Date: 27th May 2021 Time: 10.00am – 11.00am Cost: Complimentary

This letter can be sent to an employee who has resigned and accepting the employee’s resignation.

This letter can be used to inform elected representatives that there will be a Transfer of Undertakings and that a consultation process will imminently take place. At this stage the elected representative will have been chosen by colleagues. If there are less than 10 employees, this document can be amended to inform individuals rather than elected representatives.

This letter can be sent to a former employee who was subject to post termination restriction and now is suspected to be in breach of these restrictions.

This letter can be sent to an employee who has left employment requesting they return company property.

This clause should be included in the contract of employment of any employee who receive es company property.

An exit interview is not a legal requirement however it can help in identifying staff retention and motivation issues, so that the organisation can put improvement measures in place where necessary and possible. This guide will assist managers in preparing for an exit interview.

This letter can be sent to any employee that has requested to take adoption leave following a surrogacy arrangement. This letter outlines the terms of the adoption leave.

An employee who wishes to take adoption leave due to a surrogacy arrangement must apply for a parental order. As part of the leave process, the employer may request a form of intention to apply for a Parental Order from the employee. This form should be completed by the employee

This form can be provided to any employee who has requested unpaid leave. This form requests that the employee provides details on the leave such as the dates of the leave and an explanation as to why annual leave could not be used.

This letter can be sent to any employee who has requested a period of unpaid leave. This letter has two options either granting or declining the request.

This letter can be sent to an employee who has requested unpaid leave inviting the employee to a meeting to discuss the leave requirements. This letter covers the points that will be discussed in the meeting.

This policy outlines 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.

The purpose of this form is to nominate a candidate for election as an employee representative, to engage in consultation in relation to a transfer of undertakings. Following election, employee representatives will take part in the consultation process on your behalf.

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 10 employees, this document can be amended to inform individuals rather than elected representatives.

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 informs an employee that their employment did not transfer to another employer because their duties are not wholly or mainly part of the transferred work.

This letter can be used to invite the elected representatives to a consultation meeting to discuss questions/queries/concerns of them and their work colleagues. At this stage the elected representative will have been chosen by colleagues. If there are less than 10 employees, this document can be amended to invite employees to individual meetings.

This letter invites employees to elect an employee representative to consult with the employer on their behalf, in advance of a TUPE process.

This letter can be sent by either the transferee or the transferor, and informs affected employees that their employment will be transferred on a certain date, that their terms and conditions will be honoured and that a consultation process will take place.

This is a letter that the transferee (the incoming employer) can send to the transferor (outgoing employer) to request employment information for the employees who are due to be transferred. The letter specifies the documents required such as contracts of employment, personnel files, attendance records, disciplinary and grievance records, leave records and performance files, among other important pieces of employment information. This letter is normally sent as part of the due diligence process before any agreement is made.

This letter can be sent to an employee who has submitted a request for training or study leave. This letter is inviting the employee to a meeting to discuss the details of the requested leave.

This letter can be sent to an employee who has resigned and there is a training agreement in place to permit the employer to recover costs of training that was paid for the employee. This letter provides details for the reimbursement of the training fees.

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 considered 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 behaviour expected of employees and the rules around accepting gifts.