Request duties, dates, responsibilities and any restriction on services while registration is pending. Include the expected later role if already agreed. The description should reflect a real assignment, not a temporary title covering the same restricted work.
Keep conditions visible
Retain regulator correspondence and the employer’s response to it. If the conditions change, update the plan before assigning affected tasks. Do not treat a verbal instruction from a supervisor as replacing a required official permission.
Set the letter out so that a reader who knows nothing of the arrangement can still audit it: employer name and signatory, the professional classification relied on, each activity with the date it starts, the compensation, the intended period, and an explicit line stating which services are excluded while registration is pending. That excluded-services line is the one most often missing, and it is the line that protects the employee when a supervisor improvises. Keep every version.
A support letter reissued in March that no longer mentions a February restriction does not lift the restriction; it produces two records that disagree, and whoever reads both will ask which is true. Where an employer declines to put an exclusion in writing, treat the refusal itself as information about how the role will actually be run, and raise it before the start date rather than after.