This is a letter of outcome of a performance management appeal process

This is a letter of invitation to a formal appeal hearing following a capability sanction regarding performance

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

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

This letter should be provided to an employee after an informal performance improvement meeting. This is not a formal warning but will provide clarity to an employee in a documented way, that any further underperformance may lead to formal disciplinary action.

The performance appraisal should be an overview of performance and an opportunity to provide constructive feedback as well as recognize work well done by the employee. It should not be held in an investigatory context or followed up with a notification of concern. However, if there are areas of concern, areas of improvement can be agreed upon. This letter can be used to outline the concerns to the employee.

This letter should be sent to employees outlining that the organisation is looking into launching a stakeholder pension scheme. The letter contains details of what this would mean for the employees

This letter outlines to an employee the criteria set out in the Pensions Act pertaining to enrolment in the organisations pension scheme. This letter informs the employee that the organisation will either begin to contribute or continue to contribute to their pension

This letter should be sent to a former employee that has recently left the organisation to inform them that they have been overpaid in error. The letter should detail what the error was, and seek to arrange repayment

This letter should be sent to an employee that has been overpaid in error – explaining the error to the employee, and arranging for repayment

This letter can be sent to notify an employee that they will not be receiving a performance related bonus. The letter should outline clearly to the employee why they will not be receiving the bonus on this occasion.

This letter can be sent to notify an employee that a performance related bonus has been paid . This letter should contain details of the bonus payment

This letter should be sent to an employee who is leaving the organisation that required a deduction from their final pay. This letter explains to the employee the reason for the deduction

This letter should be sent to an employee who has requested a pay rise, informing them that their request has not been approved. The reason why the request has not been approved should be explained in the letter

This letter can be issued to an employee whose salary is being increased. The letter should outline the details of the pay increase

This letter can be used when an employee has been overpaid, given too much annual leave, or any other occasion where a deduction is required. This letter arranges repayment, and gives options depending on whether the repayment is to be paid in instalments or as a lump sum

This letter should be sent to an employee when the organisation is not in a position to increase pay to employees due to a reduction in business

This letter should be sent to an employee when a salary sacrifice has been agreed. This letter outlines the terms of the salary sacrifice.

This letter requests further information from an employee on their request for paternity leave.

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

This letter offers an employee condolences and support after a stillbirth, or miscarriage.

This letter outlines an employee’s rights to paternity leave after the death of a child after birth.

This letter can be used to accept a request for paternity leave, and outline the dates and other details.

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

This letter explains statutory parental leave entitlements such as the duration of parental leave, eligibility criteria, notification requirements and other important information.

This letter can be sent to any employee who has excessively used their work mobile for personal use. This letter is not a formal sanction but will serve as a reminder to the employee that they have breached the organisation’s procedures.

This letter can be sent to any employee who has breached the terms of the mobile phone policy and used their work mobile or personal use. This letter serves as a reminder to the employee that personal use is not permitted.

This letter can be sent to an employee who has declined to partake in mediation. This letter outlines the next steps in the process.