Templates

Giving notice.

Raising a formal grievance.

Raising an appeal against a grievance outcome.

Appealing against the outcome of a disciplinary.

Making a statutory flexible working request.

Appealing against being made redundant.

Requesting a reasonable adjustment at work.

Telling your employer you're pregnant and you want to take maternity leave.

Booking, cancelling or changing shared parental leave.

Acknowledging a worker's resignation.

Giving notice of disciplinary hearings. Warnings and dismissals.

Giving the outcome of a disciplinary. Warnings, dismissals and 'no action'.

Arranging appeal meetings or giving a worker the result of an appeal.

Telling a worker they're subject to an investigation. Meeting invites.

Telling a worker why they have been suspended and what happens next.

Acknowledging a statutory flexible working request. Confirming next steps.

Confirming a decision on a statutory flexible working request.

Telling a worker they're at risk, being consulted, or being made redundant.

Writing a settlement agreement and sending letters to discuss settlement.

Offering a job to a successful candidate.

Asking for a reference for an applicant.

Confirming reasonable adjustments with a worker.

Asking for a worker's permission to approach their doctor for health information.

Asking a worker's doctor about their fitness for work.

Responding to a worker who has told you they're pregnant.

Confirming a worker's shared parental leave.

Writing a 'written statement of employment particulars'.

Reviewing a worker's performance. Objectives. Manual workers. Promotion.

Keeping a record of disciplinary action.

Planning and reporting on an investigation.

Going through a TUPE transfer as an old or new employer.

Hiring someone.

Introducing a new worker to their organisation.

Describing an advertised job role. With examples.

Getting information from a job applicant.

Monitoring equality and diversity of job applicants or the workforce.

Reviewing and monitoring reasonable adjustments.

Recording a worker's agreement to work more than an average of 48 hours a week.

Structuring and recording a return to work meeting with a worker.

A consent form for an employer to ask for a worker's permission to approach their doctor for health information.

Creating a flexible working policy.

Creating a disciplinary procedure.

Creating a grievance procedure.

Creating an equality, diversity and inclusion policy. Purpose. Commitments.

Creating a bereavement policy. Paid and unpaid leave. Returning to work.