This letter can be sent to an employee who is due to go on maternity leave. This letter requests a meeting with the employee to discuss her leave, her return to work dates, annual leave and any other questions.

This letter can be sent to an employee who wishes to end her maternity leave early and return to work. This letter offers 2 options either granting or declining the request. It is important to note that the request can only be declined in the case that the employee has not provided the required notice.

This letter can be sent to an employee who wishes to change her maternity leave start date. This letter provides 2 options either granting or declining the request.

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 can be sent to an employee who has requested a change to their hours of work following their maternity leave. This letter can be sent to an employee following a meeting confirming that their request has been granted. This letter outlines to the employee that the change represents a permanent change to the terms and conditions of their employment.

This letter can be sent on behalf of the organisation to offer condolences to an employee who has suffered a miscarriage or still birth.

This letter can be sent to an employee who is due to return to work from maternity leave. This letter invites the employee to a meeting prior to their return to discuss the return to work. It is good practice for an employer to meet with an employee prior to her return to work.

This letter offers a job candidate a fixed term contract of employment for the purposes of covering maternity leave. This job offer includes the relevant legislation required in Ireland for Fixed term contracts.

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 can be sent to an employee why has notifying the organisation of her intention to take maternity leave. This letter outlines details on both leave and pay entitlements.

This letter can be sent to an employee who has submitted their resignation whilst on maternity leave. This letter accepts the employee’s resignation and outlines details of final pay.

This letter can be sent to an employee who has requested time off to attend an ante natal appointment. The letter confirms the request and also notes that the time off will be paid.

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 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

This form should be submitted by an employee who had requested for maternity leave to begin on some date, but whose child has been born prior to this date, in order for them to request that their maternity leave/pay commence on the day after childbirth.

This form should be completed by a competent person to risk assess new mothers and pregnant employees.

This risk assessment form should be completed by the organisations risk assessment manager, in order to establish any aspects of the workplace that could be hazardous to a pregnant employee. The form is a questionnaire, with space to detail actions that the employer should take to mitigate the risk identified

This form should be filled out by employees that intend to take maternity leave, confirming expected dates of birth/date that maternity is due to start, as well as whether they qualify for statutory or enhanced maternity pay

This form should be submitted by a pregnant employee who wishes to request that the start date of their maternity leave be changed from a previously agreed date, and should include both the previous start date and the requested new start date

This contract clause can be included in employees contracts of employment, outlining enhanced maternity pay entitlements. There are multiple options in this clause for the employer in terms of what requirements they will expect from their employees in order to avail of enhanced maternity pay

This policy outlines the organisations procedure when employees returning from maternity leave wish to request a variation to their contractual hours of work.

This policy outlines the employers approach to securing maternity cover. Details regarding handovers, training and keeping in touch days are included in the policy.

This maternity leave policy outlines to employees their employment rights upon becoming pregnant, including maternity leave entitlements, requirements to qualify for maternity leave, and how to apply for maternity leave among other factors.

Occasionally, employees will be required to complete mandatory jury service. This policy explains to the employee what is expected from them in terms of notification of summons, as well as to provide proof.

This form should be completed by all new starters and a copy should be retained securely on their personnel file.

This form can be used when an organisation has implemented a ‘buddy system’ for new employees. This form should be completed by the buddy and will serve to provide guidance to the buddy on the areas they will cover with the new employee.

This form can be used by new employees to confirm that they have received all necessary information relating to their induction. Once signed the checklist should be stored in the employee’s personnel file.