This form should be submitted by a pregnant employee who wishes to request that the start date of their maternity leave be changed from a previously agreed date, and should include both the previous start date and the requested new start date

This contract clause can be included in employees contracts of employment, outlining enhanced maternity pay entitlements. There are multiple options in this clause for the employer in terms of what requirements they will expect from their employees in order to avail of enhanced maternity pay

This policy is used when employers offer enhanced maternity pay, in excess of the statutory levels, as well as outlining to the employees what supports will be provided to them in terms of ante natal time off, and time off for stillbirth or miscarriage.

This policy is designed to inform employees that their annual leave entitlements continue to accrue throughout maternity leave, and that annual leave cannot be taken during maternity leave.

This policy details the supports that the employer provides to pregnant employees/employees who have returned to work from maternity leave. Included in this policy are details of comfortable rest areas, facilities for breastfeeding and preparing bottled milk, as well as an area for changing their baby

This maternity leave policy outlines to employees their employment rights upon becoming pregnant, including maternity leave entitlements, requirements to qualify for maternity leave, and how to apply for maternity leave among other factors.

The purpose of this letter is to explain to the Jury Service that, due to certain factors, you believe that the employee should be excused/deferred from jury service at this time

This letter should be sent to an employee who has notified the employer of their requirement to complete jury service. This letter confirms to the employee that they will be granted unpaid time off for their jury service.

Occasionally, employees will be required to complete mandatory jury service. This policy explains to the employee what is expected from them in terms of notification of summons, as well as to provide proof.

This guide provides clarity on factors to consider when setting up a job share arrangement

This form should be completed by all new starters and a copy should be retained securely on their personnel file.

This form can be used when an organisation has implemented a ‘buddy system’ for new employees. This form should be completed by the buddy and will serve to provide guidance to the buddy on the areas they will cover with the new employee.

This form can be used by new employees to confirm that they have received all necessary information relating to their induction. Once signed the checklist should be stored in the employee’s personnel file.

This form can be used by new employees to confirm that they have received all necessary information relating to their induction. Once signed the checklist should be stored in the employee’s personnel file.

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

This policy sets out the terms and conditions surrounding homeworking and what is required from employees when working from home. This policy applies to all employees who work from home or who may need to work from home in the future.

This letter can be sent in response4 to an employee who has requested that their annual leave is carried over. This policy provides 3 options either approving the leave, declining the request or part approving the leave.

This letter can be sent to any employee who ha requested that holiday payment is made instead of taking their leave. This letter outlines the reasons why annual leave must be taken.

This letter can be sent as reminder to any employee who has not booked annual leave requesting the employee to book their leave.

This letter can be sent to an employee to notify them that they are required to take any outstanding annual leave during their notice period.

This letter can be sent to an employee at the beginning of the year to confirm how much leave the employee has in the current leave year.

This letter confirms that an employee who was sick whilst on holiday will have their annual leave reinstated.

This letter should be sent to an employee to outline that the organisation has a closure period and the employee will be required to reserve annual leave. This letter outlines that the employee will not be paid as they have no leave remaining.

This letter is inviting an employee to a disciplinary hearing due to their failure to return from holidays. This letter should be sent following an investigation.

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 requests the employee to contact the organisation.

This letter can be sent employees to remind them to reserve annual leave for specific closure periods such as Christmas.

This letter can be sent to an employee who has failed to take their full holiday entitlement. The letter requests the employee to book annual leave or the leave will be imposed by the organisation.

This letter can be sent to an employee when an annual leave request is rejected. This letter explains the reason for the rejection.

This form should be completed by any employee who wishes to request that annual leave be carried forward if the organisation permits leave to be carried forward. The form includes the reason for the carry over and the amount of leave to be carried over.

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