This letter can be sent to an employee who has suffered a miscarriage before 24 weeks of pregnancy. This letter outlines the employee’s entitlements. An employee who suffers a miscarriage before 24 weeks of pregnancy is not entitled to maternity leave.

This letter can be sent to a pregnant employee following a health and safety risk assessment. If the risk assessment has identified the employee’s current role as a risk then the employee needs to be offered alternative work or be suspended on full pay if there is no other suitable work available.

This letter informs a pregnant employee that a risk assessment was carried out and that it is not considered safe for them to continue in their role while pregnant. The letter instead provides details of a suitable alternative role.

This letter invites an employee that is currently on maternity leave to attend a keeping in touch day, which can be a means of providing training/ keeping the employee up to date with developments so that they can more easily transition back to the workplace after their leave.

This letter should be issued to an employee that has notified the organisation of their intention to take maternity leave. This letter outlines to the employee their entitlements to receive statutory maternity pay

This letter is designed to be sent to an employee that is currently on maternity leave, informing them of a job opening which might be of interest to them, that has become available during their maternity leave

This letter should be sent to an employee who has just given birth, to send them the organisations best wishes

The purpose of this letter is to explain to the Jury Service that, due to certain factors, you believe that the employee should be excused/deferred from jury service at this time

This letter should be sent to an employee who has notified the employer of their requirement to complete jury service. This letter confirms to the employee that they will be granted unpaid time off for their jury service.

This letter can be sent in response4 to an employee who has requested that their annual leave is carried over. This policy provides 3 options either approving the leave, declining the request or part approving the leave.

This letter can be sent to any employee who ha requested that holiday payment is made instead of taking their leave. This letter outlines the reasons why annual leave must be taken.

This letter can be sent as reminder to any employee who has not booked annual leave requesting the employee to book their leave.

This letter can be sent to an employee to notify them that they are required to take any outstanding annual leave during their notice period.

This letter can be sent to an employee at the beginning of the year to confirm how much leave the employee has in the current leave year.

This letter confirms that an employee who was sick whilst on holiday will have their annual leave reinstated.

This letter should be sent to an employee to outline that the organisation has a closure period and the employee will be required to reserve annual leave. This letter outlines that the employee will not be paid as they have no leave remaining.

This letter is inviting an employee to a disciplinary hearing due to their failure to return from holidays. This letter should be sent following an investigation.

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 requests the employee to contact the organisation.

This letter can be sent employees to remind them to reserve annual leave for specific closure periods such as Christmas.

This letter can be sent to an employee who has failed to take their full holiday entitlement. The letter requests the employee to book annual leave or the leave will be imposed by the organisation.

This letter can be sent to an employee when an annual leave request is rejected. This letter explains the reason for the rejection.

This letter should be issued to all employees that are involved in a collective grievance process, informing them of the outcome of the grievance appeal

This letter should be sent to the person who was nominated to be the employee representative at a collective grievance hearing, to invite them to attend a collective grievance appeal hearing.

This letter should be issued to all employees that are involved in a collective grievance process, informing them of the outcome of the grievance investigation

This letter should be sent to the person who was nominated to be the employee representative at a collective grievance hearing, to invite them to attend a collective grievance hearing.

This letter should be sent to employees who have raised numerous grievances in relation to the same matter, informing them that their grievance will be considered as a collective grievance

This letter should be sent to an employee who has retracted their grievance, in order to clarify with the employee their reason for retracting their grievance.

This letter should be sent to an employee who has raised a grievance to inform the employee that their complaint is considered as too minor to warrant being handled under the organisations grievance procedures.

This letter should be sent to an employee who is raising a grievance that has already been dealt with in a previous grievance. This letter informs the employee that the new grievance will not be heard due to an investigation having already taken place.

This letter should be sent to someone who has been named as a witness during a grievance investigation, in the instance where the named witness is not an employee of the organisation. This letter asks if they would mind providing their account in writing.