This letter approves a sabbatical and suggests terms and conditions for a sabbatical (in the absence of legislation in this area).

This letter declines a request for a sabbatical and suggests examples of reasons why it might be declined (in the absence of legislation in this area).

This letter invites an employee to a meeting following a request for a sabbatical, to discuss the request in further detail and how it would work in practice.

This policy outlines the organisations position to employees taking sabbaticals, and the procedure for this.

This letter can be sent to an employee who is due to retire wishing them well in the future.

This letter can be sent to an employee whose retirement has been confirmed. The letter will outline the final repayments due to the employee.

This letter can be sent to an employee to confirm that the employer has received their notification of retirement and will be in touch in relation to the next steps.

This letter can be sent to the wider workforce to announce the retirement of an employee. The employee who is retiring should be notified in advance that the letter will be sent. This letter also provides the option of inviting all employees to a celebratory function to mark the retirement.

This letter should be sent to any employee who has notified the organisation of their plan to retire. This letter is inviting the employee to a meeting to discuss their retirement plans.

This form can be completed by an employee who wishes to notify the organisation of their intention to retire.

This policy can be used to outline the organisations retirement policy. The policy outlines the process for retirement and outlines that a retirement age is not enforced.

This clause can be included in a contract of employment only when there is a justifiable reason for enforcing a retirement age. In NI there will be very limited circumstances when a retirement age can be justified. Employers should be mindful that they could face claims of age discrimination if this clause is inserted without reason.

This letter can be sent to an employee who is absent without contacting the organisation and who has only a short amount of service. This letter should only be sent after previous efforts to reach the employee have failed.

This letter should be sent to an employee who has resigned whilst on suspension. This letter is acknowledging the resignation but also informing the employee if it was not their intention to resign they should contact the organisation immediately.

This letter can be sent to an employee who has resigned and wishes to then retract their resignation. This letter is accepting the employee’s request.

This letter should be sent to any employee who has resigned verbally requesting that the employee notify the employer in writing. It is best practice that a resignation is in writing and this will ensure if the employee has any issues that have resulted in the employee’s resignation these can be addressed.

The letter should be sent to an employee who has resigned and within their resignation has raised a grievance. It is important that any employee who has raised a grievance has the opportunity to have their concerns dealt with.

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 letter withdraws a conditional offer of employment due to unsuccessful reference checks.

This letter responds to a reference request stating that it is the policy of that employer not to provide a reference.

This letter outlines reference details for an employee.

This letter can be sent to a former or current employer of a prospective employee seeking a reference.

This letter outlines an employer’s reference policy regarding information that can be provided, for example only job title and dates of employment.

This form documents explicit consent from prospective employees to seek references.

This reference form can be used to send to current or previous employers of a prospective candidate to find out further information on their skills, experience and character.

This contract clause outlines that employment is subject to successful references.

This policy outlines how the reference process is managed; and outlines whether the employer provides the information that has been requested, or only certain information as a standard. It also refers to the retention of such information and what to do if the individual wishes to see a copy of their reference.

This form can be used to summarise the ranking of employees who have been scored as part of the redundancy selection process.

This form can be used as a scoring matrix when selecting individuals for redundancy. It is important that the criteria is relevant to the employer’s organisation and the job roles at risk of redundancy.

This form can be used by employees who wish to apply for voluntary redundancy.