This letter should be sent to the GP of an

This letter should be sent to an employee who has

This letter is responding to an employee’s request to reschedule

This letter of suspension includes a date for an investigation

This letter should be issued to an employee suspected of

This letter outlines that no formal disciplinary process will take

This letter can be sent to an employee noted as

This letter can be used to invite an employee to

This letter can be used to invite an employee suspected

This letter of outcome outlines that there was insufficient evidence

This letter should be sent to the employee who has

This letter should be sent to an employee who has

This letter should be sent to an alleged perpetrator if

This letter can be sent to an employee whereby there

This letter can be sent to an individual who has

This letter can be issued to all new employees with

This letter can be issued to any existing employee who

This letter should be issued to an employee who is

This letter should be sent to an employee as part

This letter should be sent to an employee with an

This letter can be sent to an employee who has made a protected disclosure inviting the employee to a meeting to discuss the matter in detail.

This letter can be sent to an employee to invite them to an initial consultation meeting to discuss a proposed change to their terms and conditions. This letter outlines the details of the proposed changes but ensures the employee knows that this is a proposed change only and the organisation is seeking their agreement.

This letter can be sent to an employee after an initial consultation meeting outlining that agreement has been reached to change the employees terms and conditions. This letter outlines the terms to be changed and requests the employee sign and return a copy to signify their agreement.

This letter can be sent to an employee following an initial consultation meeting outlining that an agreement was not reached. This letter provides two options on how to proceed.

This letter can be sent to an employee following a meeting to discuss a temporary change to their terms and conditions on health and safety grounds. This letter outlines the reason for the changes and requests the employee to sign and return a copy.

This letter should be sent following an initial meeting to seek the agreement of an employee to vary their terms and conditions of employment.

This letter can be sent to any employee who has requested a period of unpaid leave. This letter has two options either granting or declining the request.

This letter can be sent to an employee who has requested unpaid leave inviting the employee to a meeting to discuss the leave requirements. This letter covers the points that will be discussed in the meeting.

This letter can be used to invite elected representatives to a final consultation meeting. At this stage the elected representative will have been chosen by colleagues. If there are less than 10 employees, this document can be amended to inform individuals rather than elected representatives.

This template can be used by a transferor whose employee does not wish to transfer and avail of their right to have their terms and conditions of employment honoured. If an employee has expressed a concern that they do not wish to transfer, they must put this in writing in order to prevent a constructive dismissal claim.