Employment Offer Letter - Hawaii
TABLE OF CONTENTS
- Company Header
- Candidate Information
- Position Details
- Compensation
- Benefits Summary
- At-Will Employment Disclaimer
- Reporting Structure & Work Location
- Contingencies
- Hawaii-Specific Requirements
- Confidentiality & Intellectual Property
- Acceptance & Signature Block
- Hawaii State Notes
EMPLOYMENT OFFER LETTER — HAWAII
1. COMPANY HEADER
[COMPANY NAME]
[COMPANY ADDRESS]
[CITY], Hawaii [ZIP CODE]
Phone: [PHONE NUMBER] | Email: [EMAIL ADDRESS]
Date: [__/__/____]
2. CANDIDATE INFORMATION
To:
[CANDIDATE FULL NAME]
[CANDIDATE ADDRESS]
[CITY], [STATE] [ZIP CODE]
Re: Offer of Employment
Dear [CANDIDATE FIRST NAME],
We are pleased to extend this offer of employment with [COMPANY NAME] (the "Company"). This letter sets forth the terms and conditions of your employment, subject to the contingencies described herein.
3. POSITION DETAILS
| Field | Details |
|---|---|
| Position Title | [________________________________] |
| Department | [________________________________] |
| Employment Classification | ☐ Full-Time ☐ Part-Time ☐ Temporary |
| FLSA Status | ☐ Exempt ☐ Non-Exempt |
| Anticipated Start Date | [__/__/____] |
4. COMPENSATION
4.1 Base Compensation
☐ Annual Salary: $[________________________________] per year, paid on a [☐ semi-monthly ☐ bi-weekly ☐ weekly] basis.
☐ Hourly Rate: $[________________________________] per hour.
4.2 Pay Transparency — Wage Rate Disclosure
Pursuant to Haw. Rev. Stat. §378-2.8, the reasonably expected wage rate for this position is:
- Hourly Rate / Salary Range: $[________________________________] to $[________________________________]
4.3 Salary History Disclosure
Pursuant to Haw. Rev. Stat. §378-2.9, the Company has not requested or relied upon your prior salary or wage history in determining the compensation offered herein. The Company has not asked about your salary history or sought it from current or former employers.
4.4 Overtime
Non-exempt employees are entitled to overtime pay at 1.5x the regular rate for hours worked over 40 in a workweek, in accordance with the FLSA and Hawaii law (HRS §387-3).
4.5 Bonus / Commission Structure
☐ Signing Bonus: $[________________________________], subject to the following terms: [________________________________]
☐ Performance Bonus: [________________________________]
☐ Commission Plan: [________________________________]
☐ Not Applicable
5. BENEFITS SUMMARY
You will be eligible for the following benefits, subject to plan terms and applicable waiting periods:
| Benefit | Details |
|---|---|
| Health Insurance | MANDATORY — Per Hawaii Prepaid Health Care Act (see Section 9.3) |
| 401(k) / Retirement | ☐ Available — Employer match: [________________________________] |
| Paid Time Off (PTO) | [____] days per year, accruing at [________________________________] |
| Sick Leave | [________________________________] |
| Temporary Disability Insurance | Per Hawaii law (HRS §392) — see Section 9.4 |
| Life Insurance | ☐ Available — Coverage: [________________________________] |
| Other Benefits | [________________________________] |
6. AT-WILL EMPLOYMENT DISCLAIMER
IMPORTANT — PLEASE READ CAREFULLY:
Your employment with [COMPANY NAME] is "at-will." This means that either you or the Company may terminate the employment relationship at any time, with or without cause, and with or without advance notice.
No manager, supervisor, or representative of the Company, other than [AUTHORIZED OFFICER TITLE], has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the foregoing by written agreement signed by [AUTHORIZED OFFICER TITLE].
At-will status remains subject to applicable statutes and recognized limits. A discharge that violates a clear mandate of public policy may be actionable. An employer's binding representations or policies may also modify the at-will relationship. This paragraph does not create a separate good-faith termination guarantee.
7. REPORTING STRUCTURE & WORK LOCATION
| Field | Details |
|---|---|
| Reports To | [________________________________] (Title: [________________________________]) |
| Work Location | ☐ Onsite: [________________________________] |
| ☐ Remote | |
| ☐ Hybrid: [________________________________] | |
| Work Schedule | [________________________________] |
8. CONTINGENCIES
This offer is contingent upon the satisfactory completion of the following:
☐ Background Check — Conducted in compliance with the federal Fair Credit Reporting Act (15 U.S.C. §1681 et seq.) and Hawaii's fair employment practices
☐ Drug Screening — [________________________________]
Form I-9 onboarding: After offer acceptance, the employee and employer will complete Form I-9 on the schedule in the current USCIS employee instructions and employer instructions.
☐ Proof of Licensure / Certification — [________________________________]
☐ Reference Check — [________________________________]
☐ Other — [________________________________]
9. HAWAII-SPECIFIC REQUIREMENTS
9.1 Salary History Ban (HRS §378-2.9)
The Company is prohibited from:
- Inquiring about an applicant's salary history
- Relying on salary history to determine salary, benefits, or other compensation
- Seeking salary history from current or former employers
If you voluntarily and without prompting disclose salary history information, the Company may then use it to set compensation.
9.2 Non-Compete Agreements — Technology Business Ban (HRS §480-4(d))
HRS § 480-4(d) prohibits its defined post-employment noncompete and employee-nonsolicit clauses in employment contracts for employees of "technology businesses" (effective July 1, 2015). The statutory nonsolicit definition concerns solicitation of employees, not customers. A "technology business" derives the majority of its gross income from the sale or license of products or services resulting from software development or information technology development, subject to the statutory broadcast and telecommunications exclusions.
☐ The Company is a "technology business" — non-compete agreements are void and prohibited.
☐ The Company is not a "technology business" — any proposed restraint still requires a legitimate ancillary purpose and review under HRS chapter 480 and Prudential Locations, LLC v. Gagnon, 151 Haw. 136, 509 P.3d 1099 (2022).
9.3 Prepaid Health Care Act (HRS §393-1 et seq.)
Subject to statutory exclusions and waivers, Hawaii requires employers to provide an approved health care plan to employees who work at least 20 hours per week, earn at least 86.67 times the current Hawaii minimum wage per month, and complete 4 consecutive weeks of employment. Coverage begins at the earliest enrollment date available through the health care contractor.
Your health insurance coverage under the Prepaid Health Care Act will include:
- [________________________________]
Coverage begins after [____] consecutive weeks of qualifying employment.
9.4 Temporary Disability Insurance (HRS §392-1 et seq.)
Hawaii requires employers to provide temporary disability insurance (TDI) that partially replaces wages lost due to a non-work-related illness or injury. This benefit is mandatory.
9.5 Written Wage Notification
Pursuant to HRS §378-2.8, the Company will provide you with written notification of your wages at the time of hire, including:
- Your rate of pay
- Benefits and other compensation
- Advance notice of any wage changes
9.6 Wage Discussion Protections
You have the right to freely discuss your wages with colleagues. Employers may not prohibit employees from disclosing, discussing, or comparing wages.
9.7 New Hire Reporting
The Company will report your hiring to the Hawaii Department of Attorney General — Child Support Enforcement Agency New Hire Reporting.
10. CONFIDENTIALITY & INTELLECTUAL PROPERTY
As a condition of employment, you will be required to sign the Company's:
☐ Confidentiality / Non-Disclosure Agreement (NDA)
☐ Invention Assignment Agreement
☐ Proprietary Information Agreement
11. ACCEPTANCE & SIGNATURE BLOCK
Please indicate your acceptance of this offer by signing below and returning this letter by [__/__/____].
Employer
| Signature: | ________________________________________ |
| Printed Name: | [________________________________] |
| Title: | [________________________________] |
| Date: | [__/__/____] |
Candidate Acceptance
By signing below, I acknowledge that I have read, understand, and accept the terms of this offer letter, including the at-will employment provisions.
| Signature: | ________________________________________ |
| Printed Name: | [________________________________] |
| Date: | [__/__/____] |
12. HAWAII STATE NOTES
| Topic | Requirement |
|---|---|
| Minimum Wage | $16.00/hour beginning 1/1/2026; $18.00 beginning 1/1/2028 |
| Overtime | 1.5x after 40 hours/week (HRS §387-3) |
| At-Will Employment | Subject to applicable statutes, a clear public-policy limit, and any binding employer promise that modifies at-will status |
| Non-Compete | Void for technology business employees (HRS §480-4(d)); strictly scrutinized for others |
| Salary History Ban | Yes — HRS §378-2.9; may not ask or rely on prior salary (eff. 2019) |
| Pay Transparency | Wage rate in postings required for employers with 50+ employees (HRS §378-2.8) |
| Health Insurance | Prepaid Health Care Act (HRS ch. 393); generally 20+ hrs/week, monthly earnings of 86.67× current minimum wage, and 4 consecutive weeks, subject to exclusions and waivers |
| Temp. Disability Insurance | Mandatory (HRS §392) |
| Paid Sick Leave | No state mandate (employer discretion) |
| Ban the Box | Yes — no criminal history before conditional offer (10+ employees) |
| Workers' Comp | Required for all employers (HRS §386) |
| Final Paycheck | Discharge: immediately or, if conditions prevent, next working day; quit: next regular payday, or at quitting with at least one pay period's notice (HRS §388-3) |
This offer letter is governed by the laws of the State of Hawaii. Nothing in this letter creates a contract of employment for a definite period.
[COMPANY NAME]
About this template
- Last updated
- October 13, 2026
- Jurisdiction
- Hawaii
- Category
- Employment & HR
Legal authority
- Haw. Rev. Stat. §378-2.8 (Pay Transparency — Wage Disclosure)
- Haw. Rev. Stat. §378-2.9 (Salary History Ban)
- Haw. Rev. Stat. §387-1 et seq. (Wage and Hour Law)
- Haw. Rev. Stat. §392-1 et seq. (Temporary Disability Insurance)
- Haw. Rev. Stat. §393-1 et seq. (Prepaid Health Care Act)
- Haw. Rev. Stat. §480-4(d) (Non-Compete Ban — Technology Employees)
- Haw. Rev. Stat. §378-1 et seq. (Employment Discrimination)
Employment documents govern the relationship between a company and its workers, from offer letters and employment agreements through handbooks, performance reviews, and separations. Done right, they set clear expectations, protect against wrongful termination and discrimination claims, and give both sides a record to rely on. Done poorly, they invite lawsuits, agency complaints, and costly disputes.
Not legal advice
This template is provided for informational purposes. We recommend having an attorney review any legal document before signing, especially for high-value or complex matters.
Checked against the law it cites
The statutes this template relies on are listed under Legal authority.
Hawai'i Intermediate Court of Appeals, Woodruff v. Hawai'i Pacific Health, No. 29447 (Jan. 14, 2014) (checked October 13, 2026): "In Parnar, the Hawai'i Supreme Court held that there is a public policy exception to an employer's generally unlimited right to discharge an at-will employee, and that an employer may be held liable in tort, where the employer's "discharge of an employee violates a clear mandate of public policy.""
Hawai'i Intermediate Court of Appeals, Woodruff v. Hawai'i Pacific Health, No. 29447 (Jan. 14, 2014) (checked October 13, 2026): "In Kinoshita, the Hawai'i Supreme Court acknowledged an exception to the at-will doctrine where an employer's right to discharge an employee is "contractually modified and, thus, qualified by statements contained in employee policy manuals or handbooks issued by employers to their employees.""
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