This letter confirms that an employee who was sick whilst on holiday will have their annual leave reinstated.

This letter should be sent to an employee to outline that the organisation has a closure period and the employee will be required to reserve annual leave. This letter outlines that the employee will not be paid as they have no leave remaining.

This letter is inviting an employee to a disciplinary hearing due to their failure to return from holidays. This letter should be sent following an investigation.

This letter can be sent employees to remind them to reserve annual leave for specific closure periods such as Christmas.

This letter can be sent to an employee who has failed to take their full holiday entitlement. The letter requests the employee to book annual leave or the leave will be imposed by the organisation.

This letter can be sent to an employee when an annual leave request is rejected. This letter explains the reason for the rejection.

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 rectracting 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 raise 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 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.