This letter informs an employee that their employment did not transfer to another employer because their duties are not wholly or mainly part of the transferred work.

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.

This letter can be used to invite the elected representatives to a consultation meeting to discuss questions/queries/concerns of them and their work colleagues. 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 letter invites employees to elect an employee representative to consult with the employer on their behalf, in advance of a TUPE process.

This letter can be sent by either the transferee or the transferor, and informs affected employees that their employment will be transferred on a certain date, that their terms and conditions will be honoured and that a consultation process will take place.

This is a letter that the transferee (the incoming employer) can send to the transferor (outgoing employer) to request employment information for the employees who are due to be transferred. The letter specifies the documents required such as contracts of employment, personnel files, attendance records, disciplinary and grievance records, leave records and performance files, among other important pieces of employment information.This letter is normally sent as part of the due dilligence process before any agreement is made.

This letter can be sent to an employee who has submitted a request for training or study leave. This letter is inviting the employee to a meeting to discuss the details of the requested leave.

This letter can be sent to an employee who has resigned and there is a training agreement in place to permit the employer to recover costs of training that was paid for the employee. This letter provides details for the reimbursement of the training fees.

This letter should be sent to an employee who has requested to study or undertake training and outlines the terms in which the employer will grant the leave. The letter also includes the option if the employer will pay or not pay for the training.

This letter can be sent to an employee when the employer has agreed to pay for training. This letter outlines that the employee will be required to repay the costs of the training should they resign and provides details of when the reimbursement will apply.

This letter can be sent as a follow up to an employee’s request for training. This letter outlines the reasons the employer has refused the employee’s request.

This letter can be sent to a former employee who was subject to post termination restriction and now is suspected to be in breach of these restrictions.

This letter can be sent to an employee who has left employment requesting they return company property.

This letter informs an employee of what annual leave accrual they have after a period of sick leave. The letter outlines the option of the employee submitting a holiday request for their desired dates of holidays, asking the employee to take leave on specific dates or permitting the carry over of holidays to the following holiday year.

This letter is for an employer who has concerns that the employee might not be medically fit to return to work. It seeks consent from the employee for a medical report prior to their return to work.

The letter invites an employee to a return to work meeting and outlines the elements that will be discussed at the meeting such as ensuring the employee is fit to be back at work and the reintegration back into the workplace after a spell of absence.

This letter is to confirm what reasonable accommodations would be required to facilitate an employee’s return to work, and whether the reasonable accommodations can be approved or not.

This letter confirms termination of employment as a result of capability, normally long-term absence, This letter should only be sent to an employee where a formal capability hearing has taken place following a number of informal absence reivew procedures. Employers are advised to proceed with caution and seek legal advice on this procedure to avoid diability discrimination.

This letter invites an employee to a formal capability hearing. This should only be sent after an informal process has been followed; for example a number of absence review meetings and review of medical evidence.

This letter is to send to an employee to confirm what was agreed further to receipt of an occupational health report. It gives the option for the employee to either return to work or remain absent if they are unfit to return to work. The letter also gives the employer the option to inform the employee if it is a case that there is no liklihood of a return to work, or if they are to return to an alternative role.

This letter is sent to an employee further to the employer recieving the findings of an occupational health report. The letter invites the employee to a meeting to discuss the findings.

This letter should be sent to an employee to obtain further information on the duration of their absence and a return to work date. The purpose of the letter is to help the employer plan ahead for the operational needs of their organisation.

This letter can be sent to an employee to confirm what was agreed at a return to work meeting after a short-term spell of absence, such as confirmation of notification procedures and ensuring that the employee is fit to be back at work.

This letter can be sent to an employee to confirm what was agreed at a return to work meeting after a long-term spell of absence, such as frquency of review meetings and any supports that have been granted.

This letter can be sent to an employee who is absent for greater than 3 consecutive days, but who has failed to submit any medical certificates. The letter reminds the employee that without submission of medical certificates their absence is unauthorised, without pay and potentially a disciplinary matter.

This letter is used to follow up on a long-term absence meeting to discuss the next steps such as what was agreed, the date of the next meeting and the possibility of obtaining the employee;s consent for a medical report.

This letter should be sent by the employer following a meeting to discuss short-term absence. It confirms what was discussed, what the sickness policy states and what was agreed regarding improvements and the monitoring of the employee’s sickness record.

This letter is for an employee who is absent from work and has not made contact with the employer. The letter informs the employee that their continued failure to make contact may be a disciplinary matter and that they should make contact as soon as possible. The letter invites the employee to a meeting to discuss their absence and their circumstances.

This letter invites an employee on unauthorised absence to a meeting to discuss their absence and their circumstances. It reminds the employee that their absence is unauthorised and unpaid.