This letter should be sent to an employee who is not contractually entitled to sick pay, but where the employer will, at their discretion, pay sick pay on one occasion. It is recommended that the timeframes are stipulated (start and end date of sick pay), in order to protect the employer against any ambiguity and against setting a precedence.

This letter is used to inform an employee that the organisation will hold off on any further contact until the employee has had some time to rest and recover from their illness. It is normally used when an employee is suffering from a long-term illness.

This letter can be sent to an employee whose contract permits a temporary lay off. This letter outlines the terms of the lay off and the reasons for the employer implementing a lay off.

This letter can be sent to an employee to inform them that the temporary lay off or short time working has come to an end and that the employee is invited back to work.

This letter can be sent to an employee seeking their agreement to a period of temporary lay off or short time working. This letter can be sent when there is no contractual right to enforce temporary lay off or short time working.

This letter can be sent to an employee on a temporary lay off to inform them that some hours have become available and requests the employee to inform the employer if they wish to avail of these hours.

This letter can be sent to an employee whose contract permits short time working. This letter outlines the terms of the short time working and the reasons for the employer implementing short time working.

This is a letter of invitation to a meeting regarding a request for discontinuous leave (as part of a shared parental leave request)

This letter acknowledges a maternity or adoption curtailment notice and confirms return to work details.

This letter responds to an employee request to vary shared parental leave arrangements outlining the statutory entitlements (such as eight weeks’ notice) and gives the option to either approve or decline the request.

This letter responds to an employee proposal to have alternative dates for shared parental leave; and asks the employee to take the leave in one continuous block (rather than 2 separate blocks).

This letter requests evidence of eligibility to take shared parental leave in the case of either birth or adoption.

This letter responds to a request for a SPLIT day giving the option of either approving the SPLIT day or declining the SPLIT day.

This letter responds to an employee’s request to take shared parental leave and outlines the procedure of shared parental leave including the duration and SPLIT days.

This letter explains to an employee their ineligibility to take shared parental leave, and gives a number of options to the employer to choose as to why the employee is not eligible for the leave.

This letter informs an employee of significant developments within the workplace during their shared parental leave and invites them to a meeting to discuss the developments.

This letter offers an employee a Shared Parental Leave in Touch Day (SPLIT).

This letter can be sent to employees to explain their right to take shared parental leave

This letter invites an employee to a meeting to discuss a possible secondment.

This letter confirms the terms and conditions of the secondment including the duration of a secondment.

This letter invites an employee to meeting following Sabbatical Leave to discuss reintegration to the workplace

This letter approves a sabbatical and suggests terms and conditions for a sabbatical (in the absence of legislation in this area).

This letter declines a request for a sabbatical and suggests examples of reasons why it might be declined (in the absence of legislation in this area).

This letter invites an employee to a meeting following a request for a sabbatical, to discuss the request in further detail and how it would work in practice.

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

This letter can be sent to an employee whose retirement has been confirmed. The letter will outline the final repayments due to the employee.

This letter can be sent to an employee to confirm that the employer has received their notification of retirement and will be in touch in relation to the next steps.

This letter can be sent to the wider workforce to announce the retirement of an employee. The employee who is retiring should be notified in advance that the letter will be sent. This letter also provides the option of inviting all employees to a celebratory function to mark the retirement.

This letter should be sent to any employee who has notified the organisation of their plan to retire. This letter is inviting the employee to a meeting to discuss their retirement plans.

This letter can be sent to an employee who is absent without contacting the organisation and who has only a short amount of service. This letter should only be sent after previous efforts to reach the employee have failed.