This letter can be sent to an employee who has not returned from maternity leave and has not communicated with the organisation in relation to this.

This letter can be sent to a pregnant employee in response to her notifying her manager that she is pregnant. This letter outlines the entitlements of the employee to maternity leave, maternity pay, ante natal care, internal vacancies and returning to work.

This letter can be sent to a pregnant employee following a risk assessment. If the risk assessment has identified a risk and alternative duties have been offered to the employee but she has not accepted, then this letter can be sent. This letter outlines the consequences of non acceptance of the alternative duties.

This letter can be sent to an employee to confirm her return to work date.

This letter can be sent to a new mother following a risk assessment. If the risk assessment has identified a risk and alternative duties have been offered to the employee but she has not accepted, then this letter can be sent. This letter outlines the consequences of non acceptance of the alternative duties.

This letter can be sent to an employee to confirm her return to work date and any outstanding annual leave entitlements.

This letter can be sent to an employee who has given birth early outlining her maternity leave commencement and termination dates.

This letter can be sent to an employee who has requested a phased return to work following maternity leave. This letter outlines the details of the phased return.

This letter can be sent to an employee who has requested changes to their role following maternity leave. This letter provides a number of options either approving the change permanently, approving the leave on a temporary basis or offering a trial first.

This letter can be sent to an employee who has suffered the lose of their baby after birth. This letter offers condolences and also outlines the employee’s maternity rights.

This letter can be sent to a pregnant employee following a risk assessment. This letter outlines requests to meet the employee to discuss the risk assessment.

This letter can be sent to an employee who is due to go on maternity leave. This letter requests a meeting with the employee to discuss her leave, her return to work dates, annual leave and any other questions.

This letter can be sent to an employee who wishes to end her maternity leave early and return to work. This letter offers 2 options either granting or declining the request. It is important to note that the request can only be declined in the case that the employee has not provided the required notice.

This letter can be sent to an employee who wishes to change her maternity leave start date. This letter provides 2 options either granting or declining the request.

This letter can be sent to a breastfeeding employee after a risk assessment whereby a risk has been identified. This letter offers the employee a temporary change of job role whilst she is breastfeeding. This letter requests the employee signs to conform her agreement with this change.

This letter can be sent to an employee who has requested a change to their hours of work following their maternity leave. This letter can be sent to an employee following a meeting confirming that their request has been granted. This letter outlines to the employee that the change represents a permanent change to the terms and conditions of their employment.

This letter can be sent on behalf of the organisation to offer condolences to an employee who has suffered a miscarriage or still birth.

This letter can be sent to an employee who is due to return to work from maternity leave. This letter invites the employee to a meeting prior to their return to discuss the return to work. It is good practice for an employer to meet with an employee prior to her return to work.

This letter offers a job candidate a fixed term contract of employment for the purposes of covering maternity leave. This job offer includes the relevant legislation required in Ireland for Fixed term contracts.

This letter can be sent to an employee who has suffered a miscarriage before 24 weeks of pregnancy. This letter outlines the employee’s entitlements. An employee who suffers a miscarriage before 24 weeks of pregnancy is not entitled to maternity leave.

This letter can be sent to a pregnant employee following a health and safety risk assessment. If the risk assessment has identified the employee’s current role as a risk then the employee needs to be offered alternative work or be suspended on full pay if there is no other suitable work available.

This letter can be sent to an employee why has notifying the organisation of her intention to take maternity leave. This letter outlines details on both leave and pay entitlements.

This letter can be sent to an employee who has submitted their resignation whilst on maternity leave. This letter accepts the employee’s resignation and outlines details of final pay.

This letter can be sent to an employee who has requested time off to attend an ante natal appointment. The letter confirms the request and also notes that the time off will be paid.

This letter informs a pregnant employee that a risk assessment was carried out and that it is not considered safe for them to continue in their role while pregnant. The letter instead provides details of a suitable alternative role.

This letter should be issued to an employee that has notified the organisation of their intention to take maternity leave. This letter outlines to the employee their entitlements to receive statutory maternity pay

This letter is designed to be sent to an employee that is currently on maternity leave, informing them of a job opening which might be of interest to them, that has become available during their maternity leave

This letter should be sent to an employee who has just given birth, to send them the organisations best wishes

This letter can be sent in response to an employee who has requested that their annual leave is carried over. This policy provides 3 options either approving the leave, declining the request or part approving the leave.

This letter can be sent to any employee who has requested that holiday payment is made instead of taking their leave. This letter outlines the reasons why annual leave must be taken.