This letter should be issued to all employees that are involved in a collective grievance process, informing them of the outcome of the grievance appeal

This letter should be sent to the person who was nominated to be the employee representative at a collective grievance hearing, to invite them to attend a collective grievance appeal hearing.

This letter should be issued to all employees that are involved in a collective grievance process, informing them of the outcome of the grievance investigation

This letter should be sent to the person who was nominated to be the employee representative at a collective grievance hearing, to invite them to attend a collective grievance hearing.

This letter should be sent to employees who have raised numerous grievances in relation to the same matter, informing them that their grievance will be considered as a collective grievance

This letter should be sent to an employee who has retracted their grievance, in order to clarify with the employee their reason for retracting their grievance.

This letter should be sent to an employee who has raised a grievance to inform the employee that their complaint is considered as too minor to warrant being handled under the organisations grievance procedures.

This letter should be sent to an employee who is raising a grievance that has already been dealt with in a previous grievance. This letter informs the employee that the new grievance will not be heard due to an investigation having already taken place.

This letter should be sent to someone who has been named as a witness during a grievance investigation, in the instance where the named witness is not an employee of the organisation. This letter asks if they would mind providing their account in writing.

This letter should be sent to an employee who has appealed against the outcome of their grievance, informing them that a decision has been made in relation to their appeal.

This letter should be sent to an employee who has appealed against the outcome of their grievance. The purpose of this letter is to invite them to attend an appeal meeting, so that the grounds for their appeal can be considered.

This letter should be sent to a former employee who has raised a grievance after they have left the organisation. This letter informs the former employee that their concerns are being investigated, and they will receive correspondence in due course.

This letter should be sent to an employee who has an outstanding grievance, but wants to raised another related grievance. This letter informs the employee that the second grievance will be dealt with simultaneously.

This letter should be sent to an employee who has retracted their grievance. This letter contains options for two approaches, the first option is to accept the retraction and stop investigating. The second option is to continue with the investigation due to the serious nature of the allegations.

This letter should be sent to an employee who has raised a formal grievance, informing them of the outcome of their grievance.

This letter should be sent to an employee who has been invited to a grievance meeting so that their grievance could be heard, but failed to attend the meeting. The letter includes two separate courses of action, depending on whether this is the first time they have failed to attend, or if they have failed to attend on multiple occasions.

This letter should be sent to an employee 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 sent to an employee who has had a grievance raised against them by a colleague, inviting them to attend an investigation meeting and to provide their version of events.

This letter should be sent to an employee who was named as a witness by their colleague that has raised a grievance. This letter invites the witness to attend a meeting to gather their account on the matters raised in the grievance.

This letter should be sent to an employee who it is believed has information which could be useful when carrying out a grievance investigation. This letter invites the employee to attend an investigation meeting, in order to provide the information that they have.

This letter should be sent to an employee who has had a grievance raised against them by a colleague. This letter is to inform them that a grievance has been raised against them, and reiterate to them at this point that this is not implying any guilt.

This letter should be sent to a staff member that has raised a formal grievance. The purpose of this letter is to invite the staff member to attend a formal meeting to discuss the nature of their grievance.

This letter should be sent to a staff member that has raised a grievance and has agreed to resolve their grievance following an informal meeting.

This letter should be sent to a staff member that has raised an informal grievance. This letter serves to invite the staff member to a meeting in order to discuss their concerns in an informal setting.

This letter should be sent to a staff member that has raised a grievance, informing them that their request has been acknowledged and that an investigation will launch in due course.

This letter should be issued to an employee that who has either given or been given notice of termination of employment, informing them that they will be placed on garden leave as opposed to working out their notice

This letter should be sent to an employee who has submitted a request for flexible working, but did not provide all of the necessary information. This letter asks the employee to provide this missing information.

This letter should be sent to an employee who has underwent a successful trial period of flexible working, to inform them that the arrangement will be made permanent.

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 an employee who has requested a flexible working arrangement to inform them that they do not meet the appropriate criteria necessary to request flexible working.