This letter can be sent to a former employee outlining that they have been overpaid in error. This letter requests that the employee repay the overpaid amount. This letter provides 2 options either to repay in the final payment or to repay by other means.

This letter can be sent to an employee that has been overpaid in error. This letter requests that the employee notify the organisation how they would like to repay the overpayment.

This letter can be sent to an employee outlining that a performance related bonus will not be paid. The letter outlines the reason as to why the bonus will not be paid.

This letter can be sent to an employee confirming that a performance related bonus will be paid. The letter outlines when the payment will be paid and how the bonus is calculated.

This letter can be sent to an employee outlining that a deduction will be made from their final pay. This letter should only be sent when there is a contractual obligation to permit a deduction from wages.

This letter can be sent to an employee following a request to increase their salary. This letter outlines that the request is not granted and provides various options for why the request was declined.

This letter can be sent to an employee who will receive a pay increase. The employee should return a signed copy which can be retained on their file.

This letter can be sent to an existing employee to seek their agreement to making a deduction from their pay. The letter provides the employee with 2 options either to pay in installments or in one payment. 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 can be sent following a pay review to inform the employees that their salary will not be increased and there will be a pay freeze. This letter outlines the rationale for the decision by the company.

This letter should be sent to an employee when a salary sacrifice has been agreed. This letter outlines the terms of the salary sacrifice.

This letter requests further information from an employee on their request for paternity leave.

This letter offers an employee condolences and support after a stillbirth, or miscarriage.

This letter outlines an employee’s rights to paternity leave after the death of a child after birth.

This letter can be used to accept a request for paternity leave, and outline the dates and other details.

This letter explains statutory parental leave entitlements such as the duration of parental leave, eligibility criteria, notification requirements and other important information.

This letter confirms that parental leave will be postponed and outlines the reasons for the postponement. Statutory parental leave can be postponed for up to 6 months after the original date which the employee requested the leave.

This letter outlines the reasons why an employee may not be eligible for statutory parental leave and informs them that parental leave is not approved.

This letter can be sent to any employee who has excessively used their work mobile for personal use. This letter is not a formal sanction but will serve as a reminder to the employee that they have breached the organisation’s procedures.

This letter can be sent to any employee who has breached the terms of the mobile phone policy and used their work mobile or personal use. This letter serves as a reminder to the employee that personal use is not permitted.

This letter can be sent to an employee who has declined to partake in mediation. This letter outlines the next steps in the process.

This letter can be sent to the participants of a mediation process. This letter outlines that mediation was sucessful and details the points which were agreed at mediation.

This letter can be sent to an employee who has agreed to mediation to attempt to resolve an outstanding dispute. This letter outlines the details of when and where the mediation will take place.

This letter can be sent to an employee where mediation is considered an appropriate option for resloving a dispute. This letter outlines the process of mediation and requests the employee to sign and return a copy either agreeing to or rejecting the process.

This letter can be sent in response to an employee who has requested time off for IVF treatment. This letter outlines that the employee could avail of either annual leave or unpaid time off. There is no statutory right for paid time off for IVF treatment.

This letter can be sent to an employee following successful IVF treatment outlining the organisations maternity policy.

This letter can be sent in response an employee has notified the organisation of her pregnancy

This letter can be sent to an employee in response to a request to take annual leave either prior to maternity leave or after maternity leave.

This letter can be sent to an employee who is currently on maternity leave and there are changes within the workplace which may affect the employee. This letter informs the employee of the changes.

This letter can be sent to an employee who has not returned from maternity leave and has not communicated with the organisation in relation to this.

This letter can be sent to a pregnant employee in response to her notifying her manager that she is pregnant. This letter outlines the entitlements of the employee to maternity leave, maternity pay, ante natal care, internal vacancies and returning to work.