Contracts, offers, settlements and the letters around them. Each becomes a template in your own wording, filled from the paperwork you already have, and approved by a person before it goes out.
Each page shows what changes every time and the rules the document usually needs.
An apprenticeship agreement is the short statutory document an employer and apprentice in England sign at the start of an apprenticeship.
A capability meeting letter invites an employee to a formal meeting about their performance, after informal attempts to deal with it have not worked.
A disciplinary appeal outcome letter tells an employee the result of their appeal against a dismissal or other serious disciplinary action.
The letter an employer sends to invite an employee to a formal disciplinary hearing.
A disciplinary outcome letter tells an employee in writing that a disciplinary hearing has ended in a written warning or a final written warning.
A dismissal letter confirms in writing the outcome of a disciplinary hearing, whether that is no action, a disciplinary sanction or dismissal.
An employer reference letter answers a request for a reference about a current or former employee, either as a factual reference or as a full one.
An employment contract sets out the main terms of a job in writing, and UK employers must give every employee a written statement of these particulars by their first day.
A fixed-term employment contract is the written statement of particulars for someone employed for a set period, such as maternity cover or a seasonal role.
A flexible working decision letter tells an employee the outcome of their statutory flexible working request.
A flexible working request acknowledgement letter confirms that an employer has received an employee's statutory flexible working request.
A grievance meeting invitation letter invites an employee who has raised a formal grievance to a meeting to discuss it.
A grievance outcome letter tells an employee the decision on their formal grievance, point by point, and explains how to appeal.
An investigation meeting invitation letter asks an employee to attend a meeting as part of a workplace investigation.
A job offer letter tells the successful candidate they have the job, with the salary, start date and type of post.
A key information document tells an agency worker, before they start, who is paying them and how, what deductions will be made and what their pay will be.
A maternity leave confirmation letter confirms in writing an employee's maternity leave dates and what the employee needs to know about it.
A pay rise letter tells an employee in writing that their pay is going up, by how much and from when.
A probation extension letter tells a new employee that their probation period will be longer than planned, and sets out what they need to achieve in the extra time.
A probation review outcome letter tells a new employee the result of their probation review: that they have passed, or that they have not and their employment will end with notice.
A redundancy consultation letter, also called an at-risk letter, tells an employee in writing that their job may be made redundant and that consultation is starting.
A redundancy letter confirms in writing that an employee has been selected for redundancy.
A reference request letter asks a referee to confirm what an applicant has said about their work history or character.
A resignation acceptance letter confirms in writing that an employer has received an employee's resignation and what happens next.
A secondment agreement sets out the terms on which an employee is lent by their employer to work for another organisation for a fixed time or project.
A settlement agreement is the legally binding agreement an employer and employee sign when they agree the terms of an exit: the leaving date, any payment in lieu of notice, a settlement payment, and the claims the employee agrees not to bring.
A settlement offer letter opens settlement discussions with an employee, proposing that their employment ends on agreed terms.
A status determination statement is the document a client gives a contractor, and the agency or company it contracts with, to say whether the engagement falls inside the off-payroll working rules (IR35).
A suspension letter confirms in writing that an employee has been suspended on their usual pay while an allegation against them is investigated.
A training repayment agreement records that an employer will pay for an employee's course and that the employee will repay some or all of the cost if they leave within a set time.
A variation of contract letter confirms in writing a change to an employee's terms that the employer and employee have already agreed, such as new hours, a new place of work or a new job title.
A work experience agreement sets out what a student, their education provider and the host employer expect from a placement.
A zero hours contract is the written statement of terms for a worker who has no guaranteed hours: the employer is not obliged to offer work, and the worker is not obliged to accept it.
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