This letter should be sent to a new mother to outline the arrangements the organisation have put in place to facilitate her on her return to work, particularly in relation to breastfeeding arrangements

This letter informs a pregnant employee that, due to them not accepting an alternative role, which was decided after a risk assessment, they must be placed on medical suspension to protect the employee and their unborn child

This letter should be sent to an employee in order to confirm with the employee the date that they will return to the workplace

This letter informs a new mother that, due to them not accepting an alternative role, which was decided after a risk assessment, they must be placed on medical suspension to protect the employee and their baby

This is a letter confirming to an employee that their request for a phased return to work following maternity leave has been granted. The letter should include the specific details of the phased return schedule

This letter provides comprehensive information regarding maternity pay to an employee who has notified the organisation of pregnancy.

This letter can be sent to an employee who is absent due to pregnancy related illness, notifying her that her maternity leave will automatically begin if she has not recovered by the 4th week before expected childbirth. The letter asks the employee to keep the organisation informed as to her wellbeing

This letter can be sent to an employee who has requested changes to their role following maternity leave. This letter provides a number of options either approving the change permanently, approving the leave on a temporary basis or offering a trial first.

This letter can be sent to a pregnant employee following a risk assessment. This letter outlines requests to meet the employee to discuss the risk assessment.

This letter should be sent to an employee who has given birth to their child earlier than expected. This letter offers congratulations on behalf of the organisation, and informs the employee that their maternity leave has now been triggered, beginning from the day after childbirth

This letter can be sent to an employee who is due to go on maternity leave. This letter requests a meeting with the employee to discuss her leave, her return to work dates, annual leave and any other questions.

This letter should be sent to notify an employee that, since their absence is related to their pregnancy, their maternity leave has automatically been triggered

This letter explains to an employee how a keeping in touch day will be coordinated, and this letter also highlights the employees statutory rights regarding how many keeping in touch days are permitted

This letter can be sent to an employee who wishes to end her maternity leave early and return to work. This letter offers 2 options either granting or declining the request. It is important to note that the request can only be declined in the case that the employee has not provided the required notice.

This letter can be sent to an employee who wishes to change her maternity leave start date. This letter provides 2 options either granting or declining the request.

This letter should be sent to an employee to explain to them that due to either a government increase or the organisation conducting a salary review, their statutory maternity pay has been amended

This letter can be sent to an employee who has requested a change to their hours of work following their maternity leave. This letter can be sent to an employee following a meeting confirming that their request has been granted. This letter outlines to the employee that the change represents a permanent change to the terms and conditions of their employment.

This letter can be sent on behalf of the organisation to offer condolences to an employee who has suffered a miscarriage or still birth.

This letter can be sent to an employee who is due to return to work from maternity leave. This letter invites the employee to a meeting prior to their return to discuss the return to work. It is good practice for an employer to meet with an employee prior to her return to work.

This letter can be sent to a employee who has suffered a miscarriage after 24 weeks of pregnancy. This letter outlines the employee’s entitlements. An employee who suffers a miscarriage after 24 weeks is entitled to maternity leave.

This letter can be sent to an employee who has suffered a miscarriage before 24 weeks of pregnancy. This letter outlines the employee’s entitlements. An employee who suffers a miscarriage before 24 weeks of pregnancy is not entitled to maternity leave.

This letter can be sent to a pregnant employee following a health and safety risk assessment. If the risk assessment has identified the employee’s current role as a risk then the employee needs to be offered alternative work or be suspended on full pay if there is no other suitable work available.

This letter informs a pregnant employee that a risk assessment was carried out and that it is not considered safe for them to continue in their role while pregnant. The letter instead provides details of a suitable alternative role.

This letter invites an employee that is currently on maternity leave to attend a keeping in touch day, which can be a means of providing training/ keeping the employee up to date with developments so that they can more easily transition back to the workplace after their leave.

This letter should be issued to an employee that has notified the organisation of their intention to take maternity leave. This letter outlines to the employee their entitlements to receive statutory maternity pay

This letter is designed to be sent to an employee that is currently on maternity leave, informing them of a job opening which might be of interest to them, that has become available during their maternity leave

This letter should be sent to an employee who has just given birth, to send them the organisations best wishes

This form should be submitted by an employee who had requested for maternity leave to begin on some date, but whose child has been born prior to this date, in order for them to request that their maternity leave/pay commence on the day after childbirth.

This form should be completed by a pregnant employee who is experiencing a pregnancy related illness fewer than 4 weeks from the expected date of childbirth. The submission of this form automatically triggers maternity leave and pay.

This risk assessment form should be completed by the organisations risk assessment manager, in order to establish any aspects of the workplace that could be hazardous to a pregnant employee. The form is a questionnaire, with space to detail actions that the employer should take to mitigate the risk identified