This letter should be issued to an employee who is

This letter outlines to an employee the criteria set out

This letter outlines that employees may use time off for

This letter informs an employee of what annual leave accrual

This letter should be sent by the employer following a

This is a letter of concern for an employee who

This letter can be sent to an employee who has

This letter informs a Trade Union Representative or Employee Representative

This is a letter of reminder to an employee who

This statement can be sent to all employees in advance

This form should be completed by an employee who wishes

This agreement outlines the terms and conditions to be agreed regarding a secondment such as the start and end date, the job role, the salary, the location, reporting structures as well as other important conditions.

This letter authorises parents leave and outlines the agreed arrangements such as the start and end date of parents leave, and that it is unpaid time off.

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

This letter can be sent to an employee who is due to retire wishing them well in the future.

This letter should be sent by the employer following a meeting to discuss short-term absence. It confirms what was discussed, what the sickness policy states and what was agreed regarding improvements and the monitoring of the employee’s sickness record.

This letter should be sent to any employee that is currently on adoptive leave but is due to return. This letter requests a meeting with the employee to discuss their return to work and to brief them on any updates.

This letter should be sent to an employee with an outstanding issue (e.g. grievance/disciplinary process) which has left irreconcilable differences between the employee and the employer. This letter is to establish the willingness of the employee to engage in a compromise agreement.

This letter should be sent to an employee as part of a compromise agreement, in order to confirm with the employee that they have received independent legal advice

This letter should be issued to an employee who is being offered a compromise agreement, to seek confirmation that they have sought and received independent legal advice on the compromise agreement.

This letter should be issued to any employee that has failed to sign and return their terms and conditions of employment. This letter requests an employee to provide reasons as to why they have not signed their terms.

This letter should be sent to a foreign national who had been offered a role at the organisation, informing them that their job offer is being withdrawn on the basis of not providing evidence that they can legally work in Northern Ireland.

This letter outlines reasons why an employee is entitled to statutory paternity leave, but not statutory paternity pay.

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.

This letter should be sent to an employee who has requested to study or undertake training and outlines the terms in which the employer will grant the leave. The letter also includes the option if the employer will pay or not pay for the training.

This letter can be sent to an employee when the employer has agreed to pay for training. This letter outlines that the employee will be required to repay the costs of the training should they resign and provides details of when the reimbursement will apply.

This letter can be sent as a follow up to an employee’s request for training. This letter outlines the reasons the employer has refused the employee’s request.

This letter confirms an appeal decision following a formal appeal hearing regarding a dismissal for ‘some other substantial reason’.

This letter invites an employee to a formal appeal hearing, whereby they have appealed the decision to dismiss for ‘some other substantial reason’.

This letter confirms the dismissal of an employee for ‘some other substantial reason’. The potentially fair reasons for dismissal are capability; conduct; redundancy; contravention of a statutory duty or restriction; or, if none of these apply, “some other substantial reason of a kind such as to justify the dismissal of an employee holding a position which the employee held” can be used. In any case, employers should not take this decision lightly and must follow the stages of a fair procedure, including investigation of all of the circumstances, a formal hearing, right of representation and right of appeal. Employees can still claim unfair dismissal (subject to the qualifying criteria) for dismissals by way of ‘some other substantial reason’. Employers are urged to take specific legal advice in relation to dismissals for SOSR.