This letter should be issued to an employee who is

This form should be sent to the legal representative of

This letter should be sent to an employee as part

This letter should be sent to an employee with an

This form should be used as a template when drafting

This policy should be given to all employees who have

This form should be completed by an employee who wishes

This guide provides an overview for employing young persons. The guide covers who is classified as a young worker and who is classified as a child worker. This guide provides a summary of the legislation and the entitlements of young persons.

This policy outlines the expectations of employees at work related social events. This policy clarifies what is considered a work place event and the conduct expected of employees at such events.

This policy covers the organisations rules in relation to the prevention of bribery. The policy outlines the behaviour expected of employees and the rules around accepting gifts.

This letter can be sent to an employee who has made a protected disclosure inviting the employee to a meeting to discuss the matter in detail.

This form can be completed by any employee who wishes to make a protected disclosure. This form outlines the details of the disclosure and the individuals involved.

This policy outlines the procedure for employees if they believe that they need to make a ‘protected disclosure’. This policy covers the protection and confidentiality employees are entitled to. In addition this policy outlines the process for raising concerns either internally or externally.

This letter can be sent to an employee to invite them to an initial consultation meeting to discuss a proposed change to their terms and conditions. This letter outlines the details of the proposed changes but ensures the employee knows that this is a proposed change only and the organisation is seeking their agreement.

This letter can be sent to an employee after an initial consultation meeting outlining that agreement has been reached to change the employees terms and conditions. This letter outlines the terms to be changed and requests the employee sign and return a copy to signify their agreement.

This letter can be sent to an employee following an initial consultation meeting outlining that an agreement was not reached. This letter provides two options on how to proceed.

This letter can be sent to an employee following a meeting to discuss a temporary change to their terms and conditions on health and safety grounds. This letter outlines the reason for the changes and requests the employee to sign and return a copy.

This letter should be sent following an initial meeting to seek the agreement of an employee to vary their terms and conditions of employment.

This form can be provided to any employee who has requested unpaid leave. This form requests that the employee provides details on the leave such as the dates of the leave and an explanation as to why annual leave could not be used.

This letter can be sent to any employee who has requested a period of unpaid leave. This letter has two options either granting or declining the request.

This letter can be sent to an employee who has requested unpaid leave inviting the employee to a meeting to discuss the leave requirements. This letter covers the points that will be discussed in the meeting.

This policy outlines the organisations procedure for booking unpaid leave. This policy outlines that other leave should be exhausted prior to booking unpaid leave. The policy also covers the process for booking leave the restrictions around unpaid leave.

This script can be used for a consultation meeting regarding employees who will be transferring employment. The script can be used as a guide to ensure employees are initially fully informed as far as possible.

This script can be used for an employer whose business will be transferring to another organisation, meaning that a number of employees will be transferring employment. The script can be used as a guide to ensure employees are initially fully informed as far as possible.

The purpose of this form is to nominate a candidate for election as an employee representative, to engage in consultation in relation to a transfer of undertakings. Following election, employee representatives will take part in the consultation process on your behalf.

This form is provided for affected employees to elect their chosen representative to inform them and consult with the organisation on their behalf during a transfer of undertakings situation.

This letter can be used to invite elected representatives to a final consultation meeting. At this stage the elected representative will have been chosen by colleagues. If there are less than 10 employees, this document can be amended to inform individuals rather than elected representatives.

This template can be used by a transferor whose employee does not wish to transfer and avail of their right to have their terms and conditions of employment honoured. If an employee has expressed a concern that they do not wish to transfer, they must put this in writing in order to prevent a constructive dismissal claim.

This is a letter that can be used by the transferor (outgoing employer) informing them that the personnel files have been sent and what information is contained within the personnel files.

This letter informs an employee that their employment did not transfer to another employer because their duties are not wholly or mainly part of the transferred work.