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 letter is to be used for an employee whose job role is at risk of redundancy; to inform them the rationale for redundancy and to outline that there will be a consultation process.

This letter outlines to an employee who is on maternity leave, whose job role is at risk of redundancy and who has been offered suitable alternative employment that if they choose to decline the offer of suitable alternative employment that they will loose their right to a statutory redundancy payment.

This letter informs employee representatives that compulsory redundancies will not take place due to the acceptance of voluntary redundancies.

This letter informs a Trade Union Representative or Employee Representative

This form can be used internally by a HR department or manager to verify the tasks that are associated with a recruitment process such as advertising, screening, interviews and the various different pieces of correspondence that are required.

This form cab be used for job applicants to submit any expenses associated with the interviewing process, which are normally pre-agreed.

This letter can be sent to a job applicant who has attended an interview but has been unsuccessful and will not proceed any further in the recruitment and selection process.

This is an outcome of a formal capability hearing informing the employee of a written warning. Note that this letter should not be issued unless a formal hearing has been completed.

This is an outcome of a formal capability hearing informing the employee of a final written warning. Note that this letter should not be issued unless a formal hearing has been completed.

This is an outcome of a formal capability hearing informing the employee of another sanction other than a warning or dismissal. Note that this letter should not be issued unless a formal hearing has been completed.

This form can be used to appraisee an employee’s performance. This form is first completed by the employee and then completed by the line manager. The form includes a rating system for both the employee and line manager to rate performance.

The performance appraisal is an extremely effective tool in the performance management process. This policy outlines the organisation procedure for appraisals. The policy covers areas such as features of the appraisal, guidance for the manger and the employee, outcomes from the appraisal and record keeping.

This performance improvement plan can be used to assist an

This checklist should be rviewed by a line manager when dealing with a request for home working.

This letter can be sent to the participants of mediation outlineg that mediation failed to resolve the dispute. This letter will outline the next steps.

This guide provides information on the mediation process and includes

This letter can be sent to a breastfeeding employee after a risk assessment whereby a risk has been identified. This letter offers the employee a temporary change of job role whilst she is breastfeeding. This letter requests the employee signs to conform her agreement with this change.

This letter outlines why an employee may not be entitled to paternity leave, and gives examples of reasons why this would be the case.

This letter outlines reasons why an employee is entitled to statutory paternity leave, but not Company paternity pay.

This letter outlines the reasons why an employee may not be eligible for parents leave and informs them that parents leave is not approved.

This form can be used to request parents leave.

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 policy outlines the organisations approach to flexiable working, including how to request it as well as information around mandatory hours, and how to record hours worked.

This letter can be sent to an employee who has failed to return to from holidays. The letter explains that the current absence is considered unauthorised and requestes the employee to contact the organisation.

This policy outlines an organistion procedure on annual leave. The policy outlines the procedure for booking leave, carrying leave forward, payment, entitlement and prescribed days.

This letter should be sent to an emoloyee who has raised a grievance, providing them with an update on the progress of their grievance, for example they should be informed of what steps have been completed and what steps remain to be completed.

This letter should be issued to all eligible employees to inform them that an opportunity for flexible working arrangement has become available if they wish to apply for it.

This contract clause can be included in an employees contract,