Sample Job Promotion Letters and Templates

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Most employees, or professionals that enter an employer-employee relationship, are clear on the career path they want to take and follow. In ten or twenty years, they have an idea where they want to be in their careers. They should be holding this position, performing this task, or be attached to that company.

But following a career path is a journey and, often, it can be a long, arduous and, often, unpredictable one. There are factors that may introduce themselves along the way, causing shifts and turns in what was supposed to be a clear and definite career trajectory.

In an ideal setup, the career trajectory of an employee will resemble a line on a steady climb. This climb is marked by job promotions.


If you look at the career path followed by most members of a corporation’s top management, you are likely to find that they started from the bottom, working low-level jobs, and gradually working their way up the organizational structure, until such time that they are able to take their place at the top of the organization.

Several years or decades ago, they were exactly like you and, most likely, this would give you motivation and drive to follow that same path they did.

Promotion at work is described as an employee’s advancement in job position and job title, in recognition of his effective work performance and significant contributions toward the attainment of the company’s organizational goals. It comes with a corresponding increase in salary and benefits as well as additional load in terms of work functions, duties and responsibilities.

In some cases where it involves the transfer from one department of the company to another, it could mean a complete change in the job description of the employee, but still with greater levels of accountability and responsibility, to coincide with the increase in compensation and benefits.

Let’s be blunt about it: if an employee wants to go up the career ladder he has to land promotions at work.

From the above definition, we can work out the many benefits that a job promotion can bring to an employee.

  • An increase in pay. The promotion will move the employee to a position that belongs to a higher salary range. He may also become entitled to additional monetary benefits and perks, such as higher representation and transportation allowances, use of a company vehicle, higher health and Medicare benefits, and others, depending on the nature and responsibilities of the new position.
  • A boost in the employee’s self-esteem. Getting a promotion is one way of telling the employee that top management trusts him and in his abilities to carry out the duties and responsibilities of the new position. It is one thing to always be told verbally by the big bosses that he did a great job, or that he is an “asset to the company”. Promoting him is like an affirmation of this level of trust and confidence, proving that the compliments are more than just empty words spoken to ensure he remains loyal to the company.
  • An increase in the employee’s authority within the organization. With greater responsibility heaped on the newly promoted employee, he will find himself with more authority to wield when it comes to higher-level functions. He may now have an influence on decision-making processes. The higher position may also put him above other employees, so he has more power and influence over them.

Along with an increase in authority and pay, promotion also brings with it a boost in the employee’s status or social standing. These are not trivial changes, considering the impact it will have on the individual, as well as the other people around him, specifically the other employees of the company and other individuals or entities that he comes across in the performance of his work duties and responsibilities.

Thus, it is important to have a way to formally and officially inform other people about the fact that the employee has been promoted to a higher position within the organization. The usual channels may be through brief announcements on company bulletin boards, or the more decidedly informal method, “through the grapevine”, where the news will be passed on from one employee to another, until everyone will find out about it.

But there is a better, more effective and more formal way to make the announcement, and this is through a job promotion letter.


Some people who hear about the “job promotion letter” for the first time may assume that it is a communication prepared by an employee expressing his desire to be promoted to a higher position.

Technically, that does qualify as a “promotion letter”. However, for all intents and purposes, that is basically an application letter, and not the job promotion letter that we are talking about here.

The job promotion letter is a formal letter representing the communication or exchange between the company and the employee who is promoted, or who is being offered a promotion. Essentially, we are talking about two types of job promotion letters emanating from the management of a company.

  • A letter from a company or business informing its employee that he is promoted.
  • A letter from a company or business offering a promotion opportunity to an employee.

Usually, it is written by the human resource manager of the company, on behalf of the management or owners, since they are responsible for all matters related to hiring, recruitment and personnel management. In some cases, however, a member of management will write the letter, as the case may be.

The functions of the job promotion letter can be simplified into the following:

  • As a brief acknowledgement of the new role of the employee in the organization, by virtue of the promotion (or the offer of promotion);
  • As a clarification of the reporting structure and levels of authority involved with respect to the employee’s new role; and
  • As a way for management to congratulate the employee on his career advancement, if the employee has already been promoted.

There is one other important function of the job promotion letter, and that is to protect both the employer and the employee. A well-prepared job promotion letter will clarify issues and resolve any potential disputes that may arise following the promotion. Any confusion, such as on the salary rate, date of promotion and the line of authority involved, will be resolved with the job promotion letter used as reference.

The job promotion letter may be sent to the employee via e-mail, or it may be delivered to his postal address. For expediency, others opt to have the letter personally delivered to the employee, since he is already working in the company in the first place.

There really is no fixed guideline on how the letter should be sent to the promoted employee, as long as steps are taken to ensure that (a) the job promotion letter was sent or delivered, and (b) the rightful recipient received it.


We can categorize the contents of a job promotion into two: the must-haves and those that are not strictly required on the letter, but may be included.

Date that the promotion will take effect

Let the employee know when his new role or position will take effect. The primary purpose of this is to inform the employee when he will be expected to report at his new office (if it is in a different department) or to his new supervisor to start performing the tasks and functions attached to the new position.

Generally, if the employee’s promotion involves him transferring out of one department to another, copies of the job promotion letter will be furnished to the old supervisor and the new supervisor. This is to inform the old supervisor (and a form of courtesy, as well) about the transfer, so he could plan and respond accordingly as to the duties and responsibilities that the employee will leave behind.

On the other hand, the supervisor that the promoted employee will report to should also know when to expect him to report, so he can plan the employee’s transition into his new job, duties and responsibilities, and working environment.

There should be coordination among human resources, accounting and the payroll master on the date that the employee will assume his new role. This is to avoid complications and problems such as the failure to pay the correct amount of salary of the new position because accounting got the date of assumption wrong.

Details about the new position

It is not enough to just let the new employee about his new job title or designation, and the office or work location he will be moving to. The vital elements that must be put on the face of the job promotion letter are:

  • Job title. Obviously, the employee has to know the formal designation that will be attached to him, in accordance with the company’s organizational structure.
  • New or revised salary rate and applicable salary payment details. Let the employee know how much he will be paid in the new position, and whether it will be paid weekly, bi-monthly, or monthly, as the case may be. In some cases, the salary range may be stated, but this can be quite vague, especially if we are talking about a wide range. If the salary rate is already known and definite, be specific about it.
  • Additional benefits and perks, if any. The promotion may also bring added benefits, on top of the increased salary.
  • New obligations and responsibilities of the job. This is to inform the employee what his new position entails, or what is expected of him as he takes on his new role in the company. This is also for the benefit of other employees, who will have a clearer idea on who does what in the organization.

In some cases, the specific responsibilities may be enumerated. However, if this will make the letter too long, it would be best to just give the broad outline of the responsibilities, and expound on it later on.

The reporting structure of the new role or position

The employee must know who he will be reporting to in his new role. Who will be his new boss or supervisor? Who will oversee his transition into the new job?

This is to avoid confusion, especially in instances where the organizational chart indicates a number of equally-ranked supervisors within the same department where the newly promoted employee will be reporting to. If his role requires reporting to more than one supervisor, then indicate that on the job promotion letter as well.

This also works from the perspective of the supervisor. Without formalizing the reporting structure, there is a risk that two supervisors will be fighting over the employee, causing a rift in the workplace, making the new employee uncomfortable, and negatively affecting his transition into his new role.

The letter may also include a paragraph explaining the reasons for management choosing the employee for the promotion, probably giving a brief outline on what convinced them to pick him over other possible candidates within the organization. No doubt, this will boost the employee’s confidence and make him more motivated to perform in his new role.

Since the job promotion letter is also, in effect, an announcement letter, the drafter of the letter may opt to indicate the position held by the employee prior to the promotion. This is definitely a must, especially when the letter is written in a straightforward announcement format.

In the case of a letter with a job promotion offer, the essential contents include:

Details on the promotion opportunity

These include the job title or designation, the location, division or department where the position is assigned, the expected salary rate and other benefits and perks that the employee will receive if he accepts the offer of promotion.

Details of the position being offered

This is where management will talk about the duties and responsibilities of the position, and what will be expected from the employee if he accepts the offer and assumes the new role.

Recommendations for acceptance

The letter is given to the employee because management hopes that he will accept it. Thus, it should try to convince the employee to signify his acceptance. To do that, the job promotion letter should include recommendations on why the employee should accept the promotion. Outline the reasons why he is chosen for the opportunity.

The other items that may be included in the job promotion letter – but not strictly required – arise from any negotiation made between the employer and employee in light of his promotion. Usually, it could have something to do with salary considerations, a probationary period, or other negotiated perks, such as stock options, stock rights, and extra vacation days.

Although these are not required, it is still highly recommended to include them in the job promotion letter for documentation purposes. It is common sense to put important matters in black and white, since putting them in writing makes the terms enforceable, especially when acknowledged by the other party (in this case, the employer) by affixing their signatures.

In some instances, although these details are not presented on the job promotion letter itself, they may be stated in a separate document that is duly acknowledged and signed by both parties, and attached as a supporting document to the job promotion letter.


Think back on all the times you have written formal letters in various technical writing courses at university, or when you started working and you were tasked to write formal communication letters. The job promotion letter is not all that different. It is also formal.

  • Formatting a job promotion letter pretty much follows the general rules and guidelines in writing formal business letters. Therefore, it should not be a huge problem for the human resource officer or any employee in charge of drafting the job promotion letter.
  • Maintain a professional tone. Let us reiterate: the job promotion letter is formal. Therefore, use formal and polite language, even if the HR Manager drafting the letter is a close personal friend of the employee that the letter is addressed to.
  • Get the facts right. Accuracy is very important, particularly with respect to the name, the designation, the effective dates, and the salary rates. It is common sense to check for any misspellings, but it is unacceptable if the name of another employee is written on the letter as the one who was promoted, or the new reporting authority.

The same logic applies to the other details such as the salary rate. Double check, triple check, and check again if you wrote the correct amount, right down to the last decimal. This will save you a lot of headaches because arguments will be avoided when the actual amount paid to, and received by the employee will be different from what was stated in the job promotion letter.


There are a lot of sources online for templates and samples of job promotion letters, ready for download and editing. Here we will look at a few of them.

Job Promotion Congratulatory Letter

Date (Month, Day, Year)

Jane Doe

Senior Accounts Manager

Company Name

City, State, Country

Subject: Job Promotion Congratulation Letter

Dear Ms. Jane Doe:

Congratulations on your promotion to Assistant Director of Marketing and Communications Division, effective January 1, 20XX.

The annual salary for the position will be $50,000 paid on a weekly basis.

You will report to John Smith, Director of Marketing and Communications Division. It is our understanding that you have worked with him in the past on several special marketing projects and initiatives, and he looks forward to your becoming a more permanent part of his team.

Again, congratulations on the new position.

Yours Sincerely,

Sarah Tops

Human Resources Manager

Company Name

Job Promotion Information Letter

From: The Managing Director

Letter Reference No. and Date

To: Ms. Jane Doe

Senior Accounts Manager

Dear Ms. Jane Doe:

It gratifies me to inform you that the management has decided to promote you to the position of Assistant Director of Marketing and Communications Division, effective January 1, 20XX, with an annual salary of $50,000. You will be under the supervision of John Smith, Director of Marketing and Communications Division.

Monitoring and evaluation of your performance for the past two years as Senior Accounts Manager revealed a level of persistence, dedication and impressive work ethics that greatly contributed to the company’s objectives. Thus, we thought your efforts should be rewarded. It was a unanimous decision to entrust you with higher responsibilities based on your effectiveness and efficiency in the performance of your work.

We shall continue to expect consistency and great results from you in your new role. We hope that you will set an example for the other employees of the organization.

We wish you luck for your future performance, and congratulations!

Yours faithfully,

Thi Rex

Managing Director

Company Name

Job Promotion Offer Letter


Jane Doe

Senior Accounts Manager

Company Name

City, State, Country

Dear Ms. Jane Doe:

We are very pleased to inform you that you have been selected for the position of Assistant Director of Marketing and Communications Division.

If you accept this new position, you will receive an annual salary of $50,000, as well as full health care coverage for yourself and 50% each for your husband and maximum of two children.

This new position will put you under direct supervision of John Smith, Director of Marketing and Communications Division. Your new responsibilities will include managing the marketing budget and leading the marketing and communications staff in creating marketing plans.

We look forward to hearing from you if you will accept the position.


Thi Rex

Managing Director

Company Name

Job Promotion Announcement Letter


To: All Employees

Company name

Subject: Promotion Announcement – Jane Doe

Senior Accounts Manager

Company Name

City, State, Country

Ladies and Gentlemen:

I am very pleased to announce the promotion of Jane Doe, Senior Accounts Manager in the Retail Division as the new Assistant Director of the Marketing and Communications Division, starting January XX, XXXX.

Jane has been with the company for 8 years, 5 of which were spent performing critical marketing and sales functions where she excelled and demonstrated impeccable skills and knowledge. Her knack for establishing linkages and strengthening customer relations showed her great potential in a position that will utilize her skills more

As assistant head of the Marketing and Communications Division, Jane will no doubt carry out her new duties with the same level of integrity and competence she has been demonstrating in the past. Her focus as she takes on this new role is to spearhead the creation of marketing plans for three new accounts. She will also be given the heavy responsibility of managing marketing budgets.

Let us all congratulate Jane for her promotion, which is definitely well-deserved. Let us also wish her the best of luck in her future endeavors.


Thi Rex

Managing Director

Company Name

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