HR letter templates
Secondment agremeent letter template
An employer can use a secondment agreement to loan an employee to another part of the same organisation, another organisation in the group or an external organisation.
When drawing up a secondment agreement, the employer should ensure that it reflects the intentions of the parties, for example with regard to the employment status of the employee and the duration of the arrangement.
The agreement should cover relevant practical arrangements, for example which party is responsible for paying the employee.
Settlement agreement (redundancy) letter template
This is a standard Settlement Agreement containing redundancy specific wording, to protect the employer against claims of unfair dismissal when terminating an employment contract.
This letter is issued in conjunction with the Settlement Agreement template.
Settlement agreement proposal letter template
This is a standard letter which can be used where there has been previous or there is ongoing disciplinary or performance management actions and the Company would like to enter discussions with the employee about ending their employment relationship.
Successful end of trial period confirmation letter template
This letter confirms to an employee whose job was made redundant that a trial period in a new job has been successful.
Suspension confirmation letter template
This letter is used to confirm an employees suspension while a disciplinary investigation takes place.
Sympathy for illness (employee in hospital) letter template
Termination of employment (long term sick) letter template
This action should only be taken once all other options have been explored, medical information has been sought (via Occupational Health and/or the employees GP), and medical assessments support this outcome
Termination of employment (short service) letter template
It may be that you do not think an individual is the right fit for your company, or there could have been various conduct or capability issues that have raised legitimate concerns.
You may therefore legally dismiss an employee with less than 2 years service without the need to demonstrate a fair reason for the dismissal, and with no obligation to go through a fair disciplinary or dismissal procedure.
Employees only gain statutory protection against unfair dismissal after accruing two years’ continuous service with the same employer.
Third PIP meeting notification letter template
Use this template to arrange the third (and potentially final) formal performance improvement plan (PIP) meeting after the second meeting has not led to any progress.
TUPE consultation confirmation (to rep) letter template
This letter should be sent to elected employee representatives or representatives of a recognised trade union to explain their role and duties when a transfer takes place under the Transfer of Undertakings (Protection of Employment) Regulations 2006.
TUPE goodbye letter template
A goodbye letter from the transferor to individual employees shortly before a TUPE transfer.
TUPE information consent request letter template
On a TUPE transfer, the transferor is obliged to notify to the transferee in writing the “employee liability information” of any employee who is assigned to the undertaking that is the subject of the transfer.
This letter enables the transferee to formally request this information in advance from the transferor.
TUPE transfer confirmation (to employee) letter template
This letter is from the transferee employer to any affected employee(s) advising them that a transfer has taken place under the provisions of TUPE and the date on which that happened.
It clarifies that the employees are now employed by the transferee employer with their terms and conditions of employment intact, as well as their continuity of employment.
This letter also ensures that the transferee employer complies with the requirement to notify employees in writing of amendments to their written terms and conditions of employment within one month of the change.
TUPE welcome letter template
A letter to welcome employees and confirm arrangements shortly after the TUPE transfer. This is a key step in the onboarding process, and a prelude to inducting the transferring employees into the organisation.
Performance appraisal documents
Performance Appraisals or Performance Reviews as sometimes they are known are an individual plan for each employee
Confidentiality, or not disclosing certain information, is important in a wide range of jobs
Training and development documents
Improving the skills of your staff is vital and will deliver huge business benefits
Absence and attendance policies
Absence policies allow you to promote your company culture and values in terms of how you approach absence management