This letter can be sent to a data subject where the employer perceives the request to be unfounded or excessive. The letter r provides options for the employer to explain their rationale.

This letter is responding to a subject access request informing the data subject that the employer will comply with the request however, as the request is complex the employer will need more time.

This letter is responding to a subject access request informing the data subject that the employer will comply with the request however, as the request is complex the employer will need more information.

This letter responds to a subject access request and provides a copy of the information that is held and also lets the data subject know how it is processed

This data protection retention schedule outlines the duration for which varying categories of personal data will be held, the purpose of the processing, the format by which it is stored and the legal basis for processing this data.

This policy outlines how an organisation deals personal data and explains the organisation’s approach to making a subject access request, and how the organisation ensures compliance with General Data Protection Regulation (GDPR) in relation to the handling of personal data in this regard.

This privacy notice should be given to all employees. It outlines how and why the organisation collects and processes personal data relating to employees medical records data in line with GDPR and the Data Protection Act 2018.

This privacy notice should be available to all contractors. This policy outlines how the organisation will collect and process an applicants data in line with GDPR and the Data Protection Act 2018.

This policy sets out the organisation’s approach to processing special category personal data and criminal records data. It supplements the organisation’s data protection policy.

This policy outlines the employers responsibilities in dealing with Data in the workplace in line with GDPR and the Data Protection Act 2018.

This policy outlines the organisations position ion dealing with COVID-19 in the workplace. This includes working from home, sick pay, sick leave, annual leave short time working and a temporary lay off.

This policy outlines the organisations support for employees to undertake voluntary work and the process for employees to follow.

This policy covers the environment, community work, education, business relationships and employees.

This letter can be issued to employees anytime there is an update to their terms and conditions of employment. This letter will accompany the updated contracts and outlines the relevant changes to the employee.

This guide provides all the information required of anyone who is issuing a contract of employment. This guide provides useful information on each section of the terms and conditions of employment and explains the rationale as to why watch clause should be included.

This letter should be issued to any employee that has failed to sign and return their terms and conditions of employment. This letter requests an employee to provide reasons as to why they have not signed their terms.

This can be given to employee’s where post termination restrictions are applicable this is normally for employees in senior positions. These restrictions cover areas such as non compete and intellectual property.

This contract provides a standard contract for permanent employees in NI. This contract includes all the mandatory clauses that are required in a statement of main terms and conditions of employment.

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

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

This letter should be issued to an employee who is being offered a compromise agreement, to seek confirmation that they have sought and received independent legal advice on the compromise agreement.

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 compromise 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 compromise agreement.

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

This clause can be included in the terms and conditions of any employee who is required to drive as part of their job role.

This policy can be given to any employee who is required to travel on work related business but who has not been provided with a company vehicle. This policy outlines the rules around an. Employee using their own vehicle, fuel costs and the employee’s responsibilities.

This policy covers the use of mobile phones whilst driving. The policy provides two options. The options include to completely ban mobile phone usage whilst travelling or to permit the use of hand free devices.

This clause can be included in the terms and conditions of any employee who has been provided with a company vehicle.

This policy covers the basis of what is acceptable proactive within the workplace. This policy should be given to all employees at induction stage and can be tailored to suit the needs of each organisation. Some of the points included in this policy are timekeeping, mobile phone usage, confidentiality and use of facilities.