Letters, policies and checklists for discipline and dismissal to ensure you act in line with statutory procedures, are fair and reasonable in all circumstances and avoid claims made against you.
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Checklist to be used by an employer to ensure compliance with employment legislation and to avoid tribunal claims when making an employee redundant
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Letter detailing the reason for the employee’s dismissal. Ensures that the employee understands why they were legitimately dismissed, thereby reducing the probability that they will make an unfair dismissal claim against you.
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Formal letter to employees to inform them of the sale of the business and their rights. Aids compliance with employment law and helps to prevent claims for unfair dismissal.
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Formal letter to an employee who has been accused of misconduct. Sets out the details of the suspension and aids compliance with employment legislation.
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Formal letter to an employee who has either failed an exam or qualification or who has taken no action regards the necessary passing of the required qualification. Reminds the employee that their continued employment in your business is subject to their passing the qualification.
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Letter to employer under the Flexible Working Regulations 2006 exercising the right to request flexible work hours in order to care for a child.
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Comply with the Flexible Working Regulations 2006. Use this letter refusing the request for flexible working and ensure that all requirements are met.
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A standard letter to an employee notifying them of their proposed retirement date and their right to request to continue working beyond that date.
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This standard letter is designed to be sent by an employer to an employee outlining the procedure to be adopted after the employee has submitted a request to work beyond their retirement date.
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Standard letter offering alternative employment to be used when the employee is unable to continue work in their current position and where the most suitable option is to offer alternative employment within the company.
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A standard letter designed to be sent by an employer to an employee informing them that their request to work beyond retirement has been successful and confirming that the employee's employment will terminate by reason of retirement.
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Letter verifying summary dismissal (without notice) for gross
misconduct (with or without previous warnings), following a
disciplinary hearing where the "Standard Dismissal and Disciplinary Procedure" applies.
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This letter will only be used in exceptional circumstances, where an employee may be dismissed immediately without a hearing under the ‘Modified Dismissal Procedure’ according to the Employment Act 2002. Net Lawman advises you suspend the employee pending an inquiry rather than dismissing immediately.
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A letter to be sent to employee representatives or trade union representatives informing them that the employer proposes to make 20 or more employees redundant within a period of 90 days and initiating consultation.
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Official warning letter stating the worker has breached health and safety standards. Written as a formal letter, but can be adapeted to be less formal if required. Suitable for all workers, not just in the construction industry.
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Official warning letter stating the worker has continously arrived late and has had a bad attitude. Includes space to add specific examples to support your argument. Written as a formal letter, but can be adapeted to be less formal if required. Suitable for all workers, not just those working in retail stores.
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Letter to an employee (after their first formal written warning) to instigate the start of your organisation's disciplinary procedure. Aids compliance with employment legislation and relevant ACAS Codes of Practise.
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Letter to an employee confirming their dismissal. Provisions to add you own relevant and unique reasons, with notes and guidance on how to do this so that you comply with relevant legislation.
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Letter to an employee confirming their redundancy. Provisions to add you own relevant and unique reasons, with notes and guidance on how to do this so that you comply with relevant legislation.
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Amicable letter from the employer, acknowledging the employee's resignation, stating the effective date of termination, final salary payments and other resignation matters.
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Standard letter offering alternative employment to be used when the employee is unable to continue work in their current position and where the most suitable option is to offer alternative employment within the company.
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Letter from employer to be used once the employee has worked their notice period. States that the effective date of termination is today and finalises termination matters such as return of uniform, final salary payments, accrued holiday and other matters.
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Letter from employer terminating the employment contract. States that a payment in lieu of notice (PILON) will be made and that the employee need not return to work.
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Letter to an employee (after their first formal written warning) to instigate the start of your organisation's disciplinary procedure. Aids compliance with employment legislation and relevant ACAS Codes of Practise.
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Letter to an employee confirming their dismissal. Provisions to add you own relevant and unique reasons, with notes and guidance on how to do this so that you comply with relevant legislation.
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Letter to an employee confirming their redundancy. Provisions to add you own relevant and unique reasons, with notes and guidance on how to do this so that you comply with relevant legislation.
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Formal letter to employees to inform them that the business will be contracted out to another location. Aids compliance with employment law and helps to prevent claims for unfair dismissal.
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This agreement includes the legal provisions to qualify a compromise agreement so as to prevent a later claim before an employment tribunal. It is drawn primarily with a view to settling a claim by a more expensive employee. The agreement can however, be used with the same effect for a case involving a more junior staff member.
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Formal letter to an employee who has completed his probation period successfully. Confirms appointment in his new position. Helps aid compliance with employment legislation.
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Formal letter to an employee who has completed their probation period successfully. Confirms appointment in their new position.Helps aid compliance with employment legislation.
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Risk assessment form for employers to use when they have new and expectant mothers on their team. Helps aid compliance with employment and health and safety legislation.
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Formal letter to an employee whose conduct and behaviour has improved since a written warning was issued. Tells the employee that either they should continue improving for the requisite period, or that they have improved for the requisite period. Aids compliance with employment legislation.
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Formal letter to an employee who has breached the employment contract or done something which constitutes gross misconduct. Sets out the details of the appeal hearing and aids compliance with employment legislation.
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Aid compliance with the Employment Rights Act 1996 and the Apprenticeships, Skills, Children and Learning Act 2009. Use this letter to formally reject the employee’s request to take time to train.
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Aid compliance with the Employment Rights Act 1996 and the Apprenticeships, Skills, Children and Learning Act 2009. Use this letter to exercise your right to request time to train.
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