This script can be used for a formal capability meeting regarding underperformance. Employers should bear in mind that the employee must always have the opportunity to respond to the concerns in an informal context before being invited to a formal capability hearing regarding performance. It is important to be as specific as possible regarding any under-performance however as this is a formal meeting, which may result in a formal sanction, all issues of concern that are raised must have already been addressed in an informal context (informal performance review meeting]. The employee must have been invited in writing to this meeting, via formal letter, given the opportunity to be accompanied by a work colleague or a trade union representative and have been given 48 hours’ notice.

This script can be used for an informal performance review meeting, and may potentially lead to a formal capability hearing. Employers should bear in mind that the employee must always have the opportunity to respond to the concerns in an informal context before being invited to a formal capability hearing regarding performance. It is important to be as specific as possible regarding any under-performance. Examples should be used, and nothing new should be raised at the next stage (the formal capability hearing).

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.

This script provides employers with a guide on how to

This script will give an employer a guide on how

This script outlines the structure of a formal capability meeting

This script will assist employers with a guide on how

This script provides employers with a guide on how to conduct an initial meeting to discuss a proposed compromise agreement.

This script will assist employers with a guide on how to structure a meeting whereby an employee is on long-term absence. It covers key points such as what reasonable adjustments should be made and whether the employee would be willing to give consent for a medical report, among other important information.

This script gives a guide on how to structure a redundancy appeal meeting.

This script gives a guide on how to structure an collective redundancy consultation meeting with either a trade union representative or an employee representative.

This script gives a guide on how to structure an individual redundancy consultation meeting.

This document provides a guide to employers as to what format an interview should take, and the key elements to prepare for an interview process.

This script can be used for a formal probationary appeal meeting.

This script can be used for a formal probationary review. Employers should bear in mind that the employee must have a probationary clause within their contract of employment, have signed their contract of employment and be within their probationary period in order to exercise termination of employment or an extension of probationary period.

This template script can be used by a trained mediator as a guide for the mediation process.

This script can be used in a grievance hearing, and offers a template guide on how the format of the meeting should be conducted, and includes a sample set of general questions that may be useful to ask in the grievance hearing

This script can be used in a grievance appeal hearing, and offers guidance to the chair of the appeal meeting on what format the meeting should follow, and includes a sample list of general questions that could be used

This script should be used by the chair of a flexible working appeal meeting. This script provides guidance on how to carry out such a meeting, including some examples of questions that could be asked.

This script should be used by the chair of a flexible working meeting. This script provides guidance on how to carry out such a meeting, including some examples of questions that could be asked.

Managers can use this script to guide them through the process of conducting an appeal meeting, in the case where an employee has appealed against the outcome of their disciplinary findings.

Managers can use this script to guide them through the process of conducting a disciplinary hearing, having concluded from the investigation meeting(s) that disciplinary action is warranted.

Managers can use this script to guide them through the process of conducting an investigation meeting as part of a disciplinary process.

Managers can use this script to guide them through the process of a formal dignity at work hearing with the person who has raised a complaint.

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.

This script will give an employer a guide on how to structure a meeting where an employer is absent as a result of work-related stress. It will inform employers on the key questions to ask such as what can be done by the employer to alleviate the stress.

This script will assist employers with a guide on how to structure a meeting whereby an employee is on long-term absence. It covers key points such as what reasonable accommodations should be made and whether the employee would be willing to give consent for a medical report, among other important information.

This script outlines the structure of a formal capability meeting that has been a arranged as a result of long-term absence. It will inform employers on the key questions to ask an employee as well as the formal entitlements that an employee has in the case of a formal meeting.