This letter can be sent to the family of an employee who has died offering condolences and support.

This letter can be sent to the workforce following the death of an employee. This letter informs employees on the funeral arrangements and offers support to the employees.

This letter can be sent to an employee’s GP when the employer has obtained consent from the employee to contact the GP directly to obtain a medical opinion on the employee.

This letter can be sent to an employee when an employer wishes to obtain their consent to access a medical report on the employee. This letter should be sent to accompany the Consent form to obtain a medical report.

This letter responds to an individuals request for erasure of their data refusing the request. The letter outlines the reasons for refusal such as the request is excessive or manifestly unfounded.

This letter responds to an individual who has requested the erasure of data relating to them. This letter confirms that the employer is willing to comply with the request but they need additional time due to the complexity of the information requested.

This letter responds to an individual who has requested the erasure of data relating to them. This letter confirms that the employer is willing to comply with the request but they need further information.

This letter responds to an individual who has requested the erasure of data relating to them. This letter confirms that the employer has completed this request.

This letter responds to an individual who has requested their data is rectified. This letter refuses the request as it is either excessive or unfounded.

This letter can be sent to a data subject who has requested that incorrect data in relation to them is rectified. This letter requests further information on the data to permit the employer to complete the request.

This letter can be sent to a data subject to inform them that their request to have data that was incorrect rectified is complete

The employer is not normally permitted to charge a fee for a SARS request. However, if the request is manifestly unfounded or repetitive they may charge a fee.

This letter is responding to a subject access request informing the data subject that the employer will comply with the request however, as the request is complex the employer will need more time.

This letter is responding to a subject access request informing the data subject that the employer will comply with the request however, as the request is complex the employer will need more information.

This letter responds to a subject access request and provides a copy of the information that is held and also lets the data subject know how it is processed

This letter can be issued to employees anytime there is an update to their terms and conditions of employment. This letter will accompany the updated contracts and outlines the relevant changes to the employee.

This letter is in response to an employee’s request to take adoptive leave. This letter outlines the employee’s statutory entitlements and also requests that the employee provides evidence of their eligibility to apply for adoptive leave i.e. a certificate of placement.

This letter should be issued to any employee who has requested adoption leave but that does not qualify for statutory adoption pay.

This letter should be sent as a response to any employee who has requested to change the start date of their adoptive leave. There are 2 options outlined either approving or declining the request.

This letter can be sent to an employee to provide details on their entitlements when on adoptive leave.

This letter should be sent as a response to any employee who has provided notice of their intention to take adoption leave. This letter includes the statutory leave entitlements and benefits.

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 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 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 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 50 employees and the workforce is not Unionised, this document can be amended to invite employees to individual meetings.

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.

This is a letter that can be used by the transferor (outgoing employer) informing them that the personnel files have been sent and what information is contained within the personnel files.

This letter notifies affected employees that their employment will be transferred to another employer, the date of transfer and that a consultation process will take place.

This letter can be used to inform elected representatives that there will be a Transfer of Undertakings and that a consultation process will imminently take place. At this stage the elected representative will have been chosen by colleagues. If there are less than 50 employees and the workforce is not Unionised, this document can be amended to inform individuals rather than elected representatives. Consultation must commence at least 30 days before the transfer.