This policy outlines the appeals process after an employee has been dismissed by way of redundancy. An employee who appeals redundancy will be entitled of the right of appeal and a meeting to discuss their grounds for appeal.

This policy can be used by employers who offer enhanced redundancy payments over and above the statutory redundancy amount.

This policy outlines the process of voluntary redundancy, such as the application process for voluntary redundancy, accepting and declining requests for voluntary redundancy and redundancy payments.

This policy outlines how the employer will approach the use of selection criteria within a redundancy process and covers important points such as identifying the selection pool and what scoring criteria can be used.

This policy outlines the company’s approach to paid time off to search for alternative employment, after an employee has been notified of redundancy.

This policy outlines the key stages associated with the redundancy process such as reasons for redundancy, the consultation process, the selection process, redeployment, individual and collective redundancy and the appeals process.

This how to guide gives practical advice to employers on how to manage the recruitment and selection process in its entirety; from advertising the job role, shortlisting, arranging interviews and offers of employment. It focuses on legal compliance, avoiding risk and professionalism of the process.

This guide provides the key factors to ensure that the interview process is compliant and professional. It details the elements to prepare in advance of an interview process, such as questions and questioning techniques, opening and closing the interview, record keeping and giving feedback.

This document provides a guide to employers as to what format an interview should take, and the key elements to prepare for an interview process.

This letter invites a job applicant to an assessment centre as part of the recruitment and selection process. The letter gives the details of the assessment such as the date, time, duration and location; as well as the methods of assessment.

This letter outlines to a job applicant that an alternative vacancy that better suits their skills and qualifications has become available.

This letter outlines that a job applicant’s details will be kept on file and includes a consent form so that the applicant can give consent to their details being kept on file (GDPR Compliant).

This letter can be used to withdraw a job offer. Note that any withdrawal should not be as a result of any disclosure of a protected characteristic to avoid a discrimination claim.

This letter can be used to provide feedback to a job applicant who has been unsuccessful.

This letter can be sent to a job applicant who has not been successful in proceeding to interview stage.

This letter invites a job applicant to a second interview, after they have attended a first interview.

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 letter can be sent to a successful job applicant who is going to be offered employment. It outlines the terms and conditions of employment that will be offered as well as any conditions relating to the offer such as references and probationary period.

This letter invites a job applicant to an interview and outlines the details of the interview such as the date, time and location of interview.

This form can be completed by a new recruit to obtain any pertinent medical information. This document must only be used after the employer has made an offer of employment to an individual; it should not be sent out with a job application form.

specification and the job description of the available role being interviewed for.

This is a guide for employers on how to score at interview. Employers are advised to amend the questions accordingly in line with the person

This template can be used by an employer when designing a job advertisement.

This form can be used internally by a HR Department or manager to document the details of a vacancy that is required.

This form provides structure for the shortlisting process and ensures that the shortlisting process is adequately documented. This assists in protecting the employer in justifying recruitment and selection decisions, incase the process is challenged.

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 can be used to outline the essential and desirable criteria for a vacancy.

This form can be used to seek a reference from a previous employer for a new employee. The form can be sent to the referee or alternatively can be completed via telephone.

This form can be used to record the outcome of an interview process, including any second or third choices. It can also be helpful to formally record the successful candidate’s salary expectations and notice to give. It should be retained with all other interview documentation including score sheets and application forms.

This application form can be used as a template.