This is a really important question and one that catches a lot of people off guard when working internationally. In many countries, especially in the Gulf and parts of Asia, the offer letter is often not considered fully legally binding in the same way a signed employment contract is—particularly when it’s explicitly marked as “subject to approvals” or “final contract.” In practice, it functions more as a conditional intent than a guarantee.

That said, the offer letter still carries weight. If the final contract materially differs (salary, role, benefits, duration), reputable employers will usually revise or reconfirm terms before arrival. Your strongest protections tend to be practical rather than legal: getting everything in writing, clarifying that the contract will match the offer letter, and asking in advance to review a draft contract if possible.

If discrepancies appear after arrival, leverage often depends on local labor laws, visa sponsorship rules, and whether you’ve already resigned from a prior role. Many experienced expats recommend not relocating without either a reviewed draft contract or explicit written confirmation that the offer terms will be honored. When in doubt, consulting a local employment lawyer or expat forum for that specific country can be invaluable.