Issue a clean appointment letter that maps to the offer the candidate accepted, with reporting line, probation terms, and confidentiality clauses included.
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The appointment letter formalises the employment relationship after the offer is accepted. It must include: confirmed designation, effective date, reporting manager, probation terms, post-confirmation notice period, and the confidentiality and IP-assignment clauses.
It should reference but not repeat the offer letter. The two documents work as a pair; the offer commits the company, the appointment letter starts the clock on probation.
The offer letter is the company's invitation; the appointment letter is the formal confirmation that the candidate has joined and the employment terms are now in force. Some companies combine them; we recommend keeping them separate so the timing is clean.
For the candidate, the appointment letter is the document that matters for proof of employment, visa applications, and bank loans. Make it precise and complete the first time.
Six months is the standard probation period in India for most roles. The clause should specify the notice during probation (typically one month), the criteria for confirmation (typically performance review and manager sign-off), and what happens on non-confirmation.
Skipping or weakening probation terms is the source of most early-stage employment disputes. Get them right at appointment, document the confirmation outcome carefully.
Yes. The appointment letter should explicitly reference the date and content of the accepted offer so the two documents are linked in any future dispute.
Yes, in standard form. Customise as needed for sensitive roles. The non-compete clause is intentionally not included as the standard, since it is largely unenforceable in India.
For bulk generation, use the appointment letter flow inside pPULSE Core HR, which auto-fills from your master employee list and preserves the audit trail.
Yes. The location and work-mode field accommodates remote, hybrid, and in-office configurations. For state-specific tax implications of remote working, refer to our multi-state playbook.
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