This letter should be sent to an employee who has had a grievance raised against them by a colleague. This letter is to inform them that a grievance has been raised against them, and reiterate to them at this point that this is not implying any guilt.

This letter should be sent to a staff member that has raised a formal grievance. The purpose of this letter is to invite the staff member to attend a formal meeting to discuss the nature of their grievance.

This letter should be sent to a staff member that has raised a grievance and has agreed to resolve their grievance following an informal meeting.

This letter should be sent to a staff member that has raised an informal grievance. This letter serves to invite the staff member to a meeting in order to discuss their concerns in an informal setting.

This letter should be sent to a staff member that has raised a grievance, informing them that their request has been acknowledged and that an investigation will launch in due course.

This document outlines to employees the organisations grievance policy, including how to raise a grievance, details of how investigations are carried out, and how the data relating to the grievance will be stored.

This letter should be issued to an employee that who has either given or been given notice of termination of employment, informing them that they will be placed on garden leave as opposed to working out their notice

This contract clause should be included in each employees contract of employment, explaining the organisations policy on garden leave, and the employees obligations if they are placed on garden leave

This letter should be sent to an employee who has underwent a successful trial period of flexible working, to inform them that the arrangement will be made permanent.

This how to guide explains how a flexible working request should be handled, including advice on meetings that should be held with employees and criteria that should be considered when considering the request

This script should be used by the chair of a flexible working appeal meeting. This script provides guidance on how to carry out such a meeting, including some examples of questions that could be asked.

This script should be used by the chair of a flexible working meeting. This script provides guidance on how to carry out such a meeting, including some examples of questions that could be asked.

This letter should be sent to an employee who has submitted a request for flexible working, but did not provide all of the necessary information. This letter asks the employee to provide this missing information.

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 letter should be sent to an employee who has requested a flexible working arrangement to inform them that they do not meet the appropriate criteria necessary to request flexible working.

This letter should be sent to an employee who has request a flexible working arrangement to inform them that there has been a delay in the decision making process in relation to their application.

This letter should be sent to an employee who satisfies the criteria necessary for submitting a flexible working request. This letter simply notifies qualifying employees that they are eligible to request flexible working.

This letter should be sent to an employee who is due to attend a flexible working meeting which now must be rescheduled. This letter provides an alternative time/date to hold the meeting.

This letter should be issued to an employee who has appealed against the decision not to approve their flexible working request. The purpose of this letter is to tell them that their appeal has been rejected. The letter should explain why their appeal has been rejected.

This letter should be issued to an employee who has appealed against the decision not to approve a flexible working arrangement. The purpose of this letter is to inform them that the their appeal has been upheld.

This letter should be issued to an employee who has had a flexible working arrangement turned down. This letter invites the employee to a meeting where they can outline the basis of their appeal against the decision.

This letter should be issued to an employee who is currently on a trial flexible working arrangement in the instance where the employer would like to extend the trial period. The reason for wanting to extend the trial period should be explained to the employee.

This letter should be issued to an employee who has requested flexible working, and has attended a meeting in relation to their request, informing them that their request for flexible working has been approved for a trial period.

This letter should be issued to an employee who has requested flexible working, and has attended a meeting in relation to their request, informing them that their request for flexible working has been declined.

This letter should be issued to an employee who has requested flexible working, and has attended a meeting in relation to their request, informing them that their request for flexible working has been approved.

This letter should be issued to an employee who has requested flexible working, in order to invite them to attend a meeting to discuss their request.

This checklist outlines a number of standards that must be met in order for a homeworking request to be approved.

This form should be available to any employee who has submitted a flexible working request, and should be submitted by the employee in the instance where they wish to withdraw their flexible working request.

This form should be available to all employees, and should be completed by an employee that wishes to submit a flexible working request.

This policy outlines how the organisation oversees job-share arrangements. The policy addresses how to apply for a job share.