This letter is used to send to an employee whose long-term absence is coming to an end, to communicate arrangements for their return to work. It is recommended that this letter is sent in advance of the return to work.

This letter is used by an employer where there is a concern for an employee’s welfare and the employer would like to invite the employee to a meeting to discuss further. The employee to be invited to the meeting can either absent or in work

This letter is used to send to an employee who is off on long-term absence, to ascertain how they would prefer to be contacted.

This letter should be sent to an employee who is not contractually entitled to sick pay, but where the employer will, at their discretion, pay sick pay on one occasion. It is recommended that the timeframes are stipulated (start and end date of sick pay), in order to protect the employer against any ambiguity and against setting a precedence.

This letter is used to inform an employee that the organisation will hold off on any further contact until the employee has had some time to rest and recover from their illness. It is normally used when an employee is suffereing from a long-term illness.

This letter can be sent to an employee whose contract permits a temporary lay off. This letter outlines the terms of the lay off and the reasons for the employer implementing a lay off.

This letter can be sent to an employee to inform them that the temporary lay off or short time working has come to an end and that the employee is invited back to work.

This letter can be sent to an employee seeking their agreement to a period of temporary lay off or short time working. This letter can be sent when there is no contractual right to enforce temporary lay off or short time working.

This letter can be sent to an employee on a temporary lay off to inform them that some hours have become available and requests the employee to inform the employer if they wish to avail of these hours.

This letter can be sent to an employee whose contract permits short time working. This letter outlines the terms of the short time working and the reasons for the employer implementing short time working.

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 sent to an employee as part of a settlement agreement, in order to confirm with the employee that they have received independent legal advice

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 settlement agreement.

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

This letter invites an employee to meeting following Sabbatical Leave to discuss reintegration to the workplace

This letter approves a sabbatical and suggests terms and conditions for a sabbatical (in the absence of legislation in this area).

This letter declines a request for a sabbatical and suggests examples of reasons why it might be declined (in the absence of legislation in this area).

This letter invites an employee to a meeting following a request for a sabbatical, to discuss the request in further detail and how it would work in practice.

This letter can be sent to an employee whose retirement has been confirmed. The letter will outline the final repayments due to the employee.

This letter can be sent to an employee to confirm that the employer has received their notification of retirement and will be in touch in relation to the next steps.

This letter can be sent to the wider workforce to announce the retirement of an employee. The employee who is retiring should be notified in advance that the letter will be sent. This letter also provides the option of inviting all employees to a celebratory function to mark the retirement.

This letter should be sent to any employee who has notified the organisation of their plan to retire. This letter is inviting the employee to a meeting to discuss their retirement plans.

This letter can be sent to an employee who is absent without contacting the organisation and who has only a short amount of service. This letter should only be sent after previous efforts to reach the employee have failed.

This letter should be sent to an employee who has resigned whilst on suspension. This letter is acknowledging the resignation but also informing the employee if it was not their intention to resign they should contact the organisation immediately.

This letter can be sent to an employee who has resigned and wishes to then retract their resignation. This letter is accepting the employee’s request.

This letter shoud be sent to any employee who has resigned verbally requesting that the employee notify the employer in writing. It is best practice that a resignation is in writing and this will ensure if the employee has any issues that have resulted in the employee’s resignation these can be addressed.

This letter can be sent in response to an employee’s resignation outlining that the employee will not be required to work their notice and will instead be paid in lieu. It is important that the employee’s contract has a PILON clause permitting the employer to enforce this.

This letter can be sent as a follow up to an employee who has been given the opportunity to reconsider their resignation but has decided to continue with their resignation. This letter outlines that the organisation will now accept the resignation.

The letter should be sent to an employee who has resigned and within their resignation has raised a grievance. It is important that any employee who has raised a grievance has the opportunity to have their concerns dealt with.

This letter withdaws a conditional offer of employment due to unsuccessful reference checks.