This letter should be sent to an emoloyee who has raised a grievance, providing them with an update on the progress of their grievance, for example they should be informed of what steps have been completed and what steps remain to be completed.

This letter should be issued to all eligible employees to inform them that an opportunity for flexible working arrangement has become available if they wish to apply for it.

This letter should be sent to a foreign national who had been offered a role at the organisation, informing them that their job offer is being withdrawn on the basis of not providing evidence that they can legally work in Ireland.

This letter should be sent to an employee who has had allegations made against them. The purpose of the meeting is to provide an opportunity for the alleged perpetrator to respond to the allegations.

This letter should be sent to any employee who has received an overpayment in their wages. This letter will outline the arrangements for the repayment of the over payment.

This letter should be sent to an employee to seek their agreement on the method of how an overpayment will be reimbursed to the employer.

This letter should be sent to any employee who has requested a loan from the employer. The employer should obtain the employee’s agreement on the terms of the repayment.

This letter should be sent to any employee who has left the organisation and received an overpayment. This letter will inform the employee that a deduction will be made from their final salary.

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

This letter can be sent to a data subject where the employer perceives the request to be unfounded or excessive. The lette provides options for the employer to explain their rationale.

This letter responds to a subjet 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 sent to an individual who has completed a SARS requesting the individual to provide identification

This letter can be sent to an employee who is relocating and will be availing of the organisations relocation policy. This letter provides various options for relocation assistance.

This letter can be sent to an former employee to seek their agreement to making a deduction from their pay. The letter provides the employee with 2 options either to pay from their final wages or to pay be other means. It is important to remember that unless there is a contractual arrangement in place any deduction from wages without agreement could be deemed unlawful deduction of wages.

This letter informs a Trade Union Representative or Employee Representative

The purpose of this policy is to ensure that the organisation promotes the most suitable employees in a fair and consistent manner free from discrimination. This policy outlines the procedure that will be followed when a job is being advertised.

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Collective redundancy process – this letter informs employee repetitive of their role in the collective consultation process including the requirement to clearly communicate with all parties.

This letter is to be used for an employee whose job role is at risk of redundancy; to inform them the rationale for redundancy and to outline that there will be a consultation process.

This letter outlines that the outcome of a probationary appeal process in that the original decision has been upheld or overturned.

This is a outcome of a formal capability hearing informing the employee of another sanction other than a warning or dismissal. Note that this letter should not be issued unless a formal hearing has been completed.

This letter confirms what has been agreed at a performance

This letter should be sent to an employee who has been requested to relocate for work. This letter should outline to the employee a number of expenses that the organisation are willing to contribute towards

This letter can be used in the instance where it is required to make a deduction from a former employees pay. This letter contains options for whether the employee has received their final pay or not

This letter can be sent to an employee to congratulate them on successful fertility treatment. Enclosed with this letter should be the organisations maternity policy

This letter informs an employee that they are not entitled to receive statutory maternity pay, but that instead they may be able to avail of either of maternity allowance or shared parental leave

This letter can be sent to an employee in order to seek clarity in relation to what date they intend to return to work, and to inform them that if they wish to amend the return to work date that is currently scheduled, they must provide 8 weeks of notice

This letter confirms the date of commencement for maternity leave to an employee whose child has been born prematurely . This letter contains options, for whether or not maternity leave had already started at the time of premature birth

This letter can be sent to an employee who has suffered the lose of their baby after birth. This letter offers condolences and also outlines the employee’s maternity rights.

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.