This letter can be sent to the participants of a mediation process. This letter outlines that mediation was sucessful and details the points which were agreed at mediation.

This letter can be sent to an employee who has agreed to mediation to attempt to resolve an outstanding dispute. This letter outlines the details of when and where the mediation will take place.

This letter can be sent to an employee where mediation is considered an appropriate option for resloving a dispute. This letter outlines the process of mediation and requests the employee to sign and return a copy either agreeing to or rejecting the process.

This template script can be used by a trained mediator as a guide for the mediation process.

This form should be completed by an employee to signify if they are willing or not to partake in mediation.

This form can be used to send to an independent mediator when mediation has been agreed. This form proves details on the participants and the information available.

This policy outlines the procedure to be followed when two or more employees have agreed to mediation. This policy outlines the process of mediation, when mediation can be used, what happens if mediation is not used and circumstances when mediation should not be used.

This letter can be sent in response to an employee who has requested time off for IVF treatment. This letter outlines that the employee could avail of either annual leave or unpaid time off. There is no statutory right for paid time off for IVF treatment.

This letter can be sent to an employee following successful IVF treatment outlining the organisations maternity policy.

This letter can be sent in response an employee has notified the organisation of her pregnancy

This letter can be sent to an employee in response to a request to take annual leave either prior to maternity leave or after maternity leave.

This letter can be sent to an employee who is currently on maternity leave and there are changes within the workplace which may affect the employee. This letter informs the employee of the changes.

This letter can be sent to an employee who has not returned from maternity leave and has not communicated with the organisation in relation to this.

This letter can be sent to a pregnant employee in response to her notifying her manager that she is pregnant. This letter outlines the entitlements of the employee to maternity leave, maternity pay, ante natal care, internal vacancies and returning to work.

This letter can be sent to a pregnant employee following a risk assessment. If the risk assessment has identified a risk and alternative duties have been offered to the employee but she has not accepted, then this letter can be sent. This letter outlines the consequences of non acceptance of the alternative duties.

This letter can be sent to an employee to confirm her return to work date.

This letter can be sent to a new mother following a risk assessment. If the risk assessment has identified a risk and alternative duties have been offered to the employee but she has not accepted, then this letter can be sent. This letter outlines the consequences of non acceptance of the alternative duties.

This letter can be sent to an employee to confirm her return to work date and any outstanding annual leave entitlements.

This letter can be sent to an employee who has given birth early outlining her maternity leave commencement and termination dates.

This letter can be sent to an employee who has requested a phased return to work following maternity leave. This letter outlines the details of the phased return.

This letter can be sent to an employee who has requested changes to their role following maternity leave. This letter provides a number of options either approving the change permanently, approving the leave on a temporary basis or offering a trial first.

This letter can be sent to an employee who has suffered the lose of their baby after birth. This letter offers condolences and also outlines the employee’s maternity rights.

This letter can be sent to a pregnant employee following a risk assessment. This letter outlines requests to meet the employee to discuss the risk assessment.

This letter can be sent to an employee who is due to go on maternity leave. This letter requests a meeting with the employee to discuss her leave, her return to work dates, annual leave and any other questions.

This letter can be sent to an employee who wishes to end her maternity leave early and return to work. This letter offers 2 options either granting or declining the request. It is important to note that the request can only be declined in the case that the employee has not provided the required notice.

This letter can be sent to an employee who wishes to change her maternity leave start date. This letter provides 2 options either granting or declining the request.

This letter can be sent to an employee who has requested a change to their hours of work following their maternity leave. This letter can be sent to an employee following a meeting confirming that their request has been granted. This letter outlines to the employee that the change represents a permanent change to the terms and conditions of their employment.

This letter can be sent on behalf of the organisation to offer condolences to an employee who has suffered a miscarriage or still birth.

This letter can be sent to an employee who is due to return to work from maternity leave. This letter invites the employee to a meeting prior to their return to discuss the return to work. It is good practice for an employer to meet with an employee prior to her return to work.

This letter offers a job candidate a fixed term contract of employment for the purposes of covering maternity leave. This job offer includes the relevant legislation required in Ireland for Fixed term contracts.