Employment letter templates
First written warning confirmation
First written warning confirmation (lateness)
Flexible working request acceptance letter
A letter from an employer agreeing to a request for flexible working or confirming agreement to an alternative working pattern.
Flexible working request acknowledgement letter
This letter is to notify the employee that their flexible working request has been received and that a meeting will be set up to discuss it with the employee. This must be completed within 28 days of receipt of the employee's application.
Flexible working request rejection letter
Use this letter to inform an employee that their request for flexible working has been rejected. Note, this letter should only be used if the employer is rejecting the employee's request and any alternatives that were raised at the meeting with the employee.
Grievance appeal hearing invitation letter
Grievance appeal hearing outcome confirmation letter
Grievance decision appeal letter
Grievance hearing decision confirmation letter
Grievance hearing invitation letter
Grievance notification letter
Gross misconduct dismissal confirmation (general)
Used to confirm the decision taken at a disciplinary hearing to dismiss an employee, specifically after the employee has not been previously warned. This would typically be used during a gross misconduct situation.
Gross misconduct dismissal confirmation (intoxication)
Incoming employer TUPE welcome letter
A letter to welcome employees and confirm arrangements shortly after the TUPE transfer.
Interview invitation letter
Sending an interview invitation letter/email to candidates is important, and it needs to be optimised to increase response rate. Give candidates suggestions of some available dates and times that work for you.
The document also includes a number of optional paragraphs such as travelling expenses.
Investigation meeting invitation letter
Invite to Long-Term Absence Review Meeting
Letter of concern
You would normally issue this letter to record a concern that you have over something that the employee has done for the first time, that if happens again may warrant disciplinary action.
An informal verbal warning is often all you need to improve an employee’s conduct or performance.