This form should be provided to a new employee at the same time as the employee handbook. The employee should complete this form and return it to the organisation in order to confirm that they have read the handbook.

This performance improvement plan / personal development plan can be

This form can be used following an appraisal whereby training issues were identified at the appraisal. This form can be completed to agree the training needs and when and who will provide the training.

This is a formal invitation to a probationary review hearing, where a possible outcome is that the employee’s employment is terminated by way of an unsuccessful probationary period. The employee would normally be entitled to be accompanied at this meeting and it is advised that a minimum of 48 hours advance notice is given to the employee of the meeting.

This statement can be sent to all employees in advance

This policy outlines the procedure for employees if they believe that they need to make a ‘protected disclosure’. This policy covers the protection and confidentiality employees are entitled to. In addition this policy outlines the process for raising concerns either internally or externally.

This letter can be sent to an employee following an initial consultation meeting outlying that an agreement was not reached. This letter provides two options on how to proceed.

This letter can be sent to an employee to invite them to an initial consultation meeting to discuss a proposed change to their terms and conditions. This letter outlines the details of the proposed changes but ensures the employee knows that this is a proposed change only and the organisation is seeking their agreement.

This form can be provided to any employee who has requested unpaid leave. This form requests that the employee provides details on the leave such as the dates of the leave and an explanation as to why annual leave could not be used.

This letter informs an employee that their employment did not transfer to another employer because their duties are not wholly or mainly part of the transferred work.

This letter authorises parental leave and outlines the agreed arrangements such as the start and end date of parental leave, and that it is unpaid time off.

This letter gives general information on statutory paternity leave and pay.

This form can be used to complete an exit interview with any employee that has resigned. An exit interview is a valuable tool for gaining information on the reasons for an employees departure. The interview has a number of questions in relation to various factors such as training and development within the workplace

This clause should be included in the contract of employment

This policy covers the terms of acceptable use of social media in the workplace. The policy outlines the rules around social media use and also covers what action the organisation may take if there is a breach of procedure.

This letter is sent to an employee who has notified the employer that they are suffering from work-related stress and absent from work as a result. The letter invites the employee to a meeting to discuss the stressors with an aim to alleviating the stress that the employee is experiencing. It is recommended that work-related stress is addressed as soon as reasonably practicable.

This letter is used for employers to stipulate when occupational sick pay will come to an end so that there is clarity for the employee.

This is a letter of concern for an employee who continues to have spells of short term absence and there has been no improvement. The employee would normally not have any underlying medical condition or extenuating circumstances. The letter outlines a timeframe whereby the attendance of the employee will be monitored. It also references potential disciplinary proceedings if improvements in attendance are not forthcoming.

This letter is used to arrange a home visit with an employee who is on long-term absence. The home visit will be to discuss their absence and obtain further information on the situation. It is recommended that regular absence review meetings are held with employee who is on long-term absence. This letter should be sent and tailored on each occasion of a long-term absence meeting.

This letter can be sent to an employee to confirm what was agreed at a return to work meeting after a short-term spell of absence, such as confirmation of notification procedures and ensuring that the employee is fit to be back at work.

This policy should be inserted into all employment handbooks. This clause outlines when the employer may enforce a temporary lay off or short time working. If this policy is not in a contract of employment / employee handbook the employer will need to consult and seek agreement from an employee prior to a period of temporary lay off or short time working.

This agreement outlines the terms and conditions to be agreed

This clause can be included in a contract of employment when there is a reason for enforcing a retirement age. In Ireland there is no legislation at present to state that a retirement age cannot be in a contract. Employers should be mindful if the retirement age is not in the contract it cannot be enforced. Employers should always consider if there is a justifiable rationale for including the retirement age otherwise they could face claims of age discrimination

This letter can be sent to an employee who has resigned seeking to recoup training costs from the employee. This letter outlines the terms under which the employer is seeking to recover the training costs.

The letter should be sent to an employee who has resigned in the heat if the moment. It is important that any employee who has resigned in the heat of the moment is given the opportunity to reconsider.

This form should be provided to a new employee at the same time as the employee handbook. The employee should complete this form and return it to the organisation in order to confirm that they have read the handbook.

This form should be provided to a new employee at the same time as the employee handbook. The employee should complete this form and return it to the organisation in order to confirm that they have read the handbook.

This form should be provided to a new employee at the same time as the employee handbook. The employee should complete this form and return it to the organisation in order to confirm that they have read the handbook.

This form should be provided to a new employee at the same time as the employee handbook. The employee should complete this form and return it to the organisation in order to confirm that they have read the handbook.

This form should be provided to a new employee at the same time as the employee handbook. The employee should complete this form and return it to the organisation in order to confirm that they have read the handbook.