This letter can be sent to an former employee to seek their agreement to making a deduction from their pay. The letter provides the employee with 2 options either to pay from their final wages or to pay be other means. It is important to remember that unless there is a contractual arrangement in place any deduction from wages without agreement could be deemed unlawful deduction of wages.

This letter can be sent to an existing employee to seek their agreement to making a deduction from their pay. The letter provides the employee with 2 options either to pay in installments or in one payment. It is important to remember that unless there is a contractual arrangement in place any deduction from wages without agreement could be deemed unlawful deduction of wages.

This letter can be sent following a pay review to inform the employees that their salary will not be increased and there will be a pay freeze. This letter outlines the rationale for the decision by the company.

This letter should be sent to an employee when a salary sacrifice has been agreed. This letter outlines the terms of the salary sacrifice.

This letter requests further information from an employee on their request for paternity leave.

This letter gives general information on statutory paternity leave and pay.

This letter offers an employee condolences and support after a stillbirth, or miscarriage.

This letter outlines an employee’s rights to paternity leave after the death of a child after birth.

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

This letter can be used to accept a request for paternity leave, and outline the dates and other details.

This letter outlines why an employee may not be entitled to paternity leave, and gives examples of reasons why this would be the case.

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

This letter confirms that parental leave will be postponed and outlines the reasons for the postponement. Statutory parental leave can be postponed for up to 6 months after the original date which the employee requested the leave.

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

This letter outlines the reasons why an employee may not be eligible for statutory parental leave and informs them that parental leave is not approved.

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

This letter outlines the reasons why an employee may not be eligible for parents leave and informs them that parents leave is not approved.

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 can be sent to any employee who has excessively used their work mobile for personal use. This letter is not a formal sanction but will serve as a reminder to the employee that they have breached the organisation’s procedures.

This letter can be sent to any employee who has breached the terms of the mobile phone policy and used their work mobile or personal use. This letter serves as a reminder to the employee that personal use is not permitted.

This letter can be sent to an employee who has declined to partake in mediation. This letter outlines the next steps in the process.

This letter can be sent to the participants of mediation outlineg that mediation failed to resolve the dispute. This letter will outline the next steps.

This letter can be sent to the participants of a mediation process. This letter outlines that mediation was sucessful and details the points which were agreed at mediation.

This letter can be sent to an employee who has agreed to mediation to attempt to resolve an outstanding dispute. This letter outlines the details of when and where the mediation will take place.

This letter can be sent to an employee where mediation is considered an appropriate option for resloving a dispute. This letter outlines the process of mediation and requests the employee to sign and return a copy either agreeing to or rejecting the process.

This letter can be sent in response to an employee who has requested time off for IVF treatment. This letter outlines that the employee could avail of either annual leave or unpaid time off. There is no statutory right for paid time off for IVF treatment.

This letter can be sent to an employee following successful IVF treatment outlining the organisations maternity policy.

This letter can be sent in response an employee has notified the organisation of her pregnancy

This letter can be sent to an employee in response to a request to take annual leave either prior to maternity leave or after maternity leave.

This letter can be sent to an employee who is currently on maternity leave and there are changes within the workplace which may affect the employee. This letter informs the employee of the changes.