This letter is used for employers to stipulate when occupational sick pay will come to an end so that there is clarity for the employee.

This letter is used to send to an employee who has issues of persistent short-term absenteeism. The invitation to the meeting will outline the main points to be discussed at the meeting, with the aim of understanding the reasons for persistent absence. Employers can insert reference to any trigger points or dates of absence within the letter.

This letter is only used after the employer has obtained explicit consent from an employee to access a medical report. The letter is used to send to the employee’s GP to obtain further information on the employee’s condition and what reasonable adjustments need to be made in the workplace to facilitate the employee, among other important information.

This letter is only used after the employer has obtained explicit consent from an employee to access a medical report. The letter is used to send to an occupational health provider to arrange an appointment for a medical assessment for the employee.

This letter is used to send to an employee to seek their consent to obtain a medical report on their condition. An employer is unable to access medical information about an employee without their consent.

This letter is used to send to an employee whose long-term absence is coming to an end, to communicate arrangements for their return to work. It is recommended that this letter is sent in advance of the return to work.

This letter is used to arrange a home visit with an employee who is on long-term absence. The home visit will be to discuss their absence and obtain further information on the situation. It is recommended that regular absence review meetings are held with employee who is on long-term absence. This letter should be sent and tailored on each occasion of a long-term absence meeting.

This letter is used by an employer where there is a concern for an employee’s welfare and the employer would like to invite the employee to a meeting to discuss further. The employee to be invited to the meeting can either absent or in work

This letter is used to send to an employee who is off on long-term absence, to ascertain how they would prefer to be contacted.

This letter is used to invite an employee who is on long-term absence into a meeting to discuss their absence and obtain further information on the situation. It is recommended that regular absence review meetings are held with employee who is on long-term absence. This letter should be sent and tailored on each occasion of a long-term absence meeting.

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This letter should be sent to an employee who is not contractually entitled to sick pay, but where the employer will, at their discretion, pay sick pay on one occasion. It is recommended that the timeframes are stipulated (start and end date of sick pay), in order to protect the employer against any ambiguity and against setting a precedence.

This letter is used to inform an employee that the organisation will hold off on any further contact until the employee has had some time to rest and recover from their illness. It is normally used when an employee is suffering from a long-term illness.

This letter can be sent to an employee whose contract permits a temporary lay off. This letter outlines the terms of the lay off and the reasons for the employer implementing a lay off.

This letter can be sent to an employee to inform them that the temporary lay off or short time working has come to an end and that the employee is invited back to work.

This letter can be sent to an employee seeking their agreement to a period of temporary lay off or short time working. This letter can be sent when there is no contractual right to enforce temporary lay off or short time working.

This letter can be sent to an employee on a temporary lay off to inform them that some hours have become available and requests the employee to inform the employer if they wish to avail of these hours.

This letter can be sent to an employee whose contract permits short time working. This letter outlines the terms of the short time working and the reasons for the employer implementing short time working.

This clause should be inserted into all employment contracts. This clause outlines when the employer may enforce a temporary lay off or short time working. If this clause is not in a contract of employment the employer will need to consult and seek agreement from an employee prior to a period of temporary lay off or short time working.

This policy should be inserted into all employment handbooks. This clause outlines when the employer may enforce a temporary lay off or short time working. If this policy is not in a contract of employment/ employee handbook the employer will need to consult and seek agreement from an employee prior to a period of temporary lay off or short time working.

This guide provides information on the statutory obligations of employers regarding statutory shared parental leave.

This is a letter of invitation to a meeting regarding a request for discontinuous leave (as part of a shared parental leave request)

This letter acknowledges a maternity or adoption curtailment notice and confirms return to work details.

This letter responds to an employee request to vary shared parental leave arrangements outlining the statutory entitlements (such as eight weeks’ notice) and gives the option to either approve or decline the request.

This letter responds to an employee proposal to have alternative dates for shared parental leave; and asks the employee to take the leave in one continuous block (rather than 2 separate blocks).

This letter requests evidence of eligibility to take shared parental leave in the case of either birth or adoption.

This letter responds to a request for a SPLIT day giving the option of either approving the SPLIT day or declining the SPLIT day.

This letter responds to an employee’s request to take shared parental leave and outlines the procedure of shared parental leave including the duration and SPLIT days.

This letter explains to an employee their ineligibility to take shared parental leave, and gives a number of options to the employer to choose as to why the employee is not eligible for the leave.

This letter informs an employee of significant developments within the workplace during their shared parental leave and invites them to a meeting to discuss the developments.