This letter offers an employee a Shared Parental Leave in Touch Day (SPLIT).

This letter can be sent to employees to explain their right to take shared parental leave

A maternity or adoption curtailment notice is for the mother or main adoptor to submit to their employer, outlining the date they wish for their maternity or adoption leave to end so that the partner can avail of shared parental leave. It must be submitted at least 8 weeks before the maternity or adoption leave is due to end.

This form can be used by an employer who is declining a request for shared parental leave, because the employee does not meet the eligibility criteria.

This form can be used by an employee who wishes to vary the dates of their shared parental leave or cancel their shared parental leave.

This form can be used by an employee who wishes to request shared parental leave. It requests the start and end dates of shared parental leave and any additional or necessary information that the employee wishes to record on their request.

This contract clause outlines the eligibility criteria for shared parental leave as well as the duration of shared parental leave.

This policy outlines the organisations approach to the accrual and taking of annual leave before and after a period of shared parental leave.

This policy outlines the statutory right to take shared parental leave (SPL) to care for a child due to be born or placed for adoption. It also outlines the arrangements and notification requirements before a period of SPL and the entitlement to pay during SPL.

This policy outlines the statutory right to take shared parental leave (SPL) to care for a child due to be born or placed for adoption. It also outlines the arrangements and notification requirements before a period of SPL and the entitlement to pay during SPL.

This clause can be inserted into senior level contracts to confirm that if any part of the contract is deemed unenforceable each clause will be treated separately

This document can be used as the basis for an agreement with a genuine independent contractor, freelance or Consultant. It is intended to be used as a contract for services rather than an employment contract.

This agreement outlines the terms and conditions to be agreed regarding a secondment such as the start and end date, the job role, the salary, the location, reporting structures as well as other important conditions.

This letter invites an employee to a meeting to discuss a possible secondment.

This letter confirms the terms and conditions of the secondment including the duration of a secondment.

The purpose of this policy is to set out the arrangements for employees undertaking a long term or short-term secondment to another area within the organisation.

This letter invites an employee to meeting following Sabbatical Leave to discuss reintegration to the workplace

This letter approves a sabbatical and suggests terms and conditions for a sabbatical (in the absence of legislation in this area).

This letter declines a request for a sabbatical and suggests examples of reasons why it might be declined (in the absence of legislation in this area).

This letter invites an employee to a meeting following a request for a sabbatical, to discuss the request in further detail and how it would work in practice.

This policy outlines the organisations position to employees taking sabbaticals, and the procedure for this.

This letter can be sent to an employee who is due to retire wishing them well in the future.

This letter can be sent to an employee whose retirement has been confirmed. The letter will outline the final repayments due to the employee.

This letter can be sent to an employee to confirm that the employer has received their notification of retirement and will be in touch in relation to the next steps.

This letter can be sent to the wider workforce to announce the retirement of an employee. The employee who is retiring should be notified in advance that the letter will be sent. This letter also provides the option of inviting all employees to a celebratory function to mark the retirement.

This letter should be sent to any employee who has notified the organisation of their plan to retire. This letter is inviting the employee to a meeting to discuss their retirement plans.

This form can be completed by an employee who wishes to notify the organisation of their intention to retire.

This policy can be used to outline the organisations retirement policy. The policy outlines the process for retirement and outlines that a retirement age is not enforced.

This clause can be included in a contract of employment only when there is a justifiable reason for enforcing a retirement age. In NI there will be very limited circumstances when a retirement age can be justified. Employers should be mindful that they could face claims of age discrimination if this clause is inserted without reason.

This letter can be sent to an employee who is absent without contacting the organisation and who has only a short amount of service. This letter should only be sent after previous efforts to reach the employee have failed.