This form should be filled out by employees that intend to take maternity leave, confirming expected dates of birth/date that maternity is due to start, as well as whether they qualify for statutory or enhanced maternity pay

This form should be completed by all new starters and a copy should be retained securely on their personnel file.

This form can be used when an organisation has implemented a ‘buddy system’ for new employees. This form should be completed by the buddy and will serve to provide guidance to the buddy on the areas they will cover with the new employee.

This form can be used by new employees to confirm that they have received all necessary information relating to their induction. Once signed the checklist should be stored in the employee’s personnel file.

This form can be used to develop an induction programme for a new recruit. This form will provide clarity to the new recruit on what they will be inducted on, when they will be inducted and who will provide the training

This form can be used to risk assess a home working workstation. This form should be reviewed by a competent assessor.

This form should be completed by any employee who wishes to request that annual leave be carried forward if the organisation permits leave to be carried forward. The form includes the reason for the carry over and the amount of leave to be carried over.

This form can be completed by an employee who wishes to request annual leave. The form outlines the dates requested and the amount of leave available.

This form should be available to all employees, and should be used in the instance where an employee wishes to appeal against the outcome of their grievance. This form should include their grounds for appeal

This form provides a template witness statement, which should be filled in with information garnered during a meeting with named witnesses

This form provides guidance to the practice of investigations and is designed to help Investigation Officers and anyone else delegated to investigate a grievance raised by an employee. This form includes all major steps involved in an investigation

This form should be used internally, and is for the purpose of keeping track of what steps of the grievance investigation have been completed and which stages are yet to be completed, including which parties are yet to be met with

This form should be available to all employees, and should be used in the instance where an employee would like to retract a grievance that they had previously submitted

This form should be available to all employees, and should be filled in by any employee that wishes to raise a grievance. This form should include the nature of the grievance as well as the alleged perpetrator

This form documents a request for force majeure leave, which is normally done retrospectively.

This checklist outlines a number of standards that must be met in order for a homeworking request to be approved.

This form should be available to any employee who has submitted a flexible working request, and should be submitted by the employee in the instance where they wish to withdraw their flexible working request.

This form should be available to all employees, and should be completed by an employee that wishes to submit a flexible working request.

This form should be given to any employee who wishes to submit a claim to be reimbursed for business related expenses.

This form should be given to any job applicant who has submitted a request to claim back expenses related to them attending a job interview, e.g. bus fare.

This form should be issued to all employees. It is a brief questionaire relating to employees gender/sexual orientation/race etc. This form is used to collect this data about employees and applicants, so that discrimination (intentional or inadvertent) can be eliminated when managing the employee.

This form should be completed to document evidence obtained from a witness during a disciplinary investigation. Template questions are provided, but specific questions in relation to the alleged incident should be prepared prior to the witness interview.

This form provides guidance on the practice of investigations and is designed to help Investigation Officers and anyone else delegated to investigate allegations of misconduct referred to them by the standards of the Organisation. The investigation should be conducted in line with the disciplinary policy and procedure

This report should be completed by the person who investigated the allegations. This form will outline the allegations, the witness evidence, any other evidence, the findings of the investigation and the recommendations.

This form should be provided to an employee who has raised a complaint relating to bullying/harassment, but subsequently wishes to withdraw the complaint.

This form should be used to record a witness statement relating to a bullying/harassment workplace investigation. The witness must read, sign and date the statement to reflect their agreement to give evidence.

This form can be used by any of the organisation’s employees to submit a complaint about the behaviour of a colleague, his/her manager or a third party, or any other workplace issue.

This form should be completed by an employee who has received an overpayment. This form outlines how the employee will repay the over payment to the employer.

This form can be used to request consent of a job applicant to continue to hold their personal information on file. This form should only be used when the employer has no other legitimate reason for processing the information. For example an employer will have a legal basis to process an unsuccessful job applicants details for a year in order to be able to defend any future claims from an unsuccessful applicant. If the employer wishes to process their information after this period of time they will need to seek consent.

This form seeks consent of former employees for the employer to process data in relation to the employee. This form should only be completed when consent can be relied upon and there is no other legitimate basis under GDPR that the employer has for processing the employee’s information.