The promise of employment is a job offer and precisely directed to a specific employee, indicating the essential elements of the employment contract (remuneration, qualification, date of entry office). However, it is imperative that all elements of the contract included for it is a real promise of employment.
The promise of employment is distinguished from simple talks often precede the conclusion of an employment contract because it involves both the employer and employee. However, the talks are not binding on the employer nor the employee and may be terminated at any time. 
- conditional promise that is to say that it may be packaged for example in relation to an event: graduation. any breach of the promise of employment, there financial guarantees for the employee than are the damages and the damages and compensation in lieu of notice. 
An employer who does not meet its commitment may be condemned by the Labour Court to pay the employee damages for the injury suffered by it. The employee does not demonstrate how this failure led to her injury. It must simply prove the existence of a firm proposal and accurate. The employer has the ability to integrate into the promise of employment a term of withdrawal, allowing it to reverse its decision or condition.
Once the employee has accepted the job offer, this is considered a contract of employment. Thus, the breaking of the promise of employment by the employer amounts to a dismissal, even if the performance of this contract work is not started yet. The employee is entitled to more damages to compensation in lieu of notice.
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