After making an offer, the company will go back on its word two days later. Does the company need compensation?

If the company makes an offer and reneges on it, it is a contracting fault. If the other party does not accept the offer, it will not bear any responsibility. However, if the other party accepts the offer and is ready to accept the labor contract, the company's refusal to perform the offer constitutes a breach of contract and should bear the liability for breach of contract.

? What if the company reneges on the employment notice? At this time, you can directly submit the employment notice or other evidence that can prove that you have been accepted by the company to the court for prosecution. Since the two parties have not established legal labor relations, labor arbitration is not needed. According to Article 500 of the Civil Law of People's Republic of China (PRC), if one party causes losses to the other party in the process of concluding a contract, it shall be liable for compensation. If the company breaches the contract, it may be required to pay compensation. Generally speaking, the company may need to pay two to three months' salary. The law always supports the party who abides by the contract. Anyone who abides by the contractual obligations and causes losses to the other party will ultimately be liable for compensation.

? To protect the interests and reasonable trust of workers in the process of job hunting, no matter whether they are new recruits, after receiving the employment notice from the employer, they may also encounter the situation that the employer violates the principle of good faith and does not sign the contract. Although the law stipulates that the employer has the right to recruit employees to provide labor for it, the employer should also pay attention to protecting the interests and reasonable trust of workers. If the employer clearly expresses that it wants to hire the employee and asks the employee to resign from the original employer, but he reneges on his word and fails to give a reasonable explanation for not hiring, the employee can invoke the relevant provisions of Article 500 of the General Principles of Civil Law of People's Republic of China (PRC) on liability for contracting negligence to safeguard his legitimate rights and interests. This case is a typical case.

? After reaching an oral agreement with the employer, the awareness of evidence retention may require the employer to issue a written employment notice to confirm the intention reached, so as not to cause unnecessary losses. The communication records formed in the process of job hunting should be kept.