This clause can be included in the terms and conditions of any employee who is required to drive as part of their job role.

This policy can be given to any employee who is required to travel on work related business but who has not been provided with a company vehicle. This policy outlines the rules around an. Employee using their own vehicle, fuel costs and the employee’s responsibilities.

This policy covers the use of mobile phones whilst driving. The policy provides two options. The options include to completely ban mobile phone usage whilst travelling or to permit the use of hand free devices.

This clause can be included in the terms and conditions of any employee who has been provided with a company vehicle.

This policy covers the basis of what is acceptable proactive within the workplace. This policy should be given to all employees at induction stage and can be tailored to suit the needs of each organisation. Some of the points included in this policy are timekeeping, mobile phone usage, confidentiality and use of facilities.

This policy outlines the process that an organisation follows in the event of unforeseen extreme weather conditions. This policy covers options that the employer offers in the event of adverse weather conditions.

This letter is in response to an employee’s request to take adoptive leave. This letter outlines the employee’s statutory entitlements and also requests that the employee provides evidence of their eligibility to apply for adoptive leave i.e. a certificate of placement.

This letter should be issued to any employee who has requested adoption leave but that does not qualify for statutory adoption pay.

This letter should be sent as a response to any employee who has requested to change the start date of their adoptive leave. There are 2 options outlined either approving or declining the request.

This letter can be sent to an employee to provide details on their entitlements when on adoptive leave.

This letter should be sent as a response to any employee who has provided notice of their intention to take adoption leave. This letter includes the statutory leave entitlements and benefits.

This form should be completed by an employee who wishes to request a period of adoptive leave. This form should include the expected date for the leave to start, as well as the duration of leave being requested.

This policy covers options for organisations that offer enhanced redundancy pay as a benefit to their employee’s.

This policy covers adoptive leave and pay. This policy includes information on an employee’s eligibility, rights during adoptive leave, time off for appointments, returning to work and statutory entitlements.

This guide provides an overview for employing young persons. The guide covers who is classified as a young worker and who is classified as a child worker. This guide provides a summary of the legislation and the entitlements of young persons.

This policy outlines the expectations of employees at work related social events. This policy clarifies what is considerd a work place event and the conduct expected of employees at such events.

This policy covers the organisations rules in relation to the prevention of bribery.The policy outlines the bahaviour expected of employees and the rules around accepting gifts.

This letter can be sent to an employee who has made a protected disclosure inviting the employee to a meeting to discuss the matter in detail.

This form can be completed by any employee who wishes to make a proteted disclosure. This form outlines the details of the disclosure and the individuals involved.

This letter can be sent to an employee after an initial consultation meeting outlining that agreement has been reached to change the employees terms and conditions. This letter outlines the terms to be changed and requests the employee sign and return a copy to signify their agreement.

This letter can be sent to an employee following a meeting to discuss a temporary change to their terms and conditions on health and safety grounds. This letter outlines the reason for the changes and requests the employee to sign and return a copy.

This letter should be sent following an initial meeting to seek the agreement of an employee to vary their terms and conditions of employment.

This policy outines the organisations procedure for booking unpaid leave. This policy outlines that other leave should be exhausted prior to booking unpaid leave. The policy also covers the process for booking leave the restrictions around unpaid leave.

This script can be used for a consultation meeting regarding employees who will be transferring employment. The script can be used as a guide to ensure employees are initially fully informed as far as possible.

This script can be used for an employer whose business will be transferring to another organisation, meaning that a number of employees will be transferring employment. The script can be used as a guide to ensure employees are initially fully informed as far as possible.

This form is provided for affected employees to elect their chosen representative to inform them and consult with the organisation on their behalf during a transfer of undertakings situation.

This letter can be used to invite elected representatives to a final consultation meeting. 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 template can be used by a transferor whose employee does not wish to transfer and avail of their right to have their terms and conditions of employment honoured. If an employee has expressed a concern that they do not wish to transfer, they must put this in writing in order to prevent a constructive dismissal claim.

This is a letter that can be used by the transferor (outgoing employer) informing them that the personnel files have been sent and what information is contained within the personnel files.

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.