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 personel 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 fulfill 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 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.

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 policy outlines that the organisation has a ban on the use of e-cigarettes. This policy outlines the reason for the ban.

This guides gives employers guidance on the process of how to effectively manage long-term absence. This can be a very challenging process for employers to manage and it is important that employers are deemed to be fair and reasonable throughout all stages.

This guide gives employers practical guidance on how to manage persistent short term absenteeism; such as when to arrange absence review meetings, arrange a medical assessment and letters of concern.

An employer must provide this form to the employee for completion in the case where they are obtaining consent from the employee to access a medical report, or medical records. It outlines the employee’s rights regarding this process. An employee must give consent to an employer in the case they wish to access a medical report.

This return to work form is beneficial to record a return to work meeting and other important information such as whether the employee is fit to be back at work, whether they adhered to the absence notification procedures, if their absence is likely to re-occur and any handover of duties. It is also benefical to record whether the employee has submitted the appropriate medical certification or self-cert, and whether the employee has hit their trigger point and if any further action is required.

A self-cert form is normally completed for a short period of illness i.e. less than 7 consecutive days. It is recommended that this is completed by the employee to record the reasons for absence and other important information such as whether they have visited their GP.

This script will give an employer a guide on how to structure a meeting where an employer is absent as a result of work-related stress. It will inform employers on the key questions to ask such as what can be done by the employer to alleviate the stress.

This script will assist employers with a guide on how to structure a meeting whereby an employee is on long-term absence. It covers key points such as what reasonable accommodations should be made and whether the employee would be willing to give consent for a medical report, among other important information.

This script outlines the structure of a formal capability meeting that has been a arranged as a result of long-term absence. It will inform employers on the key questions to ask an employee as well as the formal entitlements that an employee has in the case of a formal meeting.

This script will assist employers with a guide on how to structure a meeting where there are concerns over an employee’s persistent short term absenteeism.

This letter informs an employee of what annual leave accrual they have after a period of sick leave. The letter outlines the option of the employee submitting a holiday request for their desired dates of holidays, asking the employee to take leave on specific dates or permitting the carry over of holidays to the following holiday year.

This letter is for an employer who has concerns that the employee might not be medically fit to return to work. It seeks consent from the employee for a medical report prior to their return to work.

The letter invites an employee to a return to work meeting and outlines the elements that will be discussed at the meeting such as ensuring the employee is fit to be back at work and the reintegration back into the workplace after a spell of absence.

This letter is to confirm what reasonable accommodations would be required to facilitate an employee’s return to work, and whether the reasonable accommodations can be approved or not.

This letter confirms termination of employment as a result of capability, normally long-term absence, This letter should only be sent to an employee where a formal capability hearing has taken place following a number of informal absence reivew procedures. Employers are advised to proceed with caution and seek legal advice on this procedure to avoid diability discrimination.

This letter invites an employee to a formal capability hearing. This should only be sent after an informal process has been followed; for example a number of absence review meetings and review of medical evidence.

This letter is to send to an employee to confirm what was agreed further to receipt of an occupational health report. It gives the option for the employee to either return to work or remain absent if they are unfit to return to work. The letter also gives the employer the option to inform the employee if it is a case that there is no liklihood of a return to work, or if they are to return to an alternative role.

This letter is sent to an employee further to the employer recieving the findings of an occupational health report. The letter invites the employee to a meeting to discuss the findings.

This letter should be sent to an employee to obtain further information on the duration of their absence and a return to work date. The purpose of the letter is to help the employer plan ahead for the operational needs of their organisation.

This letter can be sent to an employee to confirm what was agreed at a return to work meeting after a long-term spell of absence, such as frquency of review meetings and any supports that have been granted.

This letter can be sent to an employee who is absent for greater than 3 consecutive days, but who has failed to submit any medical certificates. The letter reminds the employee that without submission of medical certificates their absence is unauthorised, without pay and potentially a disciplinary matter.