Ths letter should be issued to an employee who has appealed against the decision not to approve a flexible working arrangement. The purpose of this letter is to inform them that their appeal has been upheld.

This letter should be issued to an employee who has had a flexible working arrangement turned down. This letter invites the employee to a meeting where they can outline the basis of their appeal against the decision.

This letter should be issued to an employee who is currently on a trial flexible working arrangement in the instance where the employer would like to extend the trial period. The reason for wanting to extend the trial period should be explained to the employee.

This letter should be issued to an employee who has requested flexible working, and has attended a meeting in relation to their request, informing them that their request for flexible working has been approved for a trial period.

This letter should be issued to an employee who has requested flexible working, and has attended a meeting in relation to their request, informing them that their request for flexible working has been declined.

This letter should be issued to an employee who has requested flexible working, and has attended a meeting in relation to their request, informing them that their request for flexible working has been approved.

This letter should be issued to an employee who has requested flexible working, in order to invite them to attend a meeting to discuss their request.

This checklist outlines a number of standards that must be met in order for a homeworking request to be approved.

This form should be available to any employee who has submitted a flexible working request, and should be submitted by the employee in the instance where they wish to withdraw their flexible working request.

This form should be available to all employees, and should be completed by an employee that wishes to submit a flexible working request.

This policy outlines the organisations stance of term-time working arrangements. The policy details how to apply for a term-time working arrangement, as well as possible reasons why an employee might not be eligible

This policy outlines how the organisation oversees job-share arrangements. The policy addresses how to apply for a job share.

This policy outlines the organisations approach to flexi-time working, including how to request it as well as information around mandatory hours, and how to record hours worked.

This contract clause should be included in the contract of an incoming fixed term employee, outlining terms of employment as well as the reason they are being brought in for a fixed term (e.g. covering leave, or seasonal work)

This letter should be issued to a job applicant who has applied for a fixed term position, informing them that they are being offered the position.

This letter should be issued to employees who were issued a fixed term contract, informing them that their fixed term is approaching its conclusion. This letter includes information around final payments, and appeals against termination.

This policy outlines the organisations approach to fixed term employment, and outlines the terms under which fixed term employees will work.

This policy outlines the organisations policy towards loaning fund to employees, including repayment plans and a provision for repayment if employment is terminated.

This policy outlines to the employee the organisations policy on expenses involved in requesting an employee to relocate for work. Costs include selling existing accomodation and redecorating new accomodation.

This form should be given to any employee who wishes to submit a claim to be reimbursed for business related expenses.

This form should be given to any job applicant who has submitted a request to claim back expenses related to them attending a job interview, e.g. bus fare.

This contract clause can be included in an employees contract to stipulate how frequently they will be reimbursed for business expenses.

This policy outlines to employees a range of expenses that the organisation are willing to cover when travelling for work related purposes.

This policy outlines to employees the organisations commitment to providing equal opportunities to staff, including that equal work receives equal pay.

This form should be issued to all employees. It is a brief questionaire relating to employees gender/sexual orientation/race etc. This form is used to collect this data about employees and applicants, so that discrimination (intentional or inadvertent) can be eliminated when managing the employee.

This policy outlines how employees are expected to dress in the workplace. This policy includes options based on whether the employees must wear a uniform, or if they must adhere to a dress code. The policy also covers PPE and employee hygiene.

This how to guide is designed to help the organisation in drafting their own employee handbook. This guide includes a template index with examples of policies that would be good practice to include.

This policy provides a framework of standards which employees are expected to uphold while employed at the organsation, such as timekeeping, use of facilities, behaviour outside of work etc.

This policy outlines to employees that the organisation reserves the right to test employees for the presence of alcohol or drugs in their system. The policy also explains the sanctions for being under the influence at work, as well as how the test result data is stored in line with data protection regulations.

This policy outlines to employees that the organisation will not tolerate employees being under the influence of alcohol or drugs in the workplace, and reserves the right to carry out drug/alcohol testing in the workplace.