Why You Should Never Promise a Starting Date to a New Employer

Starting a new job is exciting, but navigating the transition from your current role to the next can be tricky. One common pitfall many of my clients get themselves into is promising a concrete starting date to a new employer—especially when you’re still employed. It may seem straightforward at first, but as the recruitment process drags on, you can find yourself in an impossible situation where the agreed date becomes unachievable.

Here’s why you should avoid making this mistake, what to say instead, and how to handle things if you’ve already made this promise.

Why Promising a Start Date Is Risky

The main issue with promising a specific start date is that you don’t control all the variables involved. Your starting date depends on several factors, many of which are outside your control:

1. The Speed of the Recruitment Process
   Recruitment processes can often take longer than expected. Even if you start interviews in September and assume you’ll have a contract by October, delays in decision-making, reference checks, or other internal processes can push this timeline back by weeks—or even months.

   Example:
   You interview for a role in mid-September, and the hiring team tells you they’ll finalize the decision within two weeks. Instead, it takes four weeks for them to offer you the job. By this time, the timeline for signing your contract and serving your notice period with your current employer has shifted, making your originally promised start date unrealistic.

2. Contract Delays
   Many companies prepare contracts just two weeks before the agreed starting date (as mentioned in the Facebook post). This is not uncommon but creates a major problem for you because you cannot serve notice at your current job without having the new contract signed.

3. Your Notice Period
   In most employment contracts, notice periods are non-negotiable unless explicitly agreed upon. If your notice period is one month, you cannot shorten it without your current employer’s agreement—which they are unlikely to grant.

Promising a concrete start date, therefore, puts you in a situation where your commitments to your new employer might conflict with your legal obligations to your current one.

What to Do Instead of Promising a Start Date

Instead of committing to a specific start date early in the recruitment process, focus on communicating your notice period clearly. This shifts the responsibility to the new employer to finalize the process within a timeline that works for both of you.

Here’s what to say:
"I have a one-month notice period with my current employer. Once the contract is signed, I will formally submit my resignation, and from that date, I will be able to start within a month. Please let me know if this timeline works for you."

This approach makes it clear that:

1. You will not resign without a signed contract (a reasonable expectation for any new employer).

2. The starting date depends on how quickly the new employer moves through their recruitment and contract preparation processes.

Why this works:
It sets realistic expectations for everyone involved and avoids misunderstandings. If the employer truly values you, they’ll ensure the contract is ready in time to meet their desired starting date.

What to Do If You’ve Already Promised a Start Date

If you’ve already made the mistake of committing to a specific start date but now realize it’s no longer feasible, communicate the issue as soon as possible. Transparency is key here—your new employer is more likely to understand if you address the issue directly and explain the reasons for the delay.

Here’s an example of what to say:
"I wanted to update you regarding my starting date. During our discussions, I initially mentioned that I could start on [original date]. However, due to delays in finalizing the contract and the one-month notice period with my current employer, this is no longer feasible. I can start [new realistic date], provided the contract is ready for signing by [deadline]. I hope this works, but let me know if we need to discuss this further."

This approach:

1. Acknowledges your earlier promise without assigning blame.

2. Explains why the timeline has shifted (contract delays, notice period, etc.).

3. Offers a new timeline that is achievable.

Red Flags to Watch For

A reasonable employer will understand that you cannot resign from your current job without having a signed contract. If your potential employer expects you to take this risk, this is a serious red flag. It suggests they may not respect your professional boundaries or have poor internal processes.

Take the Next Step

Navigating a job transition isn’t easy, but you don’t have to do it alone. Coaching can provide clarity and support to help you move forward with confidence. Here are some helpful resources to get you started:

• 11 Ways Career Coaching Can Help You Land Your Next Job
  Discover how personalized coaching can enhance your job search strategy and increase your chances of success.

• Practical Ways to Afford Career Coaching: Investing in Your Future
  Learn how to make career coaching accessible and see it as an investment in your future success.

Ready to take the next step?
Book a free call with me today, and let’s discuss how we can make coaching accessible for you. Together, we’ll create a roadmap that sets you up for success.

Not ready to book a call yet but have questions?
Feel free to reach out! Contact me via email or WhatsApp, and I’ll be happy to help.