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|
 Checklists |
Access request checklist
Are you satisfied about the identity of the person making the request? | 06/11/2008 | | Data protection | |
Retention of records
Set and follow standard retention times for categories of information held on the records of employees, workers and former workers. | 05/11/2008 | | Data protection | |
Instructing a private investigator
Identify senior managers within the organisation who can authorise the use of a private investigator. | 03/11/2008 | | Data protection | |
| Factsheets |
Data protection
Within the workplace, the Data Protection Act 1998 (the DPA) is concerned with information (or data) which an employer collects and keeps | 16/07/2009 | | Data protection | |
The Freedom of Information Act 2000
The Freedom of Information Act 2000 (the "Act") provides a framework of rights of access to information held by public bodies. The Information Commissioner is the authority responsible for promoting good practice and disseminating information relating to | 06/11/2008 | | Data protection | |
Dealing with subject access requests
The following guidance is to assist you to comprehend and comply with the Data Protection Act 1998 (“the Act”). | 06/11/2008 | | Data protection | |
Covert monitoring
Covert monitoring can only be used in exceptional circumstances, | 05/11/2008 | | Data protection | |
| Guidance notes |
Data protection
The Data Protection Act 1998 (“the DPA”) is intended to protect personal data in both manual and electronic form. It gives effect to the EU Data Protection Directive (“the Directive”), which aims to protect personal privacy during an era when | 01/10/2009 | | Data protection | |
Private investigators and surveillance of employees
In order to dismiss an employee fairly for misconduct the employer must have a genuine belief, based on a reasonable | 06/11/2008 | | Data protection | |
| HR Policies |
Monitoring Policy
Employees and other members of staff have legitimate expectations of a degree of privacy whilst at work. | 27/10/2009 | | Data protection | |
Surveillance guidance to managers
Employees have legitimate expectations of a degree of privacy whilst at work. | 27/10/2009 | | Data protection | |
Data protection policy guidance
The Data Protection Act 1998 (“the Act”) is intended to protect personal data in both manual and electronic form. | 01/10/2009 | | Data protection | |
Telephone policy
This Policy is designed to ensure that all employees understand their responsibilities | 06/11/2008 | | Data protection | |
Telephone policy guidance
The Regulation of Investigatory Powers Act 2000 provides a single legal framework | 06/11/2008 | | Data protection | |
Internet and email policy guidance
The rights and responsibilities contained in the Policy arise from various pieces of legislation. | 06/11/2008 | | Data protection | |
Internet and email policy
This Policy covers the use of electronic communications systems and equipment, | 06/11/2008 | | Data protection | |
Data protection policy
This Policy gives detailed guidance on how the Company will process information about you, as its employee | 06/11/2008 | | Data protection | |
| HR Templates |
Letter instructing a private investigator
We would like to instruct you to conduct covert surveillance in respect of our current employee, [name of employee]. | 27/10/2009 | | Data protection | |
Surveillance impact assessment
EMPLOYEE MONITORING PART A: IMPACT ASSESSMENT | 26/10/2009 | | Data protection | |
Confidentiality statement
I agree, save if required by law to do so, not to disclose to anyone (whether inside or outside of the Company), other than to the person within the Company | 26/10/2009 | | Data protection | |
Request for access to personal data form
You should complete this form if you wish to request access to any personal data | 06/11/2008 | | Data protection | |
|
| Checklists |
Conducting an appeal checklist
Read the disciplinary procedure carefully. Appeals should deal with situations where the employee has been dismissed | 18/03/2009 | | Discipline & Grievance | Discipline |
Handling a grievance checklist
1. Take all complaints seriously. Read and follow your Grievance Policy/Procedure. If at any time you cannot comply with the timescales in the policy/procedure, | 18/03/2009 | | Discipline & Grievance | Grievance |
Warnings for poor performance checklist
1. Before you can issue a warning you must have held a formal meeting with the employee to address your concerns regarding their performance. | 06/11/2008 | | Discipline & Grievance | Poor performance |
Disciplining & dismissing for poor performance checklist
1. Have you got evidence of the required standards of performance and of where the employee has failed to meet these standards? | 06/11/2008 | | Discipline & Grievance | Poor performance |
Conducting a disciplinary investigation checklist
1. Read the disciplinary procedure. | 06/11/2008 | | Discipline & Grievance | Discipline |
Conducting a grievance investigation checklist
1. Read the grievance procedure. | 06/11/2008 | | Discipline & Grievance | Grievance |
Conducting a disciplinary meeting checklist
1. Read the Disciplinary Procedure | 06/11/2008 | | Discipline & Grievance | Discipline |
| Factsheets |
The statutory right to be accompanied factsheet
Under the Employment Relations Act 1999 a worker is entitled to be accompanied at certain disciplinary and grievance hearings. | 08/02/2010 | | Discipline & Grievance | Discipline |
Grievance procedures factsheet
The law concerning the handling of grievances has changed from the 6th April 2009. | 20/03/2009 | | Discipline & Grievance | Grievance |
Disciplining & dismissing employees factsheet
In a claim for unfair dismissal the employer must show the reason for dismissal and that the reason fell within one of the categories of potentially fair reasons | 20/03/2009 | | Discipline & Grievance | Discipline |
Minimum statutory dispute resolution procedures
The Employment Act 2002 (“the Act”) introduced minimum standards of internal dispute resolution procedures, which came into effect on 1 October 2004. | 20/03/2009 | | Discipline & Grievance | Discipline |
Addressing poor performance factsheet
Acceptable standards of performance must be established in order to identify and remedy under performance. | 18/03/2009 | | Discipline & Grievance | Poor performance |
| Guidance notes |
Disciplining for misconduct guidance notes
Misconduct could cover any of the following: | 08/02/2010 | | Discipline & Grievance | Discipline |
Poor performance guidance notes
Lack of capability is a potentially fair reason for dismissal. As well as incapacity owing to ill health, | 27/03/2009 | | Discipline & Grievance | Poor performance |
Grievance procedures guidance notes
The ACAS Code of Practice on Disciplinary and Grievance Procedures (“the ACAS Code”) defines grievances as concerns, problems or complaints that employees raise | 26/03/2009 | | Discipline & Grievance | Grievance |
Tricky disciplinary situations guidance notes
Often during disciplinary proceedings, one individual will give one version of events and another individual will give a different version of events. | 20/03/2009 | | Discipline & Grievance | Discipline |
| HR Policies |
Capability policy guidance
Capability or poor performance is a potentially fair reason for dismissal. | 02/04/2009 | | Discipline & Grievance | Poor performance |
Grievance policy guidance notes
Grievance procedures are aimed at encouraging employers and employees to resolve disputes in the workplace without the need to resort to a tribunal claim as a remedy | 18/03/2009 | | Discipline & Grievance | Grievance |
Grievance policy
The purpose of a grievance procedure is to enable employees to raise a work-related problem, concern or complaint and to have the matter dealt with as quickly | 18/03/2009 | | Discipline & Grievance | Grievance |
Disciplinary dismissal policy guidance notes
Legal Framework All employees with more than one year’s continuous employment have the statutory right to claim unfair dismissal. | 16/03/2009 | | Discipline & Grievance | Discipline |
Disciplinary dismissal policy
The purpose of a disciplinary procedure is to ensure the safe and effective operation of the business and to promote fair treatment of individual employees | 16/03/2009 | | Discipline & Grievance | Discipline |
Capability policy
The overall aim of the capability policy is to assist employees who have difficulty achieving the required standards of job performance. | 06/11/2008 | | Discipline & Grievance | Poor performance |
| HR Templates |
Outcome of appeal (upholding disciplinary decision)
have now had the opportunity to consider the details of your appeal against the disciplinary action which was taken against you on [date]. | 06/11/2008 | | Discipline & Grievance | Discipline |
Outcome of appeal (revoking or reducing disciplinary decision)
I have now had the opportunity to consider the details of your appeal against the disciplinary action which was taken against you on [date] | 06/11/2008 | | Discipline & Grievance | Discipline |
Letter to reschedule meeting following employees failure to attend
We write to you following your failure to attend the review meeting on [date]. | 06/11/2008 | | Discipline & Grievance | Discipline |
Letter proposing standard grievance procedure instead of modified
On [DATE], you raised a grievance concerning [INSERT DETAILS]. | 06/11/2008 | | Discipline & Grievance | Grievance |
Letter proposing modified grievance procedure
On [DATE], you raised a grievance concerning [INSERT DETAILS]. | 06/11/2008 | | Discipline & Grievance | Grievance |
Letter confiming outcome of grievance
Further to the grievance meeting that took place on [date], I write to confirm the events that occurred at the meeting, the evidence that was produced and my decision. | 06/11/2008 | | Discipline & Grievance | Grievance |
Letter confirming outcome of a grievance appeal
Further to the grievance appeal meeting that took place on [date], I write to confirm the events that occurred | 06/11/2008 | | Discipline & Grievance | Grievance |
Invitation to meeting to discuss poor performance
You are invited to attend a [capability] meeting with [name of the person to carry out the interview] at [time] on [date] at [place]. | 06/11/2008 | | Discipline & Grievance | Poor performance |
Invitation to attend appeal meeting
I acknowledge receipt of your written request for an appeal against the disciplinary action, which was taken against you on [date]. | 06/11/2008 | | Discipline & Grievance | Discipline |
Invitation to attend a grievance meeting
I am writing to advise you that you are required to attend a meeting at [place] on [date] with [name] to discuss your grievance. | 06/11/2008 | | Discipline & Grievance | Grievance |
Invitation to a grievance appeal meeting
You have appealed against the decision taken at the grievance hearing confirmed to you in writing on [date]. | 06/11/2008 | | Discipline & Grievance | Grievance |
Invitation to a disciplinary meeting
I am writing to advise you that you are required to attend a disciplinary meeting at [ ] on [ ] with [ ] to discuss your [conduct / attendance / job performance]. | 06/11/2008 | | Discipline & Grievance | Discipline |
Failure to return warning letter
Following your authorised absence on [purpose], the Company was expecting you to return to work as normal on [date]. | 06/11/2008 | | Discipline & Grievance | Discipline |
Failure to return dismissal letter
Further to my letter dated [date], I confirm the Company’s decision to terminate your employment with immediate effect for reasons of gross misconduct. | 06/11/2008 | | Discipline & Grievance | Discipline |
Draft script for disciplinary meeting
1. Introduce yourself and everyone else in the room and what their function is | 06/11/2008 | | Discipline & Grievance | Discipline |
Dismissal on the grounds of poor performance
At a meeting on [date] you were informed that [name] was considering dismissing you. | 06/11/2008 | | Discipline & Grievance | Poor performance |
Disciplinary suspension letter
On [date] you were advised by [me] of the Company’s decision to suspend you from your duties as [job title] with immediate effect. | 06/11/2008 | | Discipline & Grievance | Discipline |
Confirmation of first written warning for poor performance stage 2
Thank you for attending the capability meeting on [date] with [name] and [name], who was present to take notes on behalf of the company. | 06/11/2008 | | Discipline & Grievance | Poor performance |
Confirmation of first formal warning for poor performance stage 1
Thank you for attending the capability meeting on [date] with [name] and [name], who was present to take notes on behalf of the company. | 06/11/2008 | | Discipline & Grievance | Poor performance |
Confirmation of final written warning for poor performance stage 3
Thank you for attending the capability meeting on [date] with [name] and [name], who was present to take notes on behalf of the company. | 06/11/2008 | | Discipline & Grievance | Poor performance |
Confirmation of end of poor performance procedure
I am pleased to confirm that at the capability review meeting on [date] it was agreed that you had satisfactorily improved your performance in the required area[s]. | 06/11/2008 | | Discipline & Grievance | Poor performance |
Confirmation of dismissal for gross misconduct
Further to our [meeting] or [disciplinary hearing] held on [date] I am writing to confirm | 06/11/2008 | | Discipline & Grievance | Discipline |
Confirmation of dismissal
[I have now had the opportunity to consider the details of the disciplinary meeting which was held on [ ]. | 06/11/2008 | | Discipline & Grievance | Discipline |
Confirmation of disciplinary action
[Now that I have had an opportuntiy to consider to the details,] I am writing to confirm | 06/11/2008 | | Discipline & Grievance | Discipline |
|
| Checklists |
Handling a complaint of harassment checklist
Have you taken the complaint seriously and treated it sensitively and tactfully? | 06/04/2009 | | Discrimination | General discrimination |
Whistleblowers entitlement to protection checklist
To obtain protection the whistle blower must comply with the following: | 07/11/2008 | | Discrimination | Whistleblowers |
Managing requests for religious holidays checklist
Make sure you treat the request for holiday fairly and sympathetically using a consistent approach. | 07/11/2008 | | Discrimination | Religion / Belief |
Harassment counselling checklist
Before beginning a counselling session make sure you will not be interrupted. | 07/11/2008 | | Discrimination | General discrimination |
Equal pay audit checklist
Have you identified where men and women are carrying out: | 07/11/2008 | | Discrimination | Equal pay |
Equal opportunities at work checklist
Does each job have a job specification prepared prior to recruitment, which is consistent with the requirements of the job? | 07/11/2008 | | Discrimination | General discrimination |
Dealing with a whistleblower checklist
If a worker wishes to make a disclosure to you under the Public Interest Disclosure Act or you are involved in the disclosure procedure in any way: | 07/11/2008 | | Discrimination | Whistleblowers |
Avoiding age discrimination checklist
Create an age profile of your organisation to highlight any potential areas of risk. | 07/11/2008 | | Discrimination | Age |
| Factsheets |
Discrimination factsheet
Over the past few decades, legislation has been implemented which prohibits discrimination on grounds of sex | 24/11/2009 | | Discrimination | General discrimination |
Bullying and harassment factsheet
Harassment in the workplace leads to a hostile and unpleasant working environment. | 05/10/2009 | | Discrimination | General discrimination |
Dismissal and retirement - age considerations factsheet
Employers need to take care when dismissing all employees, to ensure that there is no element of age discrimination in the dismissal. | 29/09/2009 | | Discrimination | Age |
Age discrimination factsheet
The Regulations came into force on 1st October 2006. Guidance on the Regulations is available from | 29/09/2009 | | Discrimination | Age |
Personal relationships at work factsheet
Personal relationships among co-workers pose several risks to the business. | 06/04/2009 | | Discrimination | General discrimination |
Whistleblowers factsheet
The Public Interest Disclosure Act 1998 protects workers from being dismissed or otherwise penalised by their employer | 07/11/2008 | | Discrimination | Whistleblowers |
Religious observance factsheet
The Employment Equality (Religion or Belief) Regulations 2003 prohibiting discrimination on the grounds of religion or belief came into effect on 2 December 2003. | 07/11/2008 | | Discrimination | Religion / Belief |
Public equality duty factsheet
There are three public equality duties: Gender Equality Duty, Race Equality Duty and Disability Equality Duty | 07/11/2008 | | Discrimination | General discrimination |
Equal pay factsheet
The purpose of the Equal Pay Act 1970 (EPA) is to prevent discrimination, as regards terms and conditions of employment, between men and women. | 07/11/2008 | | Discrimination | Equal pay |
| Guidance notes |
Whistleblowers - guidance notes
The Public Interest Disclosure Act 1998 (PIDA) came into force on 2 July 1999 and amended the Employment Rights Act 1996. | 08/02/2010 | | Discrimination | Whistleblowers |
Age discrimination notes
The Employment Equality (Age) Regulations 2006 (“the Regulations”) came into force on 1st October 2006. Guidance on the Regulations is available from | 19/01/2010 | | Discrimination | Age |
Sex and race discrimination guidance notes
Discrimination occurs when someone is treated less favourably than another person and can take many forms. | 24/11/2009 | | Discrimination | Race & Sex |
Disability Discrimination Act 1995
The Disability Discrimination Act 1995 (DDA) outlaws discrimination against employees (including ex employees) and job applicants on grounds of disability. | 16/11/2009 | | Discrimination | Disability |
The Employment Equality (Religion or Belief) Regs 2003 guidance notes
The Employment Equality (Religion or Belief) Regulations 2003 (“the Regulations”) make it unlawful to discriminate | 16/11/2009 | | Discrimination | Religion / Belief |
Equal pay guidance notes
The purpose of the Equal Pay Act 1970 ("EPA") is to prevent discrimination, as regards terms and conditions of employment, between men and women. | 16/07/2009 | | Discrimination | Equal pay |
Bullying and harassment guidance notes
Employers should treat any form of intimidating behaviour seriously because it can lead to under performance at work. | 27/04/2009 | | Discrimination | General discrimination |
The Employment Equality (Sexual Orientation) Regs 2003 guidance notes
The Employment Equality (Sexual Orientation) Regulations 2003 make it unlawful to discriminate or harass prospective | 06/04/2009 | | Discrimination | Sexual orientation |
Equal opportunities guidance notes
Since the 1970’s, successive UK governments have promoted equal opportunities within the workplace | 07/11/2008 | | Discrimination | General discrimination |
| HR Policies |
Disability policy
The company is committed to the provision of equal opportunities for all. | 09/07/2009 | | Discrimination | Disability |
Anti harassment policy guidance notes
The legal definition of harassment at work currently covers discrimination on the grounds of | 06/04/2009 | | Discrimination | General discrimination |
Whistleblowers policy guidance notes
The Public Interest Disclosure Act 1998 came into force on 2 July 1999. | 02/04/2009 | | Discrimination | Whistleblowers |
Equal pay policy guidance notes
The Equal Pay Act 1970 provides that a woman is entitled to equal pay with any man in the same employment as her, | 02/04/2009 | | Discrimination | Equal pay |
Equal opportunities policy guidance notes
The law prohibiting discrimination in the workplace has developed considerably since the 1970’s, | 02/04/2009 | | Discrimination | General discrimination |
Whistleblowers policy
The Public Interest Disclosure Act 1998 protects workers from being dismissed or otherwise penalised by their employer | 07/11/2008 | | Discrimination | Whistleblowers |
Equal pay policy
The purpose of this Equal Pay Policy is to ensure that all employees and job applicants are treated equally | 07/11/2008 | | Discrimination | Equal pay |
Equal opportunities policy
The purpose of this Equal Opportunities policy is to ensure that all employees and job applicants are treated equally | 07/11/2008 | | Discrimination | General discrimination |
Appearance and attire policy - the dress code
The Company aims to project a professional image to its clients, prospective customers and potential employees | 07/11/2008 | | Discrimination | General discrimination |
Anti harassment policy
The purpose of an Anti-harassment Policy is to ensure that all employees are treated with dignity and respect | 07/11/2008 | | Discrimination | General discrimination |
| HR Templates |
Invitation to meeting to discuss outcome of harassment complaint
Following our meeting on [ ] to discuss your complaint of harassment/discrimination against [ ], | 07/11/2008 | | Discrimination | General discrimination |
Invitation to meeting to discuss harassment complaint
I acknowledge receipt of your written complaint of harassment/discrimination against [ ]. | 07/11/2008 | | Discrimination | General discrimination |
Invitation to appeal meeting regarding outcome of harassment complaint
I acknowledge receipt of your appeal against [ ]’s findings regarding your complaint of harassment/discrimination. | 07/11/2008 | | Discrimination | General discrimination |
Equal ops monitoring form
We are committed to providing equal opportunities and our policy is to ensure that | 07/11/2008 | | Discrimination | General discrimination |
Confirmation of outcome of harassment complaint
I wish to confirm our meeting on [ ] to discuss the outcome of my investigation into your complaint of | 07/11/2008 | | Discrimination | General discrimination |
Confirmation of outcome of appeal against findings of harassment complaint
I wish to confirm our meeting on [ ] to discuss your appeal against [ ]’s decision regarding your complaint of harassment/discrimination against [ ]. | 07/11/2008 | | Discrimination | General discrimination |
|
| Checklists |
Issues to discuss when negotiating an I and C agreement checklist
Identify the undertaking covered by the agreement. | 05/08/2009 | | Employee relations | Consultation forums |
Unlawful industrial action checklist
Had there been a ballot before the industrial action took place? | 07/11/2008 | | Employee relations | Trade unions |
Responding to a request for a european works council checklist
Does your organisation employ at least 1000 employees in the EEA with at least 150 employees | 07/11/2008 | | Employee relations | Consultation forums |
Receiving and responding to I and C request checklist
Do you employ less than 50 people? If so, the Information and Consultation of Employees Regulations 2004 (“the Regulations”) do not apply to your organisation. | 07/11/2008 | | Employee relations | Consultation forums |
Industrial action ballot process checklist
If any of these stages have not been followed then it is likely that any industrial action which follows will be unofficial. | 07/11/2008 | | Employee relations | Trade unions |
Electing employee representatives checklist
Identify the number of employees to be covered by the Information and Consultation agreement. | 07/11/2008 | | Employee relations | Consultation forums |
Ballot to endorse a pre existing agreement checklist
Identify employees who should be covered by the ballot (this could be all employees – take advice if this is not clear). | 07/11/2008 | | Employee relations | Consultation forums |
| Factsheets |
Industrial action factsheet
Under English law all industrial action is unlawful unless the procedural requirements of statute are complied with. | 07/11/2008 | | Employee relations | Trade unions |
European works councils factsheet
The Transnational Information and Consultation of Employees Regulations 1999 (“TICE”) came into force on 15 January | 07/11/2008 | | Employee relations | Consultation forums |
Consulting your workforce factsheet
The Information and Consultation Directive is likely to have a highly significant long-term effect on employee relations | 07/11/2008 | | Employee relations | Consultation forums |
| Guidance notes |
Trade union recognition (shortform) guidance notes
The Central Arbitration Committee (“CAC”) is a permanent independent body with statutory powers whose main function is to | 07/11/2008 | | Employee relations | Trade unions |
Information and consultation regs guidance notes
The Information and Consultation of Employees Regulations (2004)(“ICE”) are likely to have a highly significant long-term effect on employee relations in the UK. | 07/11/2008 | | Employee relations | Consultation forums |
Duties of trade unions guidance notes
A trade union has a duty under Section 24 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) | 07/11/2008 | | Employee relations | Trade unions |
Collective disputes and industrial action
The combination of the marked decline in union membership in the UK, | 07/11/2008 | | Employee relations | Trade unions |
| HR Templates |
Responding to an IC request where request already made in the last 3 years
On [date] I received your letter requesting that we start negotiations to reach an agreement | 10/11/2008 | | Employee relations | Consultation forums |
Responding to an IC request where already a pre existing agreement
On [date] I received your letter requesting that we start negotiations to reach an agreement | 10/11/2008 | | Employee relations | Consultation forums |
Responding to an IC request sufficient number of employees
On [date] I received your letter requesting that we start negotiations to reach an agreement under the Information and Consultation | 10/11/2008 | | Employee relations | Consultation forums |
Responding to an IC request (unclear if sufficient number of employees)
On [date] I received from you a letter requesting that we commence negotiations with the aim of | 10/11/2008 | | Employee relations | Consultation forums |
Responding to an IC request insufficient employees
On [date] I received from you a letter requesting that we commence negotiations with the aim of reaching an agreement | 10/11/2008 | | Employee relations | Consultation forums |
Letter to employees with election results
I write further to the recent elections for employee representatives for the purpose of reaching an agreement | 10/11/2008 | | Employee relations | Consultation forums |
Letter to employees who will be participating in a ballot for industrial action
Over the past [period of time] the company has been negotiating with your representatives over [issue – such as pay]. | 10/11/2008 | | Employee relations | Trade unions |
Letter to employees who made IC request where over 40 percent support that request
On [date] you wrote to us asking that the organisation enter into negotiations to reach an agreement | 10/11/2008 | | Employee relations | Consultation forums |
Letter to employees who made IC request where less than 40 percent supported
On [date] you wrote to us asking that the organisation enter into negotiations to reach an agreement under the Information and Consultation of Employees Regulations 2004. | 10/11/2008 | | Employee relations | Consultation forums |
Letter to employees who have taken official industrial action - explaining how much pay will be deducted from their salary
On [date] you were involved in official industrial action. As a result of this action you were absent from work for [number] hours when you were contracted to be working. | 10/11/2008 | | Employee relations | Trade unions |
Letter to employees involved in unlawful industrial action
On [date] you were involved in unofficial industrial action. This action involved [detail what happened]. | 10/11/2008 | | Employee relations | Trade unions |
Letter to employees involved in industrial action for over 12 weeks and employer is considering dismissal
It is with regret that I note that you have been involved in industrial action against the company since [date]. | 10/11/2008 | | Employee relations | Trade unions |
Letter to employee reps explaining responsibilities and advising of date of first meeting
As you are aware, the organisation has received a request from a number of employees to negotiate an agreement under the Information and Consultation of Employees Regulations 2004. | 10/11/2008 | | Employee relations | Consultation forums |
Letter to all employees with ballot results where this does not support negotiation of a new agreement
On [date] a number of employees within the organisation wrote to us asking that the organisation enter into negotiations | 10/11/2008 | | Employee relations | Consultation forums |
Letter regarding ballot to select IC employee representatives
As you are aware, the Company has recently agreed to negotiate an agreement on the process of consultation and information giving. | 10/11/2008 | | Employee relations | Consultation forums |
Letter proposing negotiation of IC agreement
It is very important to [name of organisation] that we involve employees in all aspects of the business, | 10/11/2008 | | Employee relations | Consultation forums |
Letter advising of nominations and voting process - voting form attached
Further to my letter dated [date], the following employees have indicated that they would | 10/11/2008 | | Employee relations | Consultation forums |
Ballot paper to endorse pre-existing agreement
I would like there to be a new agreement relating to | 10/11/2008 | | Employee relations | Consultation forums |
|
| Checklists |
Working from home checklist
Do you have a home working policy setting out how requests will be handled? | 10/11/2008 | | Family friendly | Other family friendly |
Time off for dependants checklist
Is the individual an employee? | 10/11/2008 | | Family friendly | Other family friendly |
Processing a request for paternity leave checklist
Does the employee’s request, oral or written, specify when leave is to start and whether it is for one week only or two consecutive weeks? | 10/11/2008 | | Family friendly | Paternity |
Parental leave checklist
Does the employee’s request, oral or written, specify the date on which leave is to start and end? | 10/11/2008 | | Family friendly | Parental leave |
Maternity checklist
Has the employee notified you in writing of her pregnancy? | 10/11/2008 | | Family friendly | Maternity |
Jobsharing checklist
Is the person requesting the job share entitled to request flexible working? | 10/11/2008 | | Family friendly | Other family friendly |
Introducing career breaks - sabbatical leave schemes checklist
Is the career break paid or unpaid? | 10/11/2008 | | Family friendly | Other family friendly |
Breastfeeding in workplace checklist
Have you considered generally whether working conditions would present a risk to the health | 10/11/2008 | | Family friendly | Other family friendly |
Benefits and terms for part time staff checklist
Is the part timer’s full time equivalent salary, the same as the salary offered to employees working on a full time basis | 10/11/2008 | | Family friendly | |
Adoption leave and pay checklist
Check that the employee qualifies for adoption leave. | 10/11/2008 | | Family friendly | Adoption |
| Factsheets |
Flexible working requests factsheet
Employees do not have a right to work flexibly but employers do have a duty to consider requests for flexible working | 01/10/2009 | | Family friendly | Other family friendly |
Statutory paternity leave rights factsheet
The right to statutory paternity leave and pay was introduced by the Employment Act 2002. | 30/09/2009 | | Family friendly | Paternity |
Maternity rights factsheet
The employee should notify the company of her pregnancy and intended start date of maternity leave | 30/09/2009 | | Family friendly | Maternity |
Table of rights to time off factsheet
Type of leave - annual leave - entitlement | 05/08/2009 | | Family friendly | Other family friendly |
The work and families act 2006 factsheet
In February 2005 the Department of Trade and Industry (DTI) (now the Department for Business, Innovation and Skills (BIS)), issued a consultation paper on a number | 05/08/2009 | | Family friendly | Other family friendly |
Statutory adoption leave and pay factsheet
To qualify for the statutory entitlements the employee must be the “adopter” of a child under the age of 18. | 04/08/2009 | | Family friendly | Adoption |
Part time workers factsheet
The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (the “Regulations”) came into force on 1 July 2000. | 01/04/2009 | | Family friendly | Other family friendly |
Career breaks factsheet
There are a number of reasons why employees may want to take a break from their career, including to travel | 01/04/2009 | | Family friendly | Other family friendly |
Time off for dependants factsheet
All employees have a statutory right to take reasonable time off work to take necessary action | 10/11/2008 | | Family friendly | Other family friendly |
Time off factsheet
Employees are entitled to time off work for a variety of reasons. | 10/11/2008 | | Family friendly | Other family friendly |
The right to parental leave factsheet
Parental leave is available to any employee with 1 year’s continuous service | 10/11/2008 | | Family friendly | Parental leave |
Pregnant employees factsheet
Pregnant employees have special rights in the workplace | 10/11/2008 | | Family friendly | Maternity |
| Guidance notes |
Maternity provisions guidance notes
There are a number of statutory provisions concerning the treatment of employees who become pregnant, have recently given birth or who are breast-feeding. | 02/12/2009 | | Family friendly | Maternity |
Parental leave guidance notes
The Maternity and Parental Leave Regulations 1999 (As amended) (“MAPLE”) introduced a statutory right | 24/11/2009 | | Family friendly | Parental leave |
The right to request flexible working guidance notes
The Employment Act 2002 (“2002 Act”) provides certain working parents with the right to request flexible working. | 06/10/2009 | | Family friendly | Other family friendly |
Paternity leave guidance notes
The statutory provisions for paternity leave and pay were introduced in the Paternity and Adoption Leave Regulations | 30/09/2009 | | Family friendly | Paternity |
Adoption leave and pay guidance notes
The Paternity and Adoption Leave Regulations 2002 (as amended)(“the Regulations”) give an entitlement to adoption | 05/08/2009 | | Family friendly | Adoption |
Part time workers guidance notes
The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (the “Regulations”) came into force on 1 July 2000. | 01/04/2009 | | Family friendly | Other family friendly |
Dependants leave
Under the Employment Rights Act 1996 s.57A (“ERA”) an employee is entitled to take reasonable unpaid time off | 01/04/2009 | | Family friendly | Other family friendly |
| HR Policies |
Adoption policy guidance notes
The right for employees to take adoption leave is contained in the Paternity and Adoption Leave Regulations 2002 as amended. | 05/08/2009 | | Family friendly | Adoption |
Paternity leave policy
The purpose of this policy is to confirm and communicate the Company’s paternity leave arrangements | 08/04/2009 | | Family friendly | Paternity |
Paternity leave policy guidance notes
The right for employees to take paternity leave is contained in the Paternity and Adoption Leave Regulations 2002 | 08/04/2009 | | Family friendly | Paternity |
Maternity policy guidance notes
The individual rights of women to take maternity leave and receive maternity pay | 08/04/2009 | | Family friendly | Maternity |
Maternity policy
The purpose of this policy is to confirm and communicate the Company’s maternity arrangements and application | 08/04/2009 | | Family friendly | Maternity |
Adoption policy
The purpose of this policy is to communicate the statutory right to adoption leave and pay | 08/04/2009 | | Family friendly | Adoption |
Flexible working policy
This Policy is designed to advise employees of their statutory right to request flexible working | 06/04/2009 | | Family friendly | Other family friendly |
Flexible working policy guidance notes
Demographic studies and research into the expectations of the next generation of workers have concluded that employers will need to offer a wider choice of | 06/04/2009 | | Family friendly | Other family friendly |
Homeworking policy guidance notes
According to figures from the Office for National Statistics “teleworkers” accounted for 8% of the UK workforce in 2005 | 01/04/2009 | | Family friendly | Other family friendly |
Career break policy guidance notes
Many employers have come to realise that they are losing valuable staff through resignations | 01/04/2009 | | Family friendly | Other family friendly |
Parental leave policy guidance notes
The right for employees to take parental leave is contained in the Maternity and Parental Leave Regulations 1999 | 10/11/2008 | | Family friendly | Parental leave |
Parental leave policy
It is recognised that parents (male and female) may want to take time off from | 10/11/2008 | | Family friendly | Parental leave |
Homeworking policy
The Company recognises that working from home has advantages to the individual | 10/11/2008 | | Family friendly | Other family friendly |
Dependants leave policy guidance notes
It is recognised that some employees may need to take time off work at short notice because of family | 10/11/2008 | | Family friendly | Other family friendly |
Dependants leave policy
It is recognised that some employees may need to take time off work at short notice | 10/11/2008 | | Family friendly | Other family friendly |
Career break policy
The Company understands the importance of retaining keys skills and talent in the workplace | 10/11/2008 | | Family friendly | Other family friendly |
| HR Templates |
Letter of offer of alternative employment following return to work after maternity leave
I would like to confirm the offer to you by [name of the Company] [following the consultation meeting(s) held on | 05/08/2009 | | Family friendly | Maternity |
Letter acknowledging flexible working request
I acknowledge receipt of your flexible working application dated [ ]. | 05/08/2009 | | Family friendly | Other family friendly |
Letter refusing application for flexible working
Following receipt of your application and our meeting on (date) I have considered your request | 05/08/2009 | | Family friendly | Other family friendly |
Parental leave confirmation letter
Thank you for informing me that you wish to take parental leave. | 05/08/2009 | | Family friendly | Parental leave |
Paternity leave confirmation letter
Thank you for informing me [of your partner’s pregnancy] | 05/08/2009 | | Family friendly | Paternity |
Postponement of parental leave
[As previously discussed,] you are due to take parental leave between [date] and [date]. | 05/08/2009 | | Family friendly | Parental leave |
Flexible working application form
If you wish to make a request to the Company to alter your working arrangement please complete this form | 05/08/2009 | | Family friendly | Other family friendly |
Study leave agreement
I am writing to confirm the outcome of the discussions that we have had regarding your request to take study leave | 11/11/2008 | | Family friendly | Other family friendly |
Study - training course agreement
I am writing to confirm the agreement that we have reached with regard to you attending the [name of study/training course]. | 11/11/2008 | | Family friendly | Other family friendly |
Paternity notification form
Name - department - extension number | 11/11/2008 | | Family friendly | Paternity |
Parental leave request form
If you wish to make a request to the Company to take parental leave, please complete this form and return it to [your Manager]. | 11/11/2008 | | Family friendly | Parental leave |
Offer of temporary employment to cover maternity leave
I am very pleased to offer you a temporary fixed term position with | 11/11/2008 | | Family friendly | Maternity |
Maternity notification form
Name - department - extension number | 11/11/2008 | | Family friendly | Maternity |
Maternity confirmation letter
Thank you for informing me of your pregnancy and your wish to receive maternity leave and pay. | 11/11/2008 | | Family friendly | Maternity |
Letter to employee not returning to work (maternity)
I refer to our meeting[s]/telephone conversation[s] on [date] OR your letter[s] dated | 11/11/2008 | | Family friendly | Maternity |
Letter outlining holiday arrangements for employees working part time or variable hours
This letter explains your entitlement to annual leave and public/ bank holidays on the basis that | 11/11/2008 | | Family friendly | Other family friendly |
Letter of confirmation of a career break - sabbatical (where there is no continuity of service)
[Following our meeting on [date],] I confirm that the Company has approved your request to take a break | 10/11/2008 | | Family friendly | Other family friendly |
Letter of confirmation of a career break - sabbatical (where continuity of service is preserved)
I confirm that the Company has approved your request to take a break from your career | 10/11/2008 | | Family friendly | Other family friendly |
Letter confirming outcome of appeal (flexible working)
Following our meeting on (date) I have considered your appeal against the decision to refuse your flexible working pattern. | 10/11/2008 | | Family friendly | Other family friendly |
Letter accepting an application for flexible working
Following receipt of your application [and our meeting on (date)] I have considered | 10/11/2008 | | Family friendly | Other family friendly |
Invitation to a meeting to discuss flexible working request
Following receipt of your [application][letter of appeal], I would like you to attend a meeting | 10/11/2008 | | Family friendly | Other family friendly |
Homeworkers self assessment form
Please complete the following form and return it to your manager. | 10/11/2008 | | Family friendly | Other family friendly |
Home working agreement
Following the Company’s approval of your request to work from home | 10/11/2008 | | Family friendly | Other family friendly |
Dependant leave confirmation letter
Thank you for informing me that you wish to take/have taken dependant leave. | 10/11/2008 | | Family friendly | Other family friendly |
Adoption leave request form
If you wish to make a request to the Company to take Adoption Leave | 10/11/2008 | | Family friendly | Adoption |
Adoption confirmation letter
Thank you for informing me of your wish to receive adoption leave and pay. | 10/11/2008 | | Family friendly | Adoption |
|
| Checklists |
Risk assessment checklist
Identify the hazards | 06/11/2008 | | Health & Safety | Health & Safety |
| Factsheets |
Working time factsheet
The Working Time Regulations 1998 ("the WTR") came into force on 1 October 1998. | 26/05/2009 | | Health & Safety | Working time |
Health and safety factsheet
The main duties on the employer, in relation to health and safety, are contained in the Health and Safety at Work Act 1974 (HSWA). | 29/04/2009 | | Health & Safety | Health & Safety |
Working time holiday entitlement factsheet
Working Time Regulations 1998 ("the WTR") came into force on 1 October 1998 and regulate maximum working hours and rest periods (see Working Time fact sheet). | 01/04/2009 | | Health & Safety | Working time |
The road transport (working time) regulations factsheet
The Road Transport (Working Time) Regulations 2005, came into force on 4 April 2005, and apply to drivers and crews (e.g. drivers mates) of | 06/11/2008 | | Health & Safety | Working time |
Smoke free workplace policy notice for contractors factsheet
This notice has been prepared to ensure that you are aware of your obligations under the Heath Act 2006 and understand your responsibility to | 06/11/2008 | | Health & Safety | Smoking |
Smoke free workplace policy faqs factsheet
This fact sheet has been prepared to help you understand the effects that the Company’s Smoke-free Workplace Policy has on your employment and should be read in conjunction with the Policy. | 06/11/2008 | | Health & Safety | Smoking |
Smoke-free workplace implications for employers factsheet
The Health Act 2006 (“the Act”) was introduced as part of the Government’s strategy to tackle smoking and its effects on health. | 06/11/2008 | | Health & Safety | Smoking |
Fire procedures factsheet
Each year many people die or are seriously injured as a result of fires at work. | 06/11/2008 | | Health & Safety | Health & Safety |
Eye tests factsheet
Employees who regularly use display screen equipment (DSE) as part of their work are entitled to regular eye tests paid for by their employer. | 06/11/2008 | | Health & Safety | Health & Safety |
Corporate manslaughter and corporate homicide act factsheet
The new Corporate Manslaughter and Corporate Homicide Act 2007 received Royal Assent on 26 July 2007 and came into force on 6 April 2008. | 06/11/2008 | | Health & Safety | Health & Safety |
| Guidance notes |
Working time including holiday entitlement guidance notes
The Working Time Regulations 1998 (“WTR”) came into force on 1 October 1998. | 08/02/2010 | | Health & Safety | Working time |
Health and safety guidance notes
In 2006/7, 241 people were fatally injured at work, and 141 350 other injuries to employees were reported. | 01/10/2009 | | Health & Safety | Health & Safety |
| HR Policies |
Drug and alcohol policy guidance notes
Employers are generally concerned with the negative effects that the use and misuse of drugs and alcohol can cause in the workplace, especially where dangerous equipment or work processes are involved. | 01/04/2009 | | Health & Safety | Contracts |
Smoke free policy
The Company is committed to providing a safe and healthy working environment and aims to meet its statutory duty of care to all workers, | 06/11/2008 | | Health & Safety | Smoking |
Smoke free policy guidance notes
Research has shown that second hand smoke can cause very serious health problems and increase the risk of getting lung cancer by 24% and | 06/11/2008 | | Health & Safety | Smoking |
Health and safety policy
The Company aims to provide a safe and healthy working environment for all its employees and workers | 06/11/2008 | | Health & Safety | Health & Safety |
Health and safety policy guidance notes
The Health and Safety at Work Act requires employers to have a written health and safety policy where there are 5 or more employees. | 06/11/2008 | | Health & Safety | Health & Safety |
Drug and alcohol policy
The purpose of this document is to set out the Company’s policy on alcohol and drugs in the workplace and to inform you | 06/11/2008 | | Health & Safety | Contracts |
|
| Checklists |
Employing people with criminal records checklist
It is recommended that your review this checklist in conjunction with the Factsheet on Employing People with Criminal Records. | 09/11/2009 | | Recruitment & Contracts | Selection |
Volunteers status checklist
The following should be considered in order to minimise the risk of the relationship between a volunteer and an organisation being deemed to be one of employment: | 30/03/2009 | | Recruitment & Contracts | Employment status |
Table of statutory rights checklist
Written statement of employment particulars | 06/11/2008 | | Recruitment & Contracts | Employment status |
References checklist
Ideally, you should obtain references from current and past employers unless the applicant has not previously been employed, | 06/11/2008 | | Recruitment & Contracts | Selection |
Recruitment checklist
Review or draft a job description for the role, which will eventually need to be supplied to applicants. | 06/11/2008 | | Recruitment & Contracts | Selection |
Preparing a written statement checklist
Have you stated your business name and address (registered address if a company) and the employee’s name and address? | 06/11/2008 | | Recruitment & Contracts | Contracts |
Points to consider when varying T and C of employment checklist
Are the changes “contractual” or merely guidance notes i.e. policies and procedures. | 06/11/2008 | | Recruitment & Contracts | Contracts |
On engagement checklist
Do you have all the information you need about the worker, including | 06/11/2008 | | Recruitment & Contracts | Selection |
Employment status - the tests checklist
The following factors indicate that an individual may either be employed or self-employed. | 06/11/2008 | | Recruitment & Contracts | Employment status |
Drafting a bonus scheme checklist
A carefully drafted contractual bonus scheme will usually contain: | 06/11/2008 | | Recruitment & Contracts | Pay & benefits |
| Factsheets |
Employing people with criminal records
Employing people with criminal records | 29/10/2009 | | Recruitment & Contracts | |
Employing overseas nationals factsheet
In 2005, the Government revealed its five year strategy to control Britain’s borders which included a new points based immigration system. | 29/09/2009 | | Recruitment & Contracts | Selection |
Deductions from wages factsheet
No deductions may be made from a worker’s wages unless: | 29/06/2009 | | Recruitment & Contracts | Pay & benefits |
Managing risks of employing staff factsheet
Managing risk is an integral part of any well-developed business strategy and managing the risks of employing staff must be an important element. | 30/03/2009 | | Recruitment & Contracts | Selection |
Best practice volunteers factsheet
Many charities and other organisations depend heavily on the time and skill of volunteers. | 30/03/2009 | | Recruitment & Contracts | Employment status |
Risk of agency workers factsheet
It is important for a business to know who are its employees and who are its workers. | 07/11/2008 | | Recruitment & Contracts | Employment status |
Restrictive covenants factsheet
Many employers employ staff who, due to the knowledge and contacts they gain whilst employed, have the potential to damage the employer’s business | 07/11/2008 | | Recruitment & Contracts | Contracts |
References factsheet
References provide a factual check on a job applicant’s claims about qualifications, past performance and previous employment and thereby assist | 07/11/2008 | | Recruitment & Contracts | Selection |
Managing reservists factsheet
It is essential to know your rights and obligations as an employer of Reservists. | 07/11/2008 | | Recruitment & Contracts | Pay & benefits |
Jury service factsheet
An individual who is summoned must make himself available to serve on a jury, unless: | 07/11/2008 | | Recruitment & Contracts | Pay & benefits |
Flexible benefit schemes factsheet
The incentive for the employer to introduce a flexible benefits scheme is to get a competitive edge in the market place by providing benefits of choice | 07/11/2008 | | Recruitment & Contracts | Pay & benefits |
Employment status factsheet
It is important for a business to know who its employees are because: | 07/11/2008 | | Recruitment & Contracts | Employment status |
Employment agencies and businesses factsheet
Employment Agencies and Businesses are regulated by the Employment Agencies Act 1973 (as amended). | 07/11/2008 | | Recruitment & Contracts | Employment status |
Directors duties factsheet
The Companies Act 2006 (the Act) introduced new provisions on directors' duties, which came into force on 1 October 2007. | 06/11/2008 | | Recruitment & Contracts | Directors |
Death in service benefits factsheet
Many occupational pension schemes include death in service benefits. | 06/11/2008 | | Recruitment & Contracts | Pay & benefits |
Bonuses factsheet
Bonus schemes and any benefits are usually categorised as either: | 06/11/2008 | | Recruitment & Contracts | Pay & benefits |
Appointing contractors factsheet
Have a minimum of two contractors at each site, to avoid over reliance on one contractor and create flexibility. | 06/11/2008 | | Recruitment & Contracts | Employment status |
| Guidance notes |
Employment status and atypical workers guidance notes
An individual carrying out work for another may be: | 15/02/2010 | | Recruitment & Contracts | Employment status |
Recruitment and selection guidance notes
The recruitment and selection of employees is a significant responsibility, which has a direct impact on company performance. | 09/09/2009 | | Recruitment & Contracts | Selection |
Minimum wage guidance notes
The National Minimum Wage Act 1998 (NMWA) states that all workers over compulsory school leaving age shall be paid at least the national minimum wage (NMW). | 24/08/2009 | | Recruitment & Contracts | Pay & benefits |
Introduction of restrictive covenants to existing and new employees guidance notes
You must obtain the employee’s consent and show that there is consideration to support the covenants. | 30/03/2009 | | Recruitment & Contracts | Restrictive covenants |
Guidance to implement contract of employment and employee handbook
Employers are required to give written statements to all employees who have been in employment for at least one month. | 30/03/2009 | | Recruitment & Contracts | Contracts |
Contracts of employment
To create a legally enforceable contract the following conditions must be met: | 30/03/2009 | | Recruitment & Contracts | Contracts |
Stakeholder pensions guidance notes
Stakeholder Pensions are targeted at those earning around £10,000 - £20,000 per annum. | 07/11/2008 | | Recruitment & Contracts | Pay & benefits |
Fixed term employees guidance notes
The Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002 (the “Regulations”) came into effect on 1 October 2002. | 07/11/2008 | | Recruitment & Contracts | Contracts |
Bonus
Very often, especially in the finance sector or sales driven environments, bonuses of one form or another make up a large proportion of remuneration or | 07/11/2008 | | Recruitment & Contracts | Pay & benefits |
| HR Policies |
Sustainable workplace policy guidance notes
The TUC Green Workplaces project has found that a typical workplace produces ten times more carbon dioxide emissions than those produced by the homes and personal lives of its workforce. | 14/07/2009 | | Recruitment & Contracts | Contracts |
Sustainable workplace HR policy
The Company accepts that its activities have a direct and indirect impact on the environment and we recognise the need to manage and develop our business in a sustainable manner; | 12/06/2009 | | Recruitment & Contracts | Contracts |
| HR Templates |
Employee handbook
The purpose of the Employee Handbook (“the handbook”) is to provide you with useful information about working for [company name] (“the Company”). | 13/10/2009 | | Recruitment & Contracts | Contracts |
Home working contract
THIS AGREEMENT is made the day of 200[8] | 23/06/2009 | | Recruitment & Contracts | Contracts |
Fixed term contract
THIS AGREEMENT is made the day of 200[ ] | 23/06/2009 | | Recruitment & Contracts | Contracts |
Contract of employment
THIS AGREEMENT is made the day of 200[ ] | 23/06/2009 | | Recruitment & Contracts | Contracts |
Deductions from wages - company loan
The Company has agreed to advance you an interest free loan in the sum of £[ ] in respect of [ ]. | 07/11/2008 | | Recruitment & Contracts | Pay & benefits |
Secondment letter
I am writing to confirm the arrangements that have been agreed between us in connection with the secondment of [name of employee] to [name of company] (company). | 07/11/2008 | | Recruitment & Contracts | Contracts |
Salary sacrifice agreement for childcare vouchers
This letter sets out the changes to your contract of employment with [employer] following your decision to participate in the Company’s Childcare Voucher Scheme | 07/11/2008 | | Recruitment & Contracts | Contracts |
Request for open reference template
[Name] has applied to us for the position of [ ] and has given your name as a referee. | 07/11/2008 | | Recruitment & Contracts | Selection |
Request for closed reference template
[Name of applicant] has applied to us for the position of [ ] and has given your name as a referee. | 07/11/2008 | | Recruitment & Contracts | Selection |
Probationary period assessment form
[COMPANY NAME] PROBATIONARY PERIOD ASSESSMENT FORM | 07/11/2008 | | Recruitment & Contracts | Probation |
Person specification template
[COMPANY NAME] PERSON SPECIFICATION | 07/11/2008 | | Recruitment & Contracts | Selection |
Pay review confirmation letter
As you aware, the Company undertakes to review salaries once a year on [date]. | 07/11/2008 | | Recruitment & Contracts | Pay & benefits |
Offer of employment letter
I would like to confirm the offer to you by [name of the Company] of a position with us as [job title] commencing on [date], | 07/11/2008 | | Recruitment & Contracts | Selection |
Letter regarding death in service benefits
I was very sad to hear of the death of your [INSERT] and the management team of [ ] have asked me to pass on to you their sincere condolences. | 07/11/2008 | | Recruitment & Contracts | Pay & benefits |
Letter confirming satisfactory completion of probationary period
As you aware, your employment was subject to a probationary period of [3 months] expiring on [date]. | 07/11/2008 | | Recruitment & Contracts | Probation |
Letter confirming extension of probationary period
As you aware, your employment was subject to an initial probationary period of [3 months] expiring on [date]. | 07/11/2008 | | Recruitment & Contracts | Probation |
Job share contract
THIS AGREEMENT is made the day of 200[8] | 07/11/2008 | | Recruitment & Contracts | Contracts |
Job description template
[COMPANY NAME] JOB DESCRIPTION | 07/11/2008 | | Recruitment & Contracts | Selection |
Invitation to probationary review meeting where dismissal contemplated
You are invited to attend a probationary review meeting with [name of the person to carry out the interview] at [time] on [date] at [place]. | 07/11/2008 | | Recruitment & Contracts | Probation |
Invitation to probationary review meeting to consider extending the probationary period
You are invited to attend a probationary review meeting with [name of the person to carry out the interview] at [time] on [date] at [place]. | 07/11/2008 | | Recruitment & Contracts | Probation |
Invitation to interview letter
Thank you for your application for the position of [job title]. | 07/11/2008 | | Recruitment & Contracts | Selection |
Hourly paid contract
THIS AGREEMENT is made the day of 200[8] | 07/11/2008 | | Recruitment & Contracts | Contracts |
Employee personal details form
Please provide the following details for our records and return the completed form to the HR Department [at [ ]] together with your P45, if you have one. | 07/11/2008 | | Recruitment & Contracts | Selection |
Contract variation letter (more than 20 employees)
PROPOSED CHANGES TO YOUR CONTRACT OF EMPLOYMENT | 07/11/2008 | | Recruitment & Contracts | Contracts |
Contract variation letter (less than 20 employees)
I confirm that as of [date] the Company proposes that the following change[s] to your contract of employment will take effect: | 07/11/2008 | | Recruitment & Contracts | Contracts |
Candidate rejection letter
Thank you for [your application/attending an interview on [date]] for the position of [job title]. | 07/11/2008 | | Recruitment & Contracts | Selection |
Application form template
We are committed to providing equal opportunities and our policy is to ensure that no job applicant or employee receives less favourable treatment, | 07/11/2008 | | Recruitment & Contracts | Selection |
|
| Checklists |
Dos and donts of redundancy checklist
Introduce yourself and explain the purpose of the meeting | 05/10/2009 | | Redundancy | Redundancy |
Collective redundancy checklist
Have you checked whether you have a duty to consult collectively? | 05/08/2009 | | Redundancy | Redundancy |
Individual redundancy checklist
Is there a genuine redundancy situation? | 26/03/2009 | | Redundancy | Redundancy |
Same establishment checklist (Collective redundancy) checklist
Do the employees on different sites* cover work for each other (e.g. during holidays or sickness absence)? | 07/11/2008 | | Redundancy | Redundancy |
Applying selection criteria checklist
All selection criteria must be applied fairly and in a non-discriminatory way by the assessors. | 07/11/2008 | | Redundancy | Redundancy |
| Factsheets |
Collective consultation factsheet - see TUPE section
Please go to TUPE section for factsheet on collective consultation. | 15/02/2010 | | Redundancy | Collective consultation |
Lay off and short term working factsheet
In circumstances where it is unclear what an employer's staffing needs will be the longer term but there is a downturn in work, employers may not wish to make a | 01/02/2010 | | Redundancy | Redundancy |
Redundancy factsheet
This fact sheet looks at the procedure to be followed before making an employee or employees redundant. | 06/10/2009 | | Redundancy | Redundancy |
Employees rights in insolvency factsheet
Employees may be entitled to recover certain debts owed by insolvent employers from the Department for Business Innovation and Skills (BIS), via the | 05/10/2009 | | Redundancy | Insolvency |
Redundancy appeal process factsheet
If the employee requests an appeal, following receipt of his dismissal letter, write to him inviting him to an appeal meeting. | 27/03/2009 | | Redundancy | Redundancy |
Bankrupt employee factsheet
Bankruptcy is governed by the Insolvency Act 1986 and the Enterprise Act 2004. | 26/03/2009 | | Redundancy | Insolvency |
Suitable alternative employment (trial periods) factsheet
During a redundancy exercise the company must attempt to identify alternative employment for all potentially redundant employees. | 02/02/2009 | | Redundancy | Redundancy |
Interviewing suitable alternative employment factsheet
As part of a fair redundancy process, all employees that are identified as being at risk of redundancy are entitled to be considered for alternative employment within the company (and any group or subsidiary companies). | 02/02/2009 | | Redundancy | Redundancy |
Election of reps (collective redundancy) factsheet
NOTE: If there are already elected trade union representatives in the organisation, representing affected employees, they must be included in the consultation process. | 07/11/2008 | | Redundancy | Redundancy |
| Guidance notes |
Collective redundancies
Please go to TUPE section for guidance notes on Statutory Duty to Inform & Consult | 03/07/2009 | | Redundancy | Collective consultation |
Redundancy guidance notes
Redundancy arises when an employee is dismissed in one of three circumstances: | 27/03/2009 | | Redundancy | Redundancy |
| HR Policies |
Redundancy policy
The Company recognises the importance of maintaining a stable and valued workforce. | 06/10/2009 | | Redundancy | Redundancy |
Redundancy policy guidance notes
Redundancy is a technical definition set out in section 139 of the Employment Rights Act 1996 (“the Act”). | 27/03/2009 | | Redundancy | Redundancy |
Redundancy retention policy
[Name of Company] ("the Company") will operate this retention policy in a reasonable, fair and consistent manner and without direct or indirect discrimination against any employee. | 10/11/2008 | | Redundancy | Redundancy |
| HR Templates |
Risk of redundancy warning letter (selection pool)
I write to confirm what you were told in our meeting today. Unfortunately, the Company has found that it needs to make certain positions redundant, | 26/03/2009 | | Redundancy | Selection pool |
Statutory information for employee reps
[Following our recent elections you have been elected as the employee representative for [sub group] [group] in [name of company] for the purpose of collective consultation on | 10/11/2008 | | Redundancy | Collective consultation |
Sample selection matrix (selection pool)
Name of employee: …………………………………………………. | 10/11/2008 | | Redundancy | Selection pool |
Sample selection criteria (selection pool)
Length of service (this should be capped – maybe so many points for every year of service for up to 10 years. | 10/11/2008 | | Redundancy | Selection pool |
Risk of redundancy warning letter (no selection)
I write to confirm what you were told in our meeting today. Unfortunately, the Company has found that it needs to make your position redundant. | 10/11/2008 | | Redundancy | No selection pool |
Redundancy schedule template
NAME: DATE OF BIRTH: AGE AT TERMINATION: | 10/11/2008 | | Redundancy | No selection pool |
Redundancy dismissal following appeal (no selection)
I write further to our meeting on [date], at which we discussed your appeal against your redundancy. | 10/11/2008 | | Redundancy | No selection pool |
Redundancy appeal letter (no appeal) (no selection)
I write further to my letter dated [date], in which I informed you of your right to appeal against your redundancy by [add date by which employee could have appealed]. | 10/11/2008 | | Redundancy | No selection pool |
Q and A booklet (to go with initial announcement)
As part of the [name of reorganisation initiative], [name of Company] has reviewed the complexity of our business and the costs associated in doing the business. | 10/11/2008 | | Redundancy | Collective consultation |
Offer of suitable alternative employment
Further to [our recent discussions/your interview] following your [selection for redundancy/being informed that you were being considered for redundancy] | 10/11/2008 | | Redundancy | Trial periods/suitable alternative employment |
Letter when trial period not worked out
In my letter of [date] I set out the terms and conditions relating to an offer of alternative employment as [job title]. | 10/11/2008 | | Redundancy | Trial periods/suitable alternative employment |
Letter when trial period has worked out
I write further to my letter of [date] when I wrote to you offering the role of [job title]. | 10/11/2008 | | Redundancy | Trial periods/suitable alternative employment |
Letter to employees unaffected following selection process (selection pool)
I refer to my letter of [Date] when I confirmed that you were at risk of redundancy. | 10/11/2008 | | Redundancy | Selection pool |
Letter to employee notifying of redundancy (selection pool)
In our meeting on [date] and confirmed in my letter dated [ ], I advised you that you had been provisionally selected for redundancy. | 10/11/2008 | | Redundancy | Selection pool |
Letter to employee confirming redundancy (no selection)
I am writing further to our meeting on [date]. I have carefully considered the points which you raised. | 10/11/2008 | | Redundancy | No selection pool |
Letter rejecting application for voluntary redundancy (selection pool)
Thank you for confirming your interest in accepting voluntary redundancy. | 10/11/2008 | | Redundancy | Selection pool |
Letter inviting volunteers for redundancy (selection pool)
I write to confirm what you were told in our meeting today. Unfortunately, the company has found that it needs to make certain positions redundant, including | 10/11/2008 | | Redundancy | Selection pool |
Letter if no nominations for employees reps received
No nominations have been received for employee representatives to take part in the collective consultation on the proposed redundancies. | 10/11/2008 | | Redundancy | Collective consultation |
Letter confirming successful appeal (no selection)
I am writing further to our meeting on [date], at which we discussed your appeal against your redundancy. | 10/11/2008 | | Redundancy | No selection pool |
Letter announcing proposed redundancies
It is with regret that I must announce that the redundancies are proposed within [add areas if possible and reasons]. | 10/11/2008 | | Redundancy | Collective consultation |
Letter advising of nominations and voting procedure
Further to my letter dated [date], the following staff have indicated that they would like to stand as employee representative for their respective [division]: | 10/11/2008 | | Redundancy | Collective consultation |
Letter accepting application for voluntary redundancy (selection pool)
I acknowledge receipt of your completed application dated [add date] confirming that you do wish to take voluntary redundancy. | 10/11/2008 | | Redundancy | Selection pool |
Invite to redundancy appeal meeting (no selection)
Thank you for your letter dated [add date of appeal letter]. | 10/11/2008 | | Redundancy | No selection pool |
Extension of trial period for retraining
LETTER WHEN TRIAL PERIOD IS EXTENDED FOR THE PURPOSES OF RETRAINING (THERE ARE NO OTHER GROUNDS ON WHICH THE STATUTORY FOUR WEEK TRIAL PERIOD CAN BE EXTENDED) | 10/11/2008 | | Redundancy | Trial periods/suitable alternative employment |
Employee reps candidate confidentiality statement
I, the undersigned, hereby confirm that: 1. I intend to stand for election as an employee representative | 10/11/2008 | | Redundancy | Collective consultation |
Employee consultation constitution
The objective of this Employee Consultation Constitution is to provide rules for the consultation process that will be carried out for the employees in | 10/11/2008 | | Redundancy | Collective consultation |
Election results letter
I write further to the recent elections for employee representatives for the purpose of collective consultation on the proposed redundancies. | 10/11/2008 | | Redundancy | Collective consultation |
Election of employee reps nomination form
[To be sent out with covering letter, assumes that the nominee will be supported by another employee. A supporter is not required by law.] | 10/11/2008 | | Redundancy | Collective consultation |
Election of employee reps voting form
COLLECTIVE REDUNDANCY REPRESENTATIVE ELECTION [COMPANY’S NAME] | 10/11/2008 | | Redundancy | Collective consultation |
Confirmation of redundancy selection (selection pool)
This letter confirms that following the recent selection process using the [agreed] skills matrix, you have provisionally been selected for redundancy. | 10/11/2008 | | Redundancy | Selection pool |
Confirmation of dismissal following appeal (selection pool)
I write further to our meeting on [date], at which we discussed your appeal against your redundancy. | 10/11/2008 | | Redundancy | Selection pool |
Confirmation of appointment as employee rep (rights and responsibilities)
Following our recent elections you have been elected as the employee representative in [company name] for the purpose of collective consultation on the proposed redundancies announced on [date]. | 10/11/2008 | | Redundancy | Collective consultation |
Confirmation not selected for redundancy (selection pool)
I refer to my letter of [Date] when I confirmed that you had not provisionally been selected for redundancy. | 10/11/2008 | | Redundancy | Selection pool |
|
| Checklists |
Reasonable adjustments checklist
Request the employee’s consent to obtain a medical report from their GP or physician, or ask them to attend an appointment with your Occupational Health provider, | 01/04/2009 | | Sickness & Absence | Disability |
Dealing with capability through ill health checklist
You should investigate any medical reasons for an employee’s absence before deciding that he is not capable of continuing in his job. | 01/04/2009 | | Sickness & Absence | |
Absence counselling checklist
Read the relevant procedures. Investigate the absence periods, reasons (certificates) and return to work interview notes. | 01/04/2009 | | Sickness & Absence | |
Considerations for redeployment checklist
Identify the reason for redeployment i.e. need for position(s) ceased or diminished, employee unable to continue in job due to sickness, disability or performance. | 01/04/2009 | | Sickness & Absence | |
Return from short term absence checklist
Do not assume that you do not need to do anything when an employee returns from short-term absence. | 07/11/2008 | | Sickness & Absence | |
Return from long term absence checklist
Find out if the employee is apprehensive about returning to work. | 07/11/2008 | | Sickness & Absence | Disability |
Appointing a medical expert checklist
Obtain the employee’s written consent for the medical examination and for the release of his medical records to the doctor and/or the company. | 07/11/2008 | | Sickness & Absence | |
| Factsheets |
Managing sickness absence factsheet
Numerous studies reveal that sick days cost the UK economy between £10 - £12 billion annually with the average level of sickness absence per employee per year at about 8 days. | 01/04/2009 | | Sickness & Absence | |
Stress at work factsheet
The Health and Safety Executive defines stress as the adverse reaction people have to excessive pressures or other types of demand placed on them. | 07/11/2008 | | Sickness & Absence | Stress |
| Guidance notes |
Holiday and sickness absence guidance notes
Annual leave entitlement for workers on long term sick leave had, for a number of years, been in a state of confusion. | 05/03/2010 | | Sickness & Absence | General absence |
Sickness absence guidance notes
Monitoring of absences has the following advantages: - | 16/10/2009 | | Sickness & Absence | |
Stress at work guidance notes
The Health and Safety Executive (HSE) defines stress as the adverse reaction people have to excessive pressures or other types of demand placed on them. | 20/01/2009 | | Sickness & Absence | Stress |
| HR Policies |
Sickness absence policy guidance notes
The approach that employers take to the management of sickness absence has gained increasing importance in recent years and the non statutory guidance which | 13/10/2009 | | Sickness & Absence | |
Sickness absence policy
Sickness absence can be disruptive, costly and cause low morale. | 13/10/2009 | | Sickness & Absence | |
Emergency preparations policy guidance
This policy is intended to help employers implement the HR aspects of a Business Continuity/Emergency Plan | 14/05/2009 | | Sickness & Absence | General absence |
Emergency preparations policy
The Company recognises that there may be extreme situations when attendance at work could pose an unnecessary risk to health and safety or when emergency time off ma | 11/05/2009 | | Sickness & Absence | General absence |
Stress policy
To communicate the Company’s commitment to maintaining a healthy and safe working environment for all employees. | 07/11/2008 | | Sickness & Absence | Stress |
Stress policy guidance notes
There is no single specific law governing workplace stress. Employers do, however, have responsibilities for their worker’s stress levels under health and safety regulations. | 07/11/2008 | | Sickness & Absence | Stress |
| HR Templates |
Form requesting holiday for employees off on long term sick
Holiday Request Form (whilst on sick leave) | 13/10/2009 | | Sickness & Absence | General absence |
Letter to employees on long-term sickness absence holiday entitlement
I am sorry to hear that you are still unwell. | 13/10/2009 | | Sickness & Absence | General absence |
Letter regarding reducing sick pay
I am writing to inform you that as of [insert date] you will no longer be paid [full][half] pay under the company’s sick pay policy. | 08/04/2009 | | Sickness & Absence | General absence |
Requesting informal home visit
Following your continued absence from work, we have now received a copy of your medical report, which we would like to discuss with you. | 07/11/2008 | | Sickness & Absence | Long-term absence |
Medical consent form
I wish to obtain a medical report from your doctor/Dr ...................................of | 07/11/2008 | | Sickness & Absence | General absence |
Letter to employees doctor requesting a medical report
Your patient, [name], is employed by [Company]. I am writing to ask you to prepare a medical report on this employee for the Company and | 07/11/2008 | | Sickness & Absence | General absence |
Letter to employee requesting a medical report
Following your [recent] [continued] absence from work, the Company would like to obtain a medical report from your doctor and | 07/11/2008 | | Sickness & Absence | General absence |
Letter following failure to attend meeting
You were invited to attend an [absence][capability] meeting [hearing] on [date] with [name] concerning your absence[s] on [date(s)] by letter dated [date]. | 07/11/2008 | | Sickness & Absence | General absence |
Invitation to informal absence counselling meeting (short term)
You are required to attend a meeting at [ ] on [ ]to discuss your absence(s) from work. | 07/11/2008 | | Sickness & Absence | Short-term absence |
Invitation to formal capability meeting (short term)
I am writing to advise you that you are required to attend a capability meeting at [ ] on [ ] with [ ] to discuss your attendance. | 07/11/2008 | | Sickness & Absence | Short-term absence |
Invitation to formal capability meeting (long term)
Further to our meeting on [date], I am writing to advise you that it has become necessary for me to invoke the Company’s formal procedure for managing absence | 07/11/2008 | | Sickness & Absence | Long-term absence |
Invitation to capability hearing (long term)
Following the formal review of your continued absence from work due to ill-health [and the outcome of the redeployment search, which did not identify any suitable positions for you,] | 07/11/2008 | | Sickness & Absence | Long-term absence |
Informal absence warning (short term)
Following the absence counselling meeting on [date] I am writing to remind you of the improvement that is required in your attendance. | 07/11/2008 | | Sickness & Absence | Short-term absence |
Draft script for capability meeting
1. Introduce yourself and everyone else in the room and what their function is | 07/11/2008 | | Sickness & Absence | General absence |
Confirmation of suspension on medical grounds
Following your disclosure of information concerning your personal health, namely that [specify condition], the Company has | 07/11/2008 | | Sickness & Absence | General absence |
Confirmation of outcome of formal review (long term)
I am writing to confirm the outcome of the formal review meeting on [ ] held in accordance with the Company’s Absence Management Policy to consider | 07/11/2008 | | Sickness & Absence | Long-term absence |
Confirmation of formal warning for absence (short term)
I am writing to advise you of the outcome of the capability meeting, which was held to review your attendance, on [date] with [company attendees] [and | 07/11/2008 | | Sickness & Absence | Short-term absence |
Confirmation of dismissal on capability grounds (long term)
I am writing to confirm the outcome of the capability hearing on [ ] held in accordance with the Company’s Absence Management Policy to consider | 07/11/2008 | | Sickness & Absence | Long-term absence |
Confirmation of dismissal on capability (short term)
I am writing to confirm the outcome of the capability hearing on [ ] held in accordance with the Company’s Absence Management Policy to consider | 07/11/2008 | | Sickness & Absence | Short-term absence |
|
| Checklists |
Retirement checklist
Write to the employee at least 6 months, but no more than 12 months, before the normal retirement date. | 29/09/2009 | | Termination | Retirement |
Terminating an employees contract checklist
When contemplating terminating an employee’s contract, you should consider the following steps: | 25/03/2009 | | Termination | |
Tips for advocates
Prepare as thoroughly as possible. | 13/02/2009 | | Termination | Tribunals |
Tips for witnesses
Make sure that you are happy with your witness statement. | 13/02/2009 | | Termination | Tribunals |
Prior to case management discussion checklist
In good time before the CMD, you should send to the Tribunal and the Claimant/s a proposed agenda for the CMD | 13/02/2009 | | Termination | Tribunals |
Settlement of claims checklist
Will the claim be settled via an ACAS conciliation officer or a compromise agreement? | 13/11/2008 | | Termination | Tribunals |
Information required for compromise agreements
Name and address of correct employing Company. | 13/11/2008 | | Termination | Tribunals |
ACAS arbitration scheme
Does the case fall within the remit of the scheme i.e. is the claim about unfair dismissal or flexible working? | 13/11/2008 | | Termination | Tribunals |
Processing a resignation checklist
On receipt of a resignation, check the employee’s contract to determine the length of notice required, | 07/11/2008 | | Termination | |
Financial settlement checklist
When contemplating whether to negotiate a settlement with a departing employee, you should consider the following: | 07/11/2008 | | Termination | |
Calculation of bonuses on termination checklist
A court will consider all the terms of the bonus scheme and the surrounding circumstances. | 07/11/2008 | | Termination | |
| Factsheets |
Tribunal Awards Factsheet
Facts and Figures - from 1 February 2010 | 03/02/2010 | | Termination | Tribunals |
Factsheet 10 - compensation
If a Claimant is successful, a Tribunal will make an award for damages that is appropriate to the type of claim and all the circumstances of the case. | 01/02/2010 | | Termination | Tribunals |
Constructive dismissal factsheet
An employee is entitled to resign with or without notice or with short notice if his employer is in breach of a fundamental term of the employment contract. | 01/02/2010 | | Termination | |
Factsheet 6 - schedule of loss
In most cases the Claimant will want compensation, rather than reinstatement or re-engagement. | 01/02/2010 | | Termination | Tribunals |
Employment tribunal litigation
This factsheet sets out the key steps in employment tribunal litigation. | 16/09/2009 | | Termination | Tribunals |
Factsheet 9 - the proceedings
The Employment Tribunal panel will be made up of an Employment Judge and two “wing” members. | 25/03/2009 | | Termination | Tribunals |
Factsheet 1 - receiving a claim
The Employment Tribunal will notify you in writing if someone has presented a claim against you. | 24/03/2009 | | Termination | Tribunals |
Directors and senior executives negotiating an exit factsheet
Increasingly, organisations are recognising that their most valuable assets are their employees. | 24/03/2009 | | Termination | |
Time limits factsheet
A claim is presented to the employment tribunal when the completed claim form arrives at the tribunal office. | 24/03/2009 | | Termination | Tribunals |
Factsheet 3 - preliminary hearings
A pre-hearing review will deal with any initial issues between the parties, after proceedings have been issued. | 13/02/2009 | | Termination | Tribunals |
Factsheet 8 - witness guidance
This fact sheet provides guidance for witnesses giving evidence and looks at Employment Tribunal practice and procedure in England and Wales, and Scotland. | 13/02/2009 | | Termination | Tribunals |
Factsheet 7 - settlement
Tribunals cost money and time. We can advise you on the strengths and weaknesses of your claim. | 02/12/2008 | | Termination | Tribunals |
Factsheet 4 - documents
The documents you present to the Employment Tribunal are important, as they will explain your defence to the claims against you. | 02/12/2008 | | Termination | Tribunals |
Factsheet 2 - after the response
The Response has been lodged– what happens next? | 02/12/2008 | | Termination | Tribunals |
Factsheet 5 - witness statements
Generally, after all documents have been disclosed and before the full hearing, both parties will be required to prepare and exchange witness statements. | 17/11/2008 | | Termination | Tribunals |
Award of costs factsheet
Unlike civil courts proceedings, there is no general rule in employment proceedings that the successful party has the right to recover their legal costs. | 14/11/2008 | | Termination | Tribunals |
| Guidance notes |
Termination of employment guidance notes
When an employee’s employment is terminated, either because of the employer or the employee giving notice, the employee will be entitled to be paid for the | 01/02/2010 | | Termination | Tribunals |
Employment tribunals
Employment tribunals are a court of law, created by statute to hear and adjudicate industrial disputes. | 24/11/2009 | | Termination | Tribunals |
Settlement
Settlement is where an employer and employee reach an agreement to bring a dispute (or potential dispute) to an end. | 27/04/2009 | | Termination | Tribunals |
| HR Policies |
Retirement policy guidance notes
The Employment Equality (Age) Regulations 2006 (“the Regulations”) came into force on 1st October 2006 to prohibit unlawful discrimination on the grounds of age. | 26/06/2009 | | Termination | Retirement |
Retirement policy
This Policy is designed to advise employees of their statutory right to request working beyond the intended date of retirement and to ensure that all requests are managed by the Company | 04/03/2009 | | Termination | Retirement |
| HR Templates |
Schedule of loss or counter schedule of loss
[COUNTER] SCHEDULE OF LOSS – UNFAIR DISMISSAL | 01/02/2010 | | Termination | Tribunals |
Resignation acceptance letter (where notice is worked)
I acknowledge receipt of your letter dated [date] resigning your position as [job title] with the Company with effect from [date]. | 07/11/2008 | | Termination | |
Resignation acceptance letter (PILON)
I acknowledge receipt of your letter dated [date] resigning your position as [job title] with the Company with effect from [date]. | 07/11/2008 | | Termination | |
Request for return of company property
We are concerned that you have not yet returned [list item(s) not returned] [contrary to clause [] of your contract]. | 07/11/2008 | | Termination | |
Letter to new employer re ex employee post termination obligations
We are the former employer of [ex-employee’s name]. We understand that you intend to employ [ex-employee’s name] with effect from [date]. | 07/11/2008 | | Termination | |
Letter to ex employee re post termination obligations
We understand that you have left your position as [ ] to commence employment with [new company]. | 07/11/2008 | | Termination | |
Letter to current employee under notice
[Whilst you have been away [on annual leave],] it has come to my attention that you have recently requested and received details about [add detail] or [add details about]. | 07/11/2008 | | Termination | |
Letter employee re confidentiality after disciplinary meeting
[I have now had the opportunity to consider the details of the disciplinary meeting which was held on [date]. | 07/11/2008 | | Termination | |
Letter refusing to extend retirement
I am writing to inform you that, after our meeting on [date] to discuss your request not to be retired | 07/11/2008 | | Termination | Retirement |
Letter notifying employee of intended retirement date
I am writing to inform you that your retirement date will be [insert date] | 07/11/2008 | | Termination | Retirement |
Letter inviting employee to appeal to discuss refusal to agree request
I am writing to inform you that, after receiving your request not to be retired, | 07/11/2008 | | Termination | Retirement |
Letter inviting employee to a meeting to discuss request not to be retired
I am writing to inform you that after receiving your request not to be retired there will be a meeting to discuss your request. | 07/11/2008 | | Termination | Retirement |
Leavers exit questionnaire
The purpose of this questionnaire is to help the Company: | 07/11/2008 | | Termination | |
Confirmation of garden leave
Further to our meeting on [date], I confirm that you will be starting a period of garden leave on [date] and will continue until your notice period expires on [termination date]. | 07/11/2008 | | Termination | |
Letter from employee requesting to work beyond normal retirement age
I am writing further to your retirement notification letter of [date] confirming that I am due to retire on [date]. | 07/11/2008 | | Termination | Retirement |
Letter confirming retirement date (NRA is below 65 years of age)
I am writing to inform you that your normal retirement date is [insert date] | 07/11/2008 | | Termination | Retirement |
Letter confirming new retirement date
I am writing to inform you that following [your request not to be retired/our meeting to discuss your request not to be | 07/11/2008 | | Termination | Retirement |
Letter confirming new retirement date following appeal
I am writing to inform you that following your appeal [letter of [date]/meeting of [date]] and your request not to be retired, | 07/11/2008 | | Termination | Retirement |
Letter confirming appeal decision
I am writing to inform you that after our appeal meeting on [date] to discuss your appeal not to be retired | 07/11/2008 | | Termination | Retirement |
Letter appealing decision to be retired
I wish to appeal against the Company’s decision to retire me on [date]. | 07/11/2008 | | Termination | Retirement |
|
| Checklists |
TUPE How to consult with representatives checklist
Suggested procedure for collective consultation with trade union (TU) or pre-existing employee representatives only. | 17/03/2009 | | TUPE | TUPE |
Post TUPE transfer (for transferee) checklist
Have personnel files been received for all employees? | 10/11/2008 | | TUPE | TUPE |
Employee information for tenderer checklist
Find out the total number of employees, directors and other workers. | 10/11/2008 | | TUPE | TUPE |
| Factsheets |
The transfer of undertakings (TUPE) factsheet
The Transfer of Undertakings (Protection of Employment) Regulations 2006 (‘TUPE’) are relevant to business re-structure situations. | 01/10/2009 | | TUPE | TUPE |
TUPE and insolvent businesses factsheet
The main aim of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE 2006) is to protect employees when the undertaking in which they are | 01/10/2009 | | TUPE | TUPE |
TUPE and redundancy collective consultation factsheet
This fact sheet looks at the statutory duty to inform and consult workforce representatives in either a collective redundancy situation or on a transfer of undertakings | 13/03/2009 | | TUPE | TUPE |
TUPE transfers key issues factsheet
This fact sheet should be used where you are tendering for a contract which is currently carried out either by the Client or another contractor (“ transferor”), that involves | 10/11/2008 | | TUPE | TUPE |
TUPE considerations for tenderers factsheet
TUPE 2006 applies to two types of situation: A business transfer A service provision change | 10/11/2008 | | TUPE | TUPE |
HR issues for tenderers factsheet
This fact sheet should be used if you are tendering for a contract, which is currently carried out either by the Client or another contractor (‘the current contractor’). | 10/11/2008 | | TUPE | TUPE |
HR aspects of outsourcing factsheet
When you outsource a function, HR issues are key to the success of the arrangement. | 10/11/2008 | | TUPE | TUPE |
Employment warranties and indemnities factsheet
A warranty is a form of assurance about some aspect of the contract. | 07/11/2008 | | TUPE | TUPE |
| Guidance notes |
TUPE 2006 guidance notes
The aim of TUPE is to protect employees when a business changes hands or there is a change of service provider. | 15/02/2010 | | TUPE | TUPE |
Statutory duty to inform and consult guidance notes
There is a statutory duty to inform and consult workforce representatives in: a collective redundancy situation; or | 14/07/2009 | | TUPE | Redundancy |
Commercial contracts
This section is concerned with some of the commercial issues to consider when outsourcing or bidding for a contract. | 10/11/2008 | | TUPE | TUPE |
| HR Templates |
Confidentiality statement for candidates (TUPE) (Transferor)
I, the undersigned, hereby confirm that: | 10/03/2009 | | TUPE | TUPE - Transferor |
Confidentiality statement for candidates (TUPE) (Transferee)
I, the undersigned, hereby confirm that: | 10/03/2009 | | TUPE | TUPE - Transferee |
Voting form (TUPE)
ELECTION OF EMPLOYEE REPRESENTATIVES COLLECTIVE CONSULTATION ON TUPE TRANSFER FROM [NAME OF TRANSFEROR] TO [NAME OF TRANSFEREE] | 23/01/2009 | | TUPE | TUPE |
Transfer announcement to affected employees (Transferor)
[I am writing to inform you/It is with regret that I must announce] that the Company [was unsuccessful in re-tendering for the [ ] contract with [name of client]] | 23/01/2009 | | TUPE | TUPE - Transferor |
Objection to transfer (TUPE)
I, [name], hereby confirm my objection to my employment being transferred to [name of transferee] under the | 23/01/2009 | | TUPE | TUPE |
Nomination form (TUPE)
[To be sent out with covering letter, assumes that the nominee will be supported by another employee. A supporter is not required by law.] | 23/01/2009 | | TUPE | TUPE |
Letter where no nominations for employee reps received (TUPE) (Transferor)
No nominations have been received for employee representatives to take part in the collective consultation on the TUPE Transfer. | 23/01/2009 | | TUPE | TUPE - Transferor |
Letter to unsuccessful candidates (TUPE) (Transferor)
Thank you for agreeing to stand for election as an employee representative in relation to the forthcoming consultation about the proposed transfer of undertaking to | 23/01/2009 | | TUPE | TUPE - Transferor |
Letter to unaffected employees - transfer not happening (TUPE) (Transferor)
On [date] I wrote to you explaining that a number of employees in the business were likely to be transferred to [name of transferee] | 23/01/2009 | | TUPE | TUPE - Transferor |
Letter to unaffected employees - transfer happening (TUPE) (Transferor)
On [date] I wrote to you explaining that a number of employees in the business were likely to be transferred to [name of transferee] | 23/01/2009 | | TUPE | TUPE - Transferor |
Letter to TU - pre-existing reps announcing proposed TUPE transfer (Transferor)
[I am writing to inform you/It is with regret that I must announce] that the Company [was unsuccessful in re-tendering for the [ ] contract with [name of client]] | 23/01/2009 | | TUPE | TUPE - Transferor |
Letter to reps - transfer not happening (TUPE) (Transferor)
On [date] I wrote to you explaining that a number of employees in the business were likely to be transferred to [name of transferee] | 23/01/2009 | | TUPE | TUPE - Transferor |
Letter to reps - transfer happening (TUPE) (Transferor)
Thank you for meeting with us on a number of occasions over recent weeks to consult over the proposed transfer of [business/part of business/service provision] to | 23/01/2009 | | TUPE | TUPE - Transferor |
Letter to elected reps confirming appointment (TUPE) (Transferor)
Following our recent elections you have been elected as the employee representative in [company name] for the purpose of collective consultation on the TUPE transfer | 22/01/2009 | | TUPE | TUPE - Transferor |
Letter to affected employees - transfer not happening (TUPE) (Transferor)
On [date] I wrote to you explaining that a number of employees in the business were likely to be transferred to [name of transferee] | 22/01/2009 | | TUPE | TUPE - Transferor |
Letter to affected employees - transfer happening (TUPE) (Transferor)
Thank you for meeting with us on a number of occasions over recent weeks to consult over the proposed transfer of [business/part of business/contract] to | 22/01/2009 | | TUPE | TUPE - Transferor |
Letter inviting rep nominations (TUPE) (Transferor)
Further to my letter dated [date], the Company must consult with appropriate representatives about what will happen to you as a result of the proposed TUPE transfer | 22/01/2009 | | TUPE | TUPE - Transferor |
Letter from transferor requesting measures (Transferor)
I am writing in my capacity as [position] of [name of transferor’s business]/[part of transferor’s business] [which [name of transferee] is acquiring] | 22/01/2009 | | TUPE | TUPE - Transferor |
Letter - statutory TUPE information (Transferor)
Further to my letter of [date], I am writing to confirm that the Company has, subject to contract, accepted an offer to buy our [name of part of business] | 22/01/2009 | | TUPE | TUPE - Transferor |
Initial letter to unaffected employees (TUPE) (Transferor)
[Name of organisation] has received an offer from [name of transferee] to buy part of its business. | 22/01/2009 | | TUPE | TUPE - Transferor |
Individual consultation interview form (TUPE)
Name of employee: Date: Name(s) of interviewer(s): | 22/01/2009 | | TUPE | TUPE |
FAQ on TUPE transfers
A TUPE transfer is a transfer of a business or a service provision change covered by the Transfer of Undertakings (Protection of Employment) Regulations 2006. | 22/01/2009 | | TUPE | TUPE |
Employee liability information letter (TUPE) (Transferor)
I am writing in my capacity as [position] of [name of transferor’s business/service] /[part of transferor’s business/service] [which [name of transferee] | 22/01/2009 | | TUPE | TUPE - Transferor |
Employee consultation constitution (TUPE) (Transferor)
The objective of this Employee Consultation Constitution is to provide rules for the consultation process that will be carried out for the employees who will be | 22/01/2009 | | TUPE | TUPE - Transferor |
Due diligence questionnaire (TUPE)
Please answer the following questions as fully as possible. In doing so, we appreciate that you will need to be mindful of the Data Protection Act 1998 implications | 22/01/2009 | | TUPE | TUPE |
Confirmation of nominations and voting procedure (TUPE) (Transferor)
Further to my letter dated [date], the following staff have indicated that they would like to stand as an employee representative for their respective [division]: | 22/01/2009 | | TUPE | TUPE - Transferor |
Confirmation of election results (TUPE)
I write further to the recent elections for employee representatives for the purpose of collective consultation on the proposed TUPE transfer from | 22/01/2009 | | TUPE | TUPE |
Letter where no nominations for reps received (individual consultation) (Transferee)
No nominations have been received for employee representatives to take part in the collective consultation on the TUPE Transfer. | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter to unsuccessful candidates (TUPE) (Transferee)
Thank you for agreeing to stand for election as an employee representative in relation to the forthcoming consultation about the proposed transfer of undertaking | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter to unaffected employees (transfer not going ahead) (Transferee)
On [date] I wrote to you explaining that a number of employees in [name of transferor] were likely to be transferred to [name of transferee] | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter to unaffected employees (transfer going ahead) (Transferee)
On [date] I wrote to you explaining that a number of employees currently working for [name of transferor] were likely to be transferred to [name of transferee] | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter to reps with TUPE information (Transferee)
Further to my letter of [date], I am writing to confirm that the Company has, subject to contract, made an offer to buy [name of part of business] | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter to elected reps confirming appointment (TUPE) (Transferee)
Following our recent elections you have been elected as the employee representative in [company name] for the purpose of collective consultation on the TUPE transfer | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter to affected employees confirming transfer and giving dates (Transferee)
As you are aware, your representatives have met with us on a number of occasions over recent weeks to consult over the proposed transfer of | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter to affected employees (transfer not going ahead) (Transferee)
On [date] I wrote to you explaining that a number of employees currently working for [name of transferor] were likely to be transferred to [name of transferee] | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter from transferee with measures (Transferee)
I am writing in my capacity as [position] of [name of transferee] which [is acquiring [your business] [name of part of transferor’s business]] [has successfully | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter from transferee to new employees following TUPE (Transferee)
On [date], the [business in OR part of the business in OR [name] contract on] which you work was transferred to this Company in accordance with the provisions of the | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter from transferee requesting employee liability information (Transferee)
Further to our discussions about the [sale of the [name] business/ [name] service provision change/other reason] it is acknowledged that those of your staff who are | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter announcing transfer to affected employees (Transferee)
Following a series of discussions [name of organisation - transferee] has made an offer to [name of organisation – transferor] to buy | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter inviting nominations of reps (Transferee)
Following a series of discussions [name of organisation - transferee] has made an offer to [name of organisation – transferor] | 22/01/2009 | | TUPE | TUPE - Transferee |
Letter announcing proposed transfer (Reps) (Transferee)
Over recent weeks/months the management of the business have been in talks with [name of transferor] about the possible purchase of | 22/01/2009 | | TUPE | TUPE - Transferee |
Initial letter to employees unaffected by transfer (TUPE) (Transferee)
[Name of organisation] has made an offer to [name of transferor] to buy part /all of its business. | 22/01/2009 | | TUPE | TUPE - Transferee |
Follow up letter to reps - transfer not happening (Transferee)
On [date] I wrote to you explaining that a number of employees were likely to be transferred to [name of transferee] | 22/01/2009 | | TUPE | TUPE - Transferee |
Follow up letter to reps - transfer happening (Transferee)
Thank you for meeting with us on a number of occasions over recent weeks to consult over the proposed transfer of [business/part of business/service provision] to | 22/01/2009 | | TUPE | TUPE - Transferee |
Employee consultation constitution (Transferee)
The objective of this Employee Consultation Constitution is to provide rules for the consultation process that will be carried out for the employees who will be | 22/01/2009 | | TUPE | TUPE - Transferee |
Confirmation of nominations and voting procedure (TUPE) (Transferee)
Further to my letter dated [date], the following employees have indicated that they would like to stand as an employee representative for their respective [division] | 22/01/2009 | | TUPE | TUPE - Transferee |