This form should be completed by an employee who wishes

This agreement outlines the terms and conditions to be agreed regarding a secondment such as the start and end date, the job role, the salary, the location, reporting structures as well as other important conditions.

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

This audit forms assists employers in analysing what gaps they have in their performance management systems and techniques and helps to devise an effective action plan.

This letter can be sent to an employee who is due to retire wishing them well in the future.

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This letter should be sent by the employer following a meeting to discuss short-term absence. It confirms what was discussed, what the sickness policy states and what was agreed regarding improvements and the monitoring of the employee’s sickness record.

This is a comprehensive sickness absence policy which outlines notification procedures, definitions of short and long term absence, procedures for dealing with short and long term absence, trigger points, medical appointments and return to work interviews, among other important information. It is recommended that all employers have a clear sickness policy so that employees are clear on the procedures.

This policy outlines the organisations smoking policy and outlines where employees are permitted to smoke.

This letter should be sent to any employee that is currently on adoptive leave but is due to return. This letter requests a meeting with the employee to discuss their return to work and to brief them on any updates.

This form should be used as a template when drafting a formal compromise agreement between the employer and the employee, outlining the terms under which both parties have agreed to terminate employment.

This letter should be sent to an employee with an outstanding issue (e.g. grievance/disciplinary process) which has left irreconcilable differences between the employee and the employer. This letter is to establish the willingness of the employee to engage in a compromise agreement.

This letter should be sent to an employee as part of a compromise agreement, in order to confirm with the employee that they have received independent legal advice

This form should be sent to the legal representative of the employee, and should be signed by the legal representative to confirm that the employee has received independent legal advice.

This letter should be issued to an employee who is being offered a compromise agreement, to seek confirmation that they have sought and received independent legal advice on the compromise agreement.

This script provides employers with a guide on how to conduct an initial meeting to discuss a proposed compromise agreement.

This can be given to employee’s where post termination restrictions are applicable this is normally for employees in senior positions. These restrictions cover areas such as non compete and intellectual property.

This letter should be issued to any employee that has failed to sign and return their terms and conditions of employment. This letter requests an employee to provide reasons as to why they have not signed their terms.

This guide provides all the information required for an employer before initiating a compromise agreement with one of their employees.

This letter should be sent to a foreign national who had been offered a role at the organisation, informing them that their job offer is being withdrawn on the basis of not providing evidence that they can legally work in Northern Ireland.

This contract clause should be included in the contract of employees , informing them that they must prove that they are eligible to work in Northern Ireland before commencing employment, and informing them that the onus is on them to keep the employer up to date on the status of their right to work in Northern Ireland.

This form should be issued to all employees. It is a brief questionnaire 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 should be included in job advertisements to reiterate that the organisation is an equal opportunities employer and is committed to eliminating discrimination in their workplace as well as their recruitment process.

This form should be used internally, and its purpose is to keep track of the religious background/gender of the organisations current employees.

This form should be used internally, and its purpose is to keep track of the religious background/gender of job applicants.

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

This guide gives employers a structured technique to deliver feedback to an employee who is underperforming.

This is a comprehensive sickness absence policy which outlines notification procedures, definitions of short and long term absence, procedures for dealing with short and long term absence, trigger points, medical appointments and return to work interviews, among other important information. It is recommended that all employers have a clear sickness policy so that employees are clear on the procedures.

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 beneficial 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.