This letter notifies affected employees that their employment will be transferred to another employer, the date of transfer and that a consultation process will take place.

This letter can be used to inform elected representatives that there will be a Transfer of Undertakings and that a consultation process will imminently take place. 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 letter can be used to invite the elected representatives to a consultation meeting to discuss questions/queries/concerns of them and their work colleagues. 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 invite employees to individual meetings.

This letter invites employees to elect an employee representative to consult with the employer on their behalf, in advance of a TUPE process.

This letter can be sent by either the transferee or the transferor, and informs affected employees that their employment will be transferred on a certain date, that their terms and conditions will be honoured and that a consultation process will take place.

This is a letter that the transferee (the incoming employer) can send to the transferor (outgoing employer) to request employment information for the employees who are due to be transferred. The letter specifies the documents required such as contracts of employment, personnel files, attendance records, disciplinary and grievance records, leave records and performance files, among other important pieces of employment information. This letter is normally sent as part of the due diligence process before any agreement is made.

This letter can be sent to an employee who has submitted a request for training or study leave. This letter is inviting the employee to a meeting to discuss the details of the requested leave.

This letter can be sent to an employee who has resigned and there is a training agreement in place to permit the employer to recover costs of training that was paid for the employee. This letter provides details for the reimbursement of the training fees.

This letter should be sent to an employee who has requested to study or undertake training and outlines the terms in which the employer will grant the leave. The letter also includes the option if the employer will pay or not pay for the training.

This letter can be sent to an employee when the employer has agreed to pay for training. This letter outlines that the employee will be required to repay the costs of the training should they resign and provides details of when the reimbursement will apply.

This letter can be sent as a follow up to an employee’s request for training. This letter outlines the reasons the employer has refused the employee’s request.

There is no legislation surrounding whether an employee is liable to repay training costs upon leaving employment. Many employers lose their return on investment into employees’ development should they leave. It is recommended that employers ask employees to complete a training agreement to ensure they are protected. This training agreement provides detailed information on when the employee will be required to reimburse the employer.

This form can be completed by employees who have received training. This form allows the employees to rate the training and therefore is an excellent tool for employers to rate the effectiveness of training.

This form should be completed by an employee when the employee wishes for the employer to sponsor or provide training for them. This form outlines the cost of the training and where the training will be provided.

This form can be completed for individual employees to record the training they have received. A copy can be retained on their personnel file.

This form can be completed to provide a plan for training for a particular employee.

This form should be completed to assist in identifying training needs for employees. When gaps are identified a plan can be put in place to fulfil the training.

This policy outlines the organisations approach to the training and development of employees. This policy covers training needs, training agreements and requests for training.

This policy confirms the details of taking back hours worked on top of an employee’s basic contracted hours instead of overtime pay. This policy outlines what is considered overtime and the management of time off in lieu (TOIL)

This policy outlines the nature of time off for dependants leave and how it is normally taken.

This form allows employees to make a request for time off for dependants, which is unpaid.

This letter can be sent to a former employee who was subject to post termination restriction and now is suspected to be in breach of these restrictions.

This letter can be sent to an employee who has left employment requesting they return company property.

This clause should be included in the contract of employment of any employee who receive es company property.

An exit interview is not a legal requirement however it can help in identifying staff retention and motivation issues, so that the organisation can put improvement measures in place where necessary and possible. This guide will assist managers in preparing for an exit interview.

This form can be used to complete an exit interview with nay employee that has resigned. An exit interview is a valuable tool for gaining information on the reasons for an employees departure. The interview has a number of questions in relation to various factors such as training and development within the workplace

This letter can be sent to any employee that has requested to take adoption leave following a surrogacy arrangement. This letter outlines the terms of the adoption leave.

An employee who wishes to take adoption leave due to a surrogacy arrangement must apply for a parental order. As part of the leave process, the employer may request a form of intention to apply for a Parental Order from the employee. This form should be completed by the employee

This letter confirms an appeal decision following a formal appeal hearing regarding a dismissal for ‘some other substantial reason’.

This letter invites an employee to a formal appeal hearing, whereby they have appealed the decision to dismiss for ‘some other substantial reason’.