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 form can be used by expectant fathers to request time off for ante-natal appointments. The time off is capped at six and a half hours for each appointment. There is no qualifying period for entitlement to this right.

This letter outlines why an employee may not be entitled to paternity leave and/or pay, and gives examples of reasons why this would be the case.

This contract clause outlines conditions surrounding paid paternity leave, and any eligibility criteria associated with this.

This contract clause outlines terms and conditions associated with paternity leave such as duration, pay and notification requirements.

This policy outlines the employer’s policy on time off for fathers or partners for ante-natal appointments.

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

This clause outlines the employee’s right to request and take statutory parental leave. It informs employees of eligibility criteria.

This form should be completed by an employee who has excessively used their company mobile phone for personal use. This form when completed and signed by the employee will permit the employer to deduct the excess costs from the employee’s wages.

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 clause can be included in the contracts of any employee that has been provided with a mobile phone by their employer. This clause outline the acceptable usage of the mobile phone and has a number of options for the employer.

This form can be given to any employee who has been provided with a company phone. This form should be completed by the employee to confirm that they have received the mobile phone.

This policy outlines the organisations rules on the use of mobile phones when in a vehicle and driving, during working hours.

This policy outlines an employee’s responsibilities in respect of mobile telephones provided by the organisation and the rules relating to the use of personal mobile phones at work.

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 mediation outlining that mediation failed to resolve the dispute. This letter will outline the next steps.

This letter can be sent to the participants of a mediation process. This letter outlines that mediation was successful 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 resolving 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 template script can be used by a trained mediator as a guide for the mediation process.

This form should be completed by an employee to signify if they are willing or not to partake in mediation.

This policy outlines the procedure to be followed when two or more employees have agreed to mediation. This policy outlines the process of mediation, when mediation can be used, what happens if mediation is not used and circumstances when mediation should not be used.

This letter can be sent to an employee who is undergoing fertility treatment, offering them the support of the organisation. This letter also explains to the employee that they can take time from their annual leave, or that the organisation is giving them additional paid leave on top of their annual leave entitlement while they undergo fertility treatment

This letter confirms to the employee that the organisation has received their MATB1 form, and asks the employee to confirm what date they intend to commence their maternity leave

This letter can be used in response to a pregnant employee submitting a holiday request. This letter contains several options based on whether the request is being approved for holidays before maternity leave starts, approved after maternity leave starts, or if the holiday request has simply been refused

This letter can be sent to an employee that is currently on maternity leave to inform them of changes in the workplace that might affect her upon her return to work

This letter should be sent to an employee who has failed to return to work following their maternity leave, and informing them that their absence is now being treated as unauthorised absence

This letter can be sent to an employee as an abridged summary of the organisations maternity leave policy and their maternity pay entitlements