This script provides employers with a guide on how to conduct an initial meeting to discuss a proposed settlement agreement.

This guide provides all the information required for an employer before initiating a compromise agreement with one of their employees.

This form should be sent to the legal representative of the employee, and should be signed by the legal representative to confirm that the employee has received independent legal advice.

This letter should be sent to an employee as part of a settlement agreement, in order to confirm with the employee that they have received independent legal advice

This letter should be sent to an employee with an outstanding issue (e.g. grievance/disciplinary process) which has left irreconcilable differences between the employee and the employer. This letter is to establish the willingness of the employee to engage in a settlement agreement.

This form should be used as a template when drafting a formal settlement agreement between the employer and the employee, outlining the terms under which both parties have agreed to terminate employment.

This document can be used as the basis for an agreement with a genuine independent contractor, freelance or Consultant. It is intended to be used as a contract for services rather than an employment contract.

This letter invites an employee to meeting following Sabbatical Leave to discuss reintegration to the workplace

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 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 provides 2 options. The first option outlines that a retirement age is not enforced and the second option outlines the organisations retirment age.

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 shoud 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.

This letter can be sent in response to an employee’s resignation outlining that the employee will not be required to work their notice and will instead be paid in lieu. It is important that the employee’s contract has a PILON clause permitting the employer to enforce this.

This letter can be sent as a follow up to an employee who has been given the opportunity to reconsider their resignation but has decided to continue with their resignation. This letter outlines that the organisation will now accept the resignation.

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.

This policy details the process to be followed by an employee who wishes to resign and gives guidance for managers on the issues to consider before the resignation takes effect. This policy covers notice of resignation, withdrawal of resignation, pay in lieu of notice, garden leave, exit interviews and managing annual.

This letter withdaws 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.