✨  Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️
✨  Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️

Register now

Live Webinar: Secrets to Building a Successful B2B2C Growth Flywheel
Save your spot now

The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

Visit Hr Glossaries

Employee Letter

An employee letter plays a significant role in ensuring that both the employer and the employee are on the same page, fostering a positive and productive work environment.

What is an employee letter?

An employee letter is a written correspondence from an employer to an employee, typically used to communicate important information such as promotions, job offers, salary changes, or disciplinary actions. It serves as an official means of conveying details regarding employment status or specific work-related matters.

Listen, recognize, award, and retain your employees with our Employee engagement software  

What is the purpose of an employee letter?

An employee letter serves various purposes within the context of the workplace, and the specific type of letter will dictate its primary objective. Here are some common purposes of employee letters:

1. Offer letter

  • Purpose: To formally extend a job offer to a candidate.
  • Details: Specifies the position, salary, benefits, start date, and any conditions of employment.
  • Importance: Establishes the terms of employment and sets expectations for the new hire.

2. Employment contract

  • Purpose: To outline the terms and conditions of employment in a more comprehensive manner than an offer letter.
  • Details: Includes clauses related to job responsibilities, termination procedures, non-disclosure agreements, and other legal aspects.
  • Importance: Provides a legal framework for the employment relationship, protecting both the employer and the employee.

3. Appointment letter

  • Purpose: To officially confirm an employee's appointment or promotion within the organization.
  • Details: States the new position, responsibilities, and any changes in compensation.
  • Importance: Acknowledges and celebrates the employee's achievements and contributions.

4. Resignation letter

  • Purpose: To formally communicate an employee's decision to leave the company.
  • Details: Typically includes the last working day and may express gratitude or reasons for leaving.
  • Importance: Initiates the process of transition, allowing the employer to plan for a replacement and maintain a positive relationship with the departing employee.

4. Appreciation letter

  • Purpose: To express gratitude and appreciation for an employee's contributions.
  • Details: Highlights specific achievements, qualities, or efforts that have positively impacted the organization.
  • Importance: Boosts morale, reinforces positive behavior, and fosters a culture of recognition.

5. Warning letter

  • Purpose: To address performance or behavioral issues and formally notify an employee of the need for improvement.
  • Details: Outlines the specific concerns, expectations, and potential consequences if improvement is not achieved.
  • Importance: Documents performance issues and provides a clear path for improvement or disciplinary action.

6. Confirmation letter

  • Purpose: To confirm details related to employment, such as salary revisions, promotions, or changes in job responsibilities.
  • Details: Clearly states the changes being confirmed and any associated terms.
  • Importance: Clarifies the terms of the employment relationship to avoid misunderstandings.

Who is the intended recipient of the employee letter?

The intended recipient of the employee letter can be the following personas:

  • Employee: If the letter is an offer letter, an appraisal letter, or a termination letter, the recipient would be the employee in question. These letters are typically addressed directly to the employee and contain information pertinent to their employment status.
  • Potential employer: In the case of a recommendation letter or a reference letter, the recipient would be a potential employer. These letters are used to vouch for the employee’s skills, character, and experience.
  • Human resources: Letters such as a resignation letter or a grievance letter would be addressed to the human resources department. These letters are used to formally communicate decisions or issues related to the employee’s work experience.
  • Management: Letters like a proposal or a report are often addressed to management. These letters are used to communicate ideas, suggestions, or updates about projects or tasks.

What is the deadline for drafting and sending the employee letter?

The deadline for drafting and sending an employee letter depends on the nature and urgency of the communication. Here are some general guidelines for different types of employee letters:

1. Offer letter

  • Deadline: Typically, an offer letter should be drafted and sent promptly after the candidate has accepted the job offer. Aim to send it within a week of the candidate's acceptance to maintain enthusiasm and promptly initiate the onboarding process.

2. Employment contract

  • Deadline: The employment contract should be prepared and presented before or during the employee's first day of work. It's important to give the employee sufficient time to review and seek legal advice if necessary. It's common to have the contract signed on the first day of employment.

3. Appointment letter

  • Deadline: Similar to the offer letter, an appointment letter should be sent promptly after the decision to appoint or promote an employee has been made. Aim to communicate the decision within a reasonable timeframe to maintain transparency and excitement.

4. Resignation letter

  • Deadline: An employee should ideally submit a resignation letter well in advance of their intended last working day. The standard notice period is often two weeks, but this may vary based on employment contracts or company policies.

5. Appreciation letter

  • Deadline: Expressing appreciation is an ongoing process. However, if the letter is in response to a specific achievement or event, it should be sent as soon as possible after the accomplishment to maximize its impact.

6. Warning letter

  • Deadline: Timely communication is crucial when addressing performance or behavioral issues. Warning letters should be issued as soon as the concerns are identified, providing the employee with sufficient time and guidance for improvement.

7. Confirmation letter

Deadline: Similar to an offer letter, a confirmation letter for changes in employment terms should be sent promptly after the decision has been made. This ensures clarity and avoids misunderstandings.

How do I start an employee letter?

An employee letter can be started in the following ways:

  • Salutation: Begin with a formal greeting. If you know the recipient’s name, use it. For instance, “Dear Mr. Sharma,” or “Dear Ms. Lee,”. If the name is not known, you can use a general greeting like “Dear Team Member,”. The salutation sets the tone for the rest of the letter, so it’s important to choose it carefully.
  • Introduction: The first paragraph should clearly state the purpose of the letter. Be clear and concise to ensure the recipient understands why you’re writing. For example, “I am writing to inform you about…” or “This letter serves to…”. This helps the recipient understand the context and importance of the letter.
  • Body: This is where you provide the main content of the letter. Keep the tone professional and the content clear. Use separate paragraphs for each point or idea. This makes the letter easier to read and understand. Be sure to provide all the necessary details but avoid unnecessary jargon or overly complex language.
  • Specific details: Depending on the purpose of the letter, you might need to include specific details. For example, if it’s an appraisal letter, you might need to include details about the employee’s performance, achievements, and areas for improvement. If it’s a resignation letter, you might need to include the employee’s last working day.
  • Tone and language: The tone and language of the letter should be appropriate for the situation. A letter of appreciation would have a positive and congratulatory tone, while a letter addressing an issue or problem would have a more serious tone. Regardless of the situation, the language should always be respectful and professional.
  • Closing: End the letter with a closing statement, followed by your name and position. The closing statement could be something like “Best Regards,” “Sincerely,” or “Thank you,”. This formally ends the letter and provides a space for your signature in a physical letter.

Remember, the specifics of the letter can vary depending on its purpose and the recipient. Always ensure that the letter is respectful, professional, and proofread before sending it to avoid any errors or misunderstandings.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

Quick Links

Employee Engagement solutions

Recognised by market experts