This is a formal invitation to a probationary review hearing, where a possible outcome is that the employee’s employment is terminated by way of an unsuccessful probationary period. The employee would normally be entitled to be accompanied at this meeting and it is advised that a minimum of 48 hours advance notice is given to the employee of the meeting.

This statement can be sent to all employees in advance

This letter can be sent to an employee following an initial consultation meeting outlying that an agreement was not reached. This letter provides two options on how to proceed.

This letter can be sent to an employee to invite them to an initial consultation meeting to discuss a proposed change to their terms and conditions. This letter outlines the details of the proposed changes but ensures the employee knows that this is a proposed change only and the organisation is seeking their agreement.

This letter informs an employee that their employment did not transfer to another employer because their duties are not wholly or mainly part of the transferred work.

This letter authorises parental leave and outlines the agreed arrangements such as the start and end date of parental leave, and that it is unpaid time off.

This letter gives general information on statutory paternity leave and pay.

This letter is sent to an employee who has notified the employer that they are suffering from work-related stress and absent from work as a result. The letter invites the employee to a meeting to discuss the stressors with an aim to alleviating the stress that the employee is experiencing. It is recommended that work-related stress is addressed as soon as reasonably practicable.

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 is a letter of concern for an employee who continues to have spells of short term absence and there has been no improvement. The employee would normally not have any underlying medical condition or extenuating circumstances. The letter outlines a timeframe whereby the attendance of the employee will be monitored. It also references potential disciplinary proceedings if improvements in attendance are not forthcoming.

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 can be sent to an employee to confirm what was agreed at a return to work meeting after a short-term spell of absence, such as confirmation of notification procedures and ensuring that the employee is fit to be back at work.

This agreement outlines the terms and conditions to be agreed

This letter can be sent to an employee who has resigned seeking to recoup training costs from the employee. This letter outlines the terms under which the employer is seeking to recover the training costs.

The letter should be sent to an employee who has resigned in the heat if the moment. It is important that any employee who has resigned in the heat of the moment is given the opportunity to reconsider.

This letter is to be used for an employee whose job role is at risk of redundancy; to inform them the rationale for redundancy and to outline that there will be a consultation process.

This letter outlines to an employee who is on maternity leave, whose job role is at risk of redundancy and who has been offered suitable alternative employment that if they choose to decline the offer of suitable alternative employment that they will loose their right to a statutory redundancy payment.

This letter informs employee representatives that compulsory redundancies will not take place due to the acceptance of voluntary redundancies.

This letter informs a Trade Union Representative or Employee Representative

This letter can be sent to a job applicant who has attended an interview but has been unsuccessful and will not proceed any further in the recruitment and selection process.

This is an outcome of a formal capability hearing informing the employee of a written warning. Note that this letter should not be issued unless a formal hearing has been completed.

This is an outcome of a formal capability hearing informing the employee of a final written warning. Note that this letter should not be issued unless a formal hearing has been completed.

This is an outcome of a formal capability hearing informing the employee of another sanction other than a warning or dismissal. Note that this letter should not be issued unless a formal hearing has been completed.

This form can be used to appraisee an employee’s performance. This form is first completed by the employee and then completed by the line manager. The form includes a rating system for both the employee and line manager to rate performance.

This letter can be sent to the participants of mediation outlineg that mediation failed to resolve the dispute. This letter will outline the next steps.

This letter can be sent to a breastfeeding employee after a risk assessment whereby a risk has been identified. This letter offers the employee a temporary change of job role whilst she is breastfeeding. This letter requests the employee signs to conform her agreement with this change.

This letter outlines why an employee may not be entitled to paternity leave, and gives examples of reasons why this would be the case.

This letter outlines reasons why an employee is entitled to statutory paternity leave, but not Company paternity pay.

This letter outlines the reasons why an employee may not be eligible for parents leave and informs them that parents leave is not approved.

This letter can be sent to an employee who has failed to return to from holidays. The letter explains that the current absence is considered unauthorised and requestes the employee to contact the organisation.