it matters enough to be written into the contract. A promise made during an interview is difficult to enforce later if it never appears in the employment documentation.
Getting fired during probation has rules
Seventh, understand the probation period. Confirm its length, the performance expectations during probation, and whether compensation or benefits differ during this period.
One of the most common misconceptions in Thailand is that either the employer or employee can terminate employment immediately, or with a shorter notice period, simply because the employee is still on probation.
Under Thai labour law, probation is not a separate legal employment status. An employee is considered an employee from the first day of work.
The general rule is that either party wishing to terminate employment must provide notice at least one salary payment period in advance, with the termination taking effect on the next salary payment date.
Candidates should therefore not assume that a probation period automatically means reduced notice obligations.
It is important to review the employment contract carefully and understand both the probation terms and the termination provisions that apply from day one.”
As a legal technical point, Thai courts and the Labour Protection Act focus on notice of at least one pay period, not exceeding three months. In practice, for employees paid monthly, this typically means notice given before one payroll date takes effect on the following payroll date. That is why many people refer to it as “one salary payment notice.”
The eighth point is your place of work. Is the role office-based, hybrid, remote, or expected to involve significant travel? Clarify expectations now rather than later.
This is a great sentence to have in the employment contract:
The company location and primary place of work will be at [insert address]. The Company and the Employee may also agree to assign work to be performed at the employee’s home.
Ninth, review working hours and work schedules. Senior positions often require flexibility, but it is still important to understand the company’s expectations regarding office attendance, travel, and availability outside standard hours.
The tenth item is annual leave entitlement. Compare the offer against market standards and ensure you understand how leave accrues and whether unused days can be carried forward.
Know this about non-compete clause
Eleventh, examine any restrictive covenants. These may include confidentiality clauses, non-compete provisions, non-solicitation clauses, or restrictions on working for competitors after leaving the company. These clauses can affect your future career options.
Many candidates focus on salary and benefits while paying little attention to restrictions that could affect their future career. This can be a costly mistake.
I have seen employment contracts that attempt to prevent employees from joining a competitor for one or even two years after leaving the company.
If you have spent your entire career in a particular industry, such a restriction could severely limit your ability to earn a living and pursue future opportunities.
Before accepting any non compete clause, ask yourself a simple question:
- If I leave this company, how realistic will it be for me to find work outside my industry and area of expertise?
You should also consider whether the restriction is reasonable in terms of duration, geography, and scope.
A clause covering an entire country, region, or industry for an extended period may be difficult to justify. In many jurisdictions, courts will examine whether the restriction goes beyond what is necessary to protect legitimate business interests.
If an employer genuinely wants to prevent you from working for competitors after your employment ends, it is reasonable to discuss compensation for that restricted period.
After all, if a company insists that you cannot work for a competitor for six months, twelve months, or longer, the question should be asked: how will you support yourself during that time?
Some employers provide compensation during the restricted period, recognizing that they are limiting the employee’s ability to earn income. At a minimum, candidates should seek legal advice before agreeing to any restriction that could materially affect their future career options.
From a practical standpoint, I would tell candidates that a two year non compete clause is often a major red flag. A company may ask for it, but that does not automatically mean it is reasonable, enforceable, or in your best interests to accept without negotiation. The senior the position, the more attention should be paid to these clauses before signing.
A great compromise and a clause in the employment contract could read:
For a period of one (1) year after termination of this employment agreement, you shall not directly or indirectly solicit or accept business from the Company’s clients or prospective clients with whom you had contact.
Twelfth, review termination provisions. Understand notice periods, severance arrangements where applicable, and any conditions under which either party may terminate employment.
The thirteenth point is relocation support, if relevant. If you are moving cities or countries, ensure any housing support, moving expenses, visa assistance, school support, or temporary accommodation commitments are documented.
Your professional reputation is on the line when resigning
Fourteenth, confirm that the proposed start date is realistic and allows you to leave your current employer professionally.
Too many candidates become so excited about a new opportunity that they forget the importance of how they exit their existing role.
Your professional reputation does not end when you submit your resignation. In fact, the way you leave can follow you for many years.
Ensure that you provide the required notice, complete a proper handover, document key projects, and help your employer transition your responsibilities smoothly.
Avoid burning bridges, regardless of the circumstances. You never know when a future employer, board member, investor, client, or recruiter may contact your former manager or colleagues for a reference check.
A rushed or poorly managed departure can damage relationships that took years to build.
Start your new role on the right foot by leaving your current one with professionalism, integrity, and respect.
The fifteenth and final point is future career development. While not always documented in detail, discussions about promotion opportunities, leadership development, succession planning, international assignments, or long-term career paths should be clearly understood before you join.
The employment contract deserves careful attention
Many candidates spend more time researching a new smartphone than reviewing the offer letter that will shape the next chapter of their career. That is a mistake.
An employment contract or offer letter deserves careful attention. Read every page. Ask questions. Clarify anything that appears vague or inconsistent. A professional employer will welcome thoughtful questions from a candidate who takes their career seriously.
The best time to address concerns is before you sign, not after your first day at work.
