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Termination documents

Termination document template pack

Either the employee or the employer can decide to terminate a contract of employment; Employees may terminate their contract by resigning from the employer, and an employer may terminate the contract by dismissing the employee.

There are a number of ways that this can be achieved, and you will find templates to cover most situations in this section.

Whats included in this pack?

All 39 documents listed below with unlimited downloads for 12 months from the date of purchase. You will benefit from free updates to these documents and any new documents as and when they are added to this pack.

Exit interview documents

By performing an exit interview with an employee before they go, you’ll have an opportunity to get honest feedback about positive and negative experiences, identify potential areas of opportunity for increasing employee retention, identify opportunities to improve engagement, and get valuable insight to help hire their replacement.

Probation and early termination documents

Probation can be broadly defined as a trial period for newly recruited workers. Probation periods commonly last for three months, six months, or a year.

Employees on a probationary period won't have worked for you long enough to qualify for unfair dismissal protection. However, they are still protected against harassment and dismissal for 'protected reasons' such as gender, age, ethnicity, disability, religion and cultural background.

Redundancy documents

Ensuring that you manage a redundancy process fairly and effectively is vital to good communication, and avoiding claims from employees.

A redundancy situation can arise where:

  1. the employer has ceased, or intends to cease, to carry on the business for the purposes of which the employee was so employed,
  2. the employer has ceased, or intends to cease, to carry on the business in the place where the employee was so employed
  3. the requirements of the business for employees to carry out work of a particular kind has ceased or diminished or are expected to cease or diminish, or
  4. the requirements of the business for the employees to carry out work of a particular kind, in the place where they were so employed, has ceased or diminished or are expected to cease or diminish.

Referencing documents

Model letters and forms to help you create and maintain legally compliant documents for your organisation on reference responses.

Resignation documents

Model letters and forms to help you create and maintain legally compliant documents for your organisation on resignations.

Retirement documents

Retirement is the withdrawal from one's position or occupation or from one's active working life.

Settlement agreement documents

Settlement agreements are legally binding contracts which can be used to end an employment relationship on agreed terms. They can also be used to resolve an ongoing workplace dispute, for example, a dispute over holiday pay. These agreements can be proposed by either an employer or an employee, although it will normally be the employer.

Once a valid settlement agreement has been signed, the employee will be unable to make an employment tribunal claim about any type of claim which is listed on the agreement.

Where the employer and employee are unable to reach an agreement, the settlement discussions cannot usually be referred to as evidence in any subsequent unfair dismissal claim. Where the settlement discussions are held to resolve an existing dispute between the parties they cannot be used as evidence in any type of claim.

TUPE documents

TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations and its purpose is to protect employees if the business in which they are employed changes hands. Its effect is to move employees and any liabilities associated with them from the old employer to the new employer by operation of law.

TUPE applies every day to a range of different business transactions and it is essential that employers of all sizes understand the liabilities that can arise.

TUPE can apply when employers:

  • sell or buy part or all of a business as a going concern;
  • outsource or make a "service provision change" involving either (a) an initial outsourcing of a service (e.g. where services transfer from the customer to an external contractor); (b) a subsequent transfer (e.g. where services transfer from the first external contractor to a different external contractor; and (c) bringing the service back in-house (e.g. where services transfer from an external contractor back to the customer)
  • grant or take over a lease or licence of premises and operate the same business from those premises.

TUPE has impacts for the employer who is making the transfer (also known as the outgoing employer, the old employer or the transferor) and the employer who is taking on the transfer (also known as the incoming employer, the new employer or the transferee).

Health and safety policies

Model policies to help you create and maintain legally compliant rules for your organisation on health and safety.

Referencing documents

Model letters and forms to help you create and maintain legally compliant documents for your organisation on reference responses.

Terminating Employment policies

Model policies to help you create and maintain legally compliant rules for your organisation on terminations.

Grievance documents

Grievances may be concerned with a wide range of issues, including the allocation of work, the working environment or conditions, the lack of opportunities for career development or the way in which someone has been managed.