South Carolina offer letter for employers
An offer letter confirms the job, pay, start date and employment terms in writing. Here is what changes when the employee works in South Carolina.
South Carolina rules that affect this form
| Minimum wage | $7.25 per hour (federal minimum applies) |
|---|---|
| Overtime | No state overtime law; only the federal FLSA rule of time-and-a-half over 40 hours per week applies. |
| Paid sick leave | No statewide mandate; if an employer offers sick leave it must give written notice of the policy and follow it. |
| Other rules to know | Employers must tell employees in writing at hiring their normal hours and agreed wages, and give 7 days' written notice of changes (wage increases excepted). Employers required to complete federal I-9 forms must also verify each new hire through E-Verify within three business days. |
What to include
- Job title, manager, start date and work location (or remote status)
- Pay rate and pay frequency, and whether the role is exempt or non-exempt from overtime
- At-will employment statement (where at-will applies) so the letter is not read as a contract
- Contingencies such as a background check or Form I-9 verification
- Benefits summary and when eligibility starts, including any paid sick leave the state requires
- A clear accept-by date and signature line
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Frequently asked questions
Is there an official South Carolina offer letter form?
South Carolina does not publish one required offer letter for private employers. Use a clear template and make sure it reflects the South Carolina rules on this page.
What is the minimum wage in South Carolina in 2026?
$7.25 per hour (federal minimum applies), effective July 24, 2009. South Carolina has no state minimum wage law, so the federal minimum of $7.25/hour applies. No scheduled increase.
Is paid sick leave required in South Carolina?
No statewide mandate; if an employer offers sick leave it must give written notice of the policy and follow it.
Other South Carolina forms
Offer Letter by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.