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

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

This form can be used by expectant fathers to request time off for ante-natal appointments. The time off is capped at a once off right to 2 classes immediately prior to the birth.

This form can be used to request paternity leave in the case of chidbirth.

This form can be used to request paternity leave in the case of adoption.

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 contract clause outlines conditions surrounding paid paternity leave, and any eligibility criteria associated with this.

This contract clause outlines terms and conditions associated with paternity leave such as duration, pay and notification requirements.

This policy outlines the employer’s policy on time off for fathers or partners for ante-natal appointments.

This policy outlines the employer’s procedure for expectant fathers in relation to paternity leave; including the procedure relating to eligibility, notification and entitlements during such leave.

The purpose of this policy is to outline the organisations position regarding the taking of parental leave; including eligibility, notification requirements and evidence required. Parental leave is available for both natural and adoptive parents, and is unpaid.

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

This letter confirms that parental leave will be postponed and outlines the reasons for the postponement. Statutory parental leave can be postponed for up to 6 months after the original date which the employee requested the leave.

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 outlines the reasons why an employee may not be eligible for statutory parental leave and informs them that parental leave is not approved.

This clause outlines the employee’s right to request and take statutory parental leave. It informs employees of eligibility criteria.

This form can record the balance left on an employee’s parental leave record.

This form can be used to request parental leave and requests key information such as dates and duration of the parental leave request.

This clause outlines the employee’s right to request and take parents leave. It informs employees of eligibility criteria.

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

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

This form can be used to request parents leave.

The purpose of this policy is to outline the organisations position regarding the taking of parents leave; including eligibility, notification requirements and evidence required.

This form should be completed by an employee who has excessively used their company mobile phone for personal use. This form when completed and signed by the employee will permit the employer to deduct the excess costs from the employee’s wages.

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.