Workplace Pack

Employment Contract - Short Form

This contract of employment is for employers with full-time junior staff, including clerical, manual and secretarial staff. The contract contains terms and conditions for a new employee and covers all the required areas of an employment contract.

Clauses in this agreement:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Grievance and Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Employment Contract - Long Form

This contract of employment is for employers wishing to employ professional, middle and senior management staff. The contract contains terms and conditions for a new employee and covers all the required areas of an employment contract. The contract also recognises that these employees also have access to important commercial information and imposes further responsibilities on the employee.

Clauses in this agreement:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Restrictive Covenants
• Grievance Procedure
• Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Employment Contract - Short Form - Flexible Hours

This contract of employment is for employers who wish to specify the exact working times of the employee and so is ideal for part-time workers, workers on flexi-hours or those on shift work. This contract is intended for junior staff, including clerical, manual and secretarial staff. The contract contains terms and conditions for a new employee and covers all the required areas of an employment contract.

Clauses in this agreement:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Grievance and Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Employment Contract - Long Form - Flexible Hours

This contract of employment is for employers who wish to specify the exact working times of the employee and so is ideal for part-time workers or those working flexi-hours. The contract is intended for professional, middle and senior management staff. The contract contains terms and conditions for a new employee and covers all the required areas of an employment contract. The contract also recognises that these employees also have access to important commercial information and imposes further responsibilities on the employee.

Clauses in this agreement:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Restrictive Covenants
• Grievance Procedure
• Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Director's Service Agreement

This Director's Service Agreement covers all the required areas of an employment contract for a key board member. The contract also recognises that directors will have access to important commercial information and imposes further responsibilities on the them to prevent a conflict of interest.

Clauses in this agreement:

• Definitions
• Interpretation
• Period of Service
• Position
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Conflict Of Interest
• Intellectual Property
• Notice
• Restrictive Covenants
• Policies
• Grievance Procedure
• Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Employment Contract - Short Form - Fixed Term

This contract of employment is for employers with full-time junior staff, including clerical, manual and secretarial staff. The contract contains terms and conditions for a new employee and covers all the required areas of an employment contract.

Key clauses in this agreement include:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Grievance Procedure
• Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Employment Contract - Long Form - Fixed Term

This contract of employment is for employers wishing to employ professional, middle and senior management staff. The contract contains terms and conditions for a new employee and covers all the required areas of an employment contract. The contract also recognises that these employees also have access to important commercial information and imposes further responsibilities on the employee.

Key clauses in this agreement include:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Restrictive Covenants
• Grievance Procedure
• Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Employment Contract - Short Form - Flexible Hours - Fixed Term

This contract of employment is for employers who wish to specify the exact working times of the employee and so is ideal for part-time workers, workers on flexi-hours or those on shift work. This contract is intended for junior staff, including clerical, manual and secretarial staff. The contract contains terms and conditions for a new employee and covers all the required areas of an employment contract.

Key clauses in this agreement include:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Grievance and Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Employment Contract - Long Form - Flexible Hours - Fixed Term

This contract of employment is for employers who wish to specify the exact working times of the employee and so is ideal for part-time workers or those working flexi-hours. The contract is intended for professional, middle and senior management staff. The contract contains terms and conditions for a new employee and covers all the required areas of an employment contract. The contract also recognises that these employees also have access to important commercial information and imposes further responsibilities on the employee.

Key clauses in this agreement include:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Restrictive Covenants
• Grievance Procedure
• Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Director's Service Agreement - Fixed Term

This Director's Service Agreement covers all the required areas of an employment contract for a key board member. The contract also recognises that directors will have access to important commercial information and imposes further responsibilities on the them to prevent a conflict of interest.

Key clauses in this agreement include:

• Definitions
• Interpretation
• Period of Service
• Position
• Place of Work
• Hours of Work
• Probationary Period
• Salary and Profit Sharing
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Conflict of Interest
• Intellectual Property
• Notice
• Restrictive Covenants
• Policies
• Grievance Procedure
• Disciplinary Procedure
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Zero Hours Employment Contract

This contract can be used to employ workers on a casual basis, so that the employer can request the employee work as and when required. However, it is important to remember that the employee does not have to be available and can decline work. It should also be noted the employee is entitled to the same conditions as any permanent and full-time employee. The contract contains terms and conditions for a new employee and covers all required major areas of an employment contract.

Key clauses in this agreement include:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours and Periods of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Grievance Procedure
• Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Term Time Employment Contract

This contract can be used to employ workers to work only during set and agreed times, in this case only during academic term times. The contract contains terms and conditions for a new employee and covers all required major areas of an employment contract.

Key clauses in this agreement include:

• Interpretation
• Period of Service
• Job Title and Description
• Place of Work
• Hours and Periods of Work
• Probationary Period
• Salary
• Assessments
• Deductions
• Expenses
• Holidays
• Sickness and Disability
• Pension
• Notice
• Grievance Procedure
• Disciplinary Procedure
• Retirement
• Severability
• Prior Agreements
• Jurisdiction
• Particulars of Employment
• Schedule 1
• Schedule 2
• Amplification of Terms of Employment
• Required Information

Consultant Agreement

This contract is intended for engaging an outside self-employed consultant. Under this contract the consultant has to provide their services with the highest degree of expertise and skill. Furthermore the consultant agrees to provide their services free from defects and to correct any mistakes made.

Clauses in this agreement:

• Location where services are provided.
• Consultant fee details.
• Expenses provisions.
• Requirement for consultant to keep records for a specified period of time.
• Requirement for consultant to be insured to a minimum specified amount.
• Detailed conflict of interest clause.
• Detailed intellectual property & confidentiality clauses to protect organisation engaging consultant.
• Termination clause.
• Force majeure clause.

Reasons to buy:

Many businesses bring in external consultants to advise them, however many do not state the terms and restrictions under which the consultant is engaged. Given that a business may be spending a significant sum on a consultant's services it is vital that both parties clearly state what is expected.

Nanny Agreement

This Nanny Agreement is intended for nannies employed by families to look after their children. The contract covers all the required major areas of an employment contract.

The clauses in this agreement include:

• Employee job title.
• Salary details.
• Employee expenses provisions.
• Holiday entitlement.
• Sickness & disability provisions.
• Schedules for hours of work and breaks.

Reasons to buy:

It is vital in the relationship between a family and their nanny that all the terms of employment are clearly set out. This avoids doubt on both sides and helps to establish a fair and professional arrangement.

Alternative Work / Second Jobs

Additional clause to include in any employment contract. This clause bans second jobs during work hours and requires employees to seek permission to have a second job during their free time, as this could have a detrimental effect on their performance at work.

Change of Personal Circumstances & Information

Additional clause to include in any employment contract. This clause requests that employees inform their employer of any changes in their personal circumstances, this is to keep employer records up to date.

Conduct and Dress - Office Environment

Additional clause to include in any employment contract. This clause provides guidelines on what is acceptable wear at work. It also details appropriate wear if there is a "dress down" policy or days.

Corporate Entertainment

Additional clause to include in any employment contract. This clause states the employer should be informed of all proposed corporate entertainment, both offered and received. It also details various forms of entertainment that are not deemed acceptable, for example lap dancing clubs etc.

Gifts and Benefits

Additional clause to include in any employment contract. This states that all gifts received must be notified to the employer and bans anything that could be given as an inducement or bribe.

Intellectual Property Rights

Additional clause to include in any employment contract. This clause states that all intellectual property created at work by any employee belongs to the employer and that it will be assigned to the employer. The definition of "intellectual property" is drafted widely to cover all possibilities. This is an important clause for businesses involved in any form of innovation.

Organisation Protective Clothing & Equipment

Additional clause to include in any employment contract. This clause covers the use of protective clothing and equipment in the workplace. It also states that failure to wear and use the correct equipment is a disciplinary offence.

Organisation Uniforms

Additional clause to include in any employment contract. This clause covers the use of any company uniform where provided by the employer and allows the employer to direct how it should be worn. The clause also includes an opt-out, for example due to religious or cultural reasons.

Relationships within the Workplace

Additional clause to include in any employment contract. This clause covers the difficult area of relationships at work, particularly where one of the parties is more senior to the other. All relationships must be notified to the employer. The employer has the option to relocate one or both of the parties to other departments or if not possible to dismiss.

Right to Search

Additional clause to include in any employment contract. This is an important clause for many businesses in order to prevent or reduce the theft of company property or goods. The clause allows for disciplinary action if an employee unreasonably refuses a request to be searched and action if found in possession of property, this includes dismissal. The employer also reserves the right to report all theft to the police to allow for criminal proceedings.

Complete Communications Policy

This is a complete communications policy for the use of Internet, email, fax and telephone by all workers within an organisation. The use of this policy will guard against the loss of productivity where resources are used for personal purposes. It will also minimise the risk of employers' liability for discrimination claims where, for example inappropriate emails are sent to other workers or third parties.

The policy allows the employer organisation to monitor employees' use of the Internet, email, PCs, office network and intranet (as applicable).

The policy is drafted so that a named individual within the organisation has overall control of the policy and serves as a point of reference. This should either be the head of IT or another member of senior management with some technical experience.

This policy is drafted to comply with the following relevant Acts and Codes:

• The Data Protection Act 1998
• The Employment Practices Data Protection Code, Part 3: Monitoring at Work
• The Telecommunications (Lawful Business Practice) (Interception of Communications) Regulations 2000 (TICR)

CompactLaw regularly updates these guidelines to accurately reflect Internet and legal developments.

Clauses in this agreement:

• Action taken for minor breaches of these guidelines.
• Action taken for serious breaches of these guidelines.
• Correct use and storage of usernames and passwords.
• Internet, email, fax and telephone usage.
• Detailed email etiquette.
• Proper deletion of emails.
• Restriction on use of third party products and software.
• List of file formats that should not be accessed or downloaded, unless work related.
• Sending of faxes, including confidential information sent via fax.
• Acceptable use of landlines, mobile phones and conference calls.

Reasons to buy:

This policy will help to combat the loss of productivity and the expenses incurred where communication tools are misused. It will also reduce the risk of claims against employers, where communication tools have been used to discriminate against or harass other employees or third parties. As an employer this policy is an extremely cost-effective way to limit your risks of such claims.

Alternative Complete Communications Policy

This is a complete communications policy for the use of Internet, email, fax and telephone by all workers within an organisation where Internet and email use is well-established.

The use of this policy will guard against the loss of productivity where resources are used for personal purposes at inappropriate times. It will also minimise the risk of employers' liability for discrimination claims where, for example inappropriate emails are sent to other workers.

This policy sets out detailed provisions that allows use of the Internet during rest or break periods during working hours. This policy also recognises that employees may want to use email for personal use and therefore encourages the use of web based email systems to avoid organisation email accounts being used for personal purposes. This policy allows the employer to monitor use of resources. This policy still prohibits employees from accessing unsuitable websites or services at any time.

The policy is drafted so that a named individual within the organisation has overall control of the policy and serves as a point of reference. This should either be the head of IT or another member of senior management with some technical experience.

This policy is drafted to comply with the following relevant Acts and Codes:

• The Data Protection Act 1998
• The Employment Practices Data Protection Code, Part 3: Monitoring at Work
• The Telecommunications (Lawful Business Practice) (Interception of Communications) Regulations 2000 (TICR)

CompactLaw regularly updates these guidelines to accurately reflect Internet and legal developments.

Clauses in this agreement:

• Action taken for minor breaches of these guidelines.
• Action taken for serious breaches of these guidelines.
• Correct use and storage of usernames and passwords.
• Internet and email usage during work hours and rest or break periods.
• Detailed email etiquette.
• Proper deletion of emails.
• Restriction on use of software.
• Guidelines for transportation of equipment.
• Limitation on personal use of mobile phone.
• List of file formats, devices and utilities that should not be accessed or downloaded.

Reasons to buy:

This policy will help to combat the loss of productivity and the expenses incurred where communication tools are misused. It will also reduce the risk of claims against employers, where communication tools have been used to discriminate against or harass other employees or third parties. As an employer this policy is an extremely cost-effective way to limit your risks of such claims. The policy has been carefully drafted for organisations where the use, particularly of the Internet and email is well-established and where it makes sense to regulate that use, rather than prevent it. This policy will help employers to define the proper use of the organisation's assets, whilst not unduly restricting employees.

Internet and Email Policy

This policy sets out detailed provisions for the proper use of Internet and Email facilities within an organisation and form part of the employment terms. The policy also allows the employer organisation to monitor employees' use of the internet, email, PCs, office network and intranet, (as applicable).

The Internet and Email Policy is drafted so that a named individual within the organisation has overall control of the policy and serves as a point of reference. This should either be the head of IT or another member of senior management with some technical experience.

This policy is drafted to comply with the following relevant Acts and Codes:

• The Data Protection Act 1998
• The Employment Practices Data Protection Code, Part 3: Monitoring at Work
• The Telecommunications (Lawful Business Practice) (Interception of Communications) Regulations 2000 (TICR)

CompactLaw regularly updates policies to accurately reflect Internet and legal developments.

Clauses in this agreement:

• Action taken for minor breaches of policy.
• Action taken for serious breaches of policy.
• Correct use and storage of usernames and passwords.
• Internet and email usage restricted to business use only.
• Detailed email etiquette.
• Proper deletion of emails.
• Restriction on use of third party products and software.
• List of file formats, devices and utilities that should not be accessed or downloaded unless directly related to work.

Reasons to buy:

This policy will help to combat the loss of productivity and the expenses incurred where the Internet and Email are misused. It will also reduce the risk of claims against employers, where either the Internet or Email have been used to discriminate against or harass other employees or third parties. As an employer this policy is an extremely cost-effective way to limit your risk of such claims.

Alternative Internet and Email Policy

This policy sets out detailed provisions that allow use of the Internet during rest or break periods during working hours. These guidelines also recognise that employees may want to use email for personal use and therefore encourages the use of web based email systems to avoid organisation email accounts being used for personal purposes. The guidelines also allow the employer organisation to monitor employee's use of the Internet, Email, PCs, office network and intranet (as applicable). This policy still prohibits employees from accessing unsuitable websites or services at any time.

The Internet and Email Policy is drafted so that a named individual within the organisation has overall control of the policy and serves as a point of reference. This should either be the head of IT or another member of senior management with some technical experience.

This policy is drafted to comply with the following relevant Acts and Codes:

• The Data Protection Act 1998
• The Employment Practices Data Protection Code, Part 3: Monitoring at Work
• The Telecommunications (Lawful Business Practice) (Interception of Communications) Regulations 2000 (TICR)

CompactLaw regularly updates this policy to accurately reflect Internet and legal developments.

This policy is ideal for organisations where internet and email use is well established.

Clauses in this agreement:

• Action taken for minor breaches of policy.
• Action taken for serious breaches of policy.
• Correct use and storage of usernames and passwords.
• Internet and email usage during work hours and rest or break periods.
• Detailed email etiquette.
• Proper deletion of emails.
• Restriction on use of third party products and software.
• Guidelines for transportation and security of portable computers and mobile phones and devices.
• Right to request access to employee's portable computer and mobile phone or devices at any time.
• Limitation on personal use of mobile phone.
• List of file formats, devices and utilities that should not be accessed or downloaded unless directly related to work.

Reasons to buy:

Even in organisations where the use of the Internet and email is well established employees can misuse it, unintentionally or otherwise. If this occurs during work time it is the employer who will suffer any loss of productivity, or worse liability for any related claim. There have been a number of well-publicised cases where employers have had to pay substantial compensation to employees who have suffered harassment due to work colleagues abusing their use of email or internet access. Also where employers have been held liable for emails sent by employees during work time where third parties have suffered damage to their reputations due to the contents of emails. This policy will help to minimise these risks and also guard against breaches of security and other issues.

Data Protection Policy

This Data Protection Policy sets out detailed provisions relating to the collection, use, storage and transmission of employees' data gathered in the workplace. The policy includes the principles of the Data Protection Act 1998 that should be followed by the employer and the proper procedure for handling requests from current and ex-employees for access to data relating to them.

The policy is drafted so that a named individual within the organisation has overall control of the policy and serves as a point of reference. This should normally be the head of personnel or another senior member of management.

Clauses in this agreement:

• Details of personal data collected by the employer.
• Maintenance and accuracy of employee records.
• Security of data.
• External data processing.
• Data collection and processing relating to benefits schemes.
• Equal Opportunities monitoring.
• Employee reviews & appraisals.
• Data transfers outside the European Economic Area.
• Data access & disclosure.
• References.
• External requests for disclosure of data.
• Disclosure to recognised trade unions.
• Employee monitoring.
• CCTV monitoring.
• Medical testing of employees.
• Retention of employee records.

Reasons to buy:

Every organisation that collects and processes either employee or customer data must be registered under the Data Protection Act 1998, no matter where or how the data is held. This policy will help to ensure that you as an employer and your employees handle data correctly and do not commit breaches of the Act. This policy is particularly important now as both customers and employees have become aware of their rights under the Data Protection Act and also as the Information Commissioner has become more proactive in enforcing these regulations.

Data Protection Release Form

This form should be used by an employer to obtain an employee's permission to pass their data to a third-party organisation. For example, where employee data is given to external companies to process payrolls or manage staff benefits.

This document includes:

• Details data protection rules
• Includes a list of data that employees give permission to be released

Equal Opportunities and Anti-Harassment & Bullying Policy

This policy document allows an employer to state their commitment to equal opportunities and to a workplace free from discrimination and harassment, and is drafted to promote good workplace relations. This policy will also help to protect employers against claims of age, sex, race or disability discrimination and bullying in the workplace.

This policy also covers discrimination based on sexual orientation and religion which became law from December 2003 under the Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Religion or Belief) Regulations 2003. This policy also complies with The Employment Equality (Age) Regulations 2006, which became law on 1st October 2006.

The clauses in this policy include:

• Workplace monitoring.
• Employers right to take positive action.
• What constitutes sexual and racial harassment.
• What constitutes bullying.
• Likely action to be taken against those that breach this policy.
• This policy also includes definitions of the following: discrimination, sexual orientation, gender reassignment, religion or religious beliefs, harassment, bullying and victimisation.

Reasons to buy:

Discrimination claims do not have a maximum compensation limit stated by law and so have the potential to be quite large. An employer can also be ordered to pay interest on any compensation award. Without a clear and implemented policy in place any employer runs the risk of an large claim against them. This policy complies with the latest regulations.

Flexible Working Policy

This Flexible Working Policy details employees' statutory rights to apply for flexible working and the duty on employers to consider an application. Use of this policy by an employer will help to protect against claims, including claims for sex discrimination.

Examples of flexible working include, change in working hours, working from home, staggered working hours, flexi-time, time off in lieu, job sharing, shift working / shift swapping, school term time working, voluntary reduced working time and self-rostering.

The clauses in this policy include:

• Qualification for right to apply.
• Timetable for considering an application.
• Appeal procedure if application refused.

Reasons to buy:

Under the Employment Act 2002 employees with 26 or more weeks of continuous employment (at the date of making their application) have the right to request flexible working hours. An employer has a statutory duty to seriously consider any such request. For this reason it is an advantage to have a clear Flexible Working Policy in place.

Grievance and Disciplinary Policy

This Grievance and Disciplinary Policy details the procedures that should be followed by an employer. Following these procedures will minimise the threat of a possible unfair dismissal claim being made against the employer. The policy stresses the importance of an "open door" policy so that the employer and employees can approach matters informally at first in order to resolve them quickly. If this cannot be done the policy specifies detailed provisions for dealing with grievance and disciplinary matters.

Clauses in this agreement:

• Timescales for meetings to discuss employee issues.
• Details of who will discuss matters with employees.
• Details of who will investigate any claims.
• Different procedures based upon seriousness of breach.
• Appropriate action to be taken, depending upon case.
• Length of time disciplinary notes will remain on employee's file.
• Procedures for gross misconduct, suspension and dismissal.
• Procedures for an appeal by an employee.

Reasons to buy:

This policy has been updated to comply with the changes to the grievance and disciplinary requirements brought in under The Employment Act 2008 (Commencement No.1 and Transitional Provisions and Savings) Order 2008, which came into force on 6th April 2009 and brings into force the relevant parts of The Employment Act 2008.

First Written Warning Letter

This letter formally issues an employee with a first written warning following a disciplinary hearing conducted in accordance with an established Grievance and Disciplinary Policy & Procedure. The letter states the date of the hearing and the conduct that has led to the disciplinary hearing.

The clauses in this letter include:

• Reference to the employee's right of appeal
• Reference to the employee's right to be accompanied at any hearing, including appeals
• Details of person to contact within Personnel or Human Resources

Final Written Warning Letter - After Further Misconduct

This letter formally issues an employee with a final written warning following a disciplinary hearing conducted in accordance with an established Grievance and Disciplinary Policy & Procedure. This letter is used where the employee has already previously received a first written warning and their conduct has not improved within the time given to them and they have committed further acts of misconduct. The letter provides the date of the previous and latest hearing and the conduct that has led to the latest disciplinary hearing. The letter also gives the employee one last opportunity to improve within a specified period or be dismissed.

The clauses in this letter include:

• Reference to the employee's right of appeal
• Reference to the employee's right to be accompanied at any hearing, including appeals
• Details of person to contact within Personnel or Human Resources

Final Written Warning Letter - First Serious Misconduct

This letter formally issues an employee with a final written warning following a disciplinary hearing conducted in accordance with an established Grievance and Disciplinary Policy & Procedure. This letter is used where the employee has committed their first breach. However, the seriousness of the breach means that the employer under the Grievance and Disciplinary Policy & Procedure has the right to go straight to a final warning, instead of a first warning. The letter gives the employee an opportunity to improve within a specified period or be dismissed.

The clauses in this letter include:

• Reference to the employee's right of appeal
• Reference to the employee's right to be accompanied at any hearing, including appeals
• Details of person to contact within Personnel or Human Resources

Standard Disciplinary Termination Letter

This is a standard employment termination letter, where the employee is to be dismissed for disciplinary reasons in accordance with an established Grievance and Disciplinary policy. The letter allows for the reasons for dismissal to be stated. The letter specifies the date of termination and that the employee is required to report to work as normal until then and that they will be paid their usual salary until termination.

The clauses in this letter include:

• Date by which all organisation property should be returned and to whom.
• Optional reminder of confidentiality clause within employment contract, (if applicable).
• Details of person to contact if employee has any questions.

Immediate Disciplinary Termination Letter

This is an immediate employment termination letter, where the employee is to be dismissed for serious disciplinary reasons, such as gross misconduct. The dismissal is in accordance with an established Grievance and Disciplinary policy. The letter allows for the reasons for dismissal to be stated. The letter specifies that termination is to be immediate and that the employee will be paid their usual salary due up to the date of the letter.

The clauses in this letter include:

• Immediate return of all organisation property and to whom it should be returned.
• Optional reminder of confidentiality clause within employment contract, (if applicable).
• Details of person to contact if employee has any questions.

Notice Period Leave Disciplinary Termination Letter

This is a standard employment termination letter, where the employee is to be given paid leave during their notice period prior to their dismissal for disciplinary reasons in accordance with an established Grievance and Disciplinary policy. The letter allows for the reasons for dismissal to be stated. The letter specifies the date of termination and that the employee is required to attend work. However, they must make themselves available to assist with answering questions or dealing with any matters which may arise regarding their workload. The letter also contains a reminder that they remain an employee during their notice period and that they may not use their notice period for any other employment.

The period of leave is designed to protect the employer from the employee entering into a competing business or using their existing contacts to lure customers away and is sometimes referred to as "gardening leave" termination. This letter is ideally suited to the termination of senior managerial employees who have access to detailed contacts and commercial information relating to the employer.

The clauses in this letter include:

• Date by which all organisation property should be returned and to whom.
• Optional reminder of confidentiality clause within employment contract, (if applicable).
• Details of person to contact if employee has any questions.

Payment In Lieu Disciplinary Termination Letter

This is a standard employment termination letter, where the employee is to be dismissed for disciplinary reasons in accordance with an established Grievance and Disciplinary policy. The letter allows for the reasons for dismissal to be stated. The letter specifies the date of termination and that the employee will be paid a specified amount in lieu of their contractual notice entitlement.

The clauses in this letter include:

• Date by which all organisation property should be returned and to whom.
• Optional reminder of confidentiality clause within employment contract, (if applicable).
• Details of person to contact if employee has any questions.

Maternity and Adoption Leave Policy

This policy now contains two versions take into account situations where either childbirth or adoption is due before 1st April 2007 and where due on or after 1st April 2007. This is because of changes in the law under the Work and Families Act 2006. Regulations under the Act came into force on 1st October 2006, but relate to births and adoptions on and after 1st April 2007.

This Maternity and Adoption Policy details employees' statutory rights to maternity and adoption leave and the obligations imposed on both the employee and the employer by law.

This policy document also details the rights and obligations regarding adoption leave for both male and female employees. Use of this policy by an employer will help to protect against claims, including claims for sex discrimination.

The clauses in this policy include:

• Qualification and terms for leave for both male and female employees.
• Procedure for notifying employer of pregnancy or intention to take adoption leave.
• Details of ordinary, additional and compulsory maternity leave.
• Details of statutory maternity pay and maternity allowance.
• Extension of maternity leave due to sickness.
• Details of ordinary & additional adoption leave and statutory adoption pay.
• Contractual rights and obligations during both maternity and adoption leave.
• Procedure for notifying employer of intention to return to work after leave.

Reasons to buy:

There have been major changes to maternity rights and rights for those adopting children under the Employment Act 2002. As the regulations have become more complex all employers should have a clear written policy to follow. This will help to avoid any possible discrimination claims. Please note that discrimination claims do not have a maximum compensation limit stated by law and so have the potential to be quite large.

Adoption Leave Notification - Statutory Adoption Pay

Please note that this form is for employees who will receive the statutory minimum in terms of adoption pay.

The form requires details of when the child is expected to be placed with the employee for adoption and when the employee wishes to commence their adoption leave. The employee must also provide copies of the matching certificate and confirmation of the placement from the adoption agency. Please note that statutory provisions relating to adoption rights are the minimum, some contracts of employment allow for more generous terms. If so the employee has the right to rely upon the more generous contractual terms.

The clauses in this form include:

• The name and address of the adoption agency
• Details of the child being adopted
• Date the employee received notification that they had been matched with the child for adoption

Adoption Leave Notification - Contractual Adoption Pay

Please note that this form is for employees who will receive contractual adoption pay, above the level of statutory adoption pay.

The form requires details of when the child is expected to be placed with the employee for adoption and when the employee wishes to commence their adoption leave. The employee must also provide copies of the matching certificate and confirmation of the placement from the adoption agency.

Please note that statutory provisions relating to adoption rights are the minimum, some contracts of employment allow for more generous terms. If so the employee has the right to rely upon the more generous contractual terms.

The clauses in this form include:

• The name and address of the adoption agency
• Details of the child being adopted
• Date the employee received notification that they had been matched with the child for adoption

Maternity Leave Notification - Statutory Maternity Pay

Please note that this form is for employees who will receive the statutory minimum in terms of maternity pay.

An employee must give her employer notice of when she intends to take maternity leave and provide a signed maternity certificate as proof. The employer can ask for written notice; this letter is intended to be used by an employee for this purpose.

All female employees are entitled to 26 weeks' Ordinary Maternity Leave and 26 weeks' Additional Maternity Leave.

There are additional conditions for those entitled to receive Statutory Maternity Pay during their period of Ordinary Maternity Leave. For further details please see the Maternity section of our employment guide.

Please note that statutory provisions relating to maternity rights are the minimum, some contracts of employment allow for more generous terms. If so the employee has the right to rely upon the more generous contractual terms.

The clauses in this letter include:

• Request for the name and position of medical person who gave certificate
• Date employee intends to start maternity leave
• Expected week of childbirth

Maternity Leave Notification - Contractual Maternity Pay

Please note that this form is for employees who will receive contractual maternity pay, above the level of statutory maternity pay.

An employee must give her employer notice of when she intends to take maternity leave and provide a signed maternity certificate as proof. The employer can ask for written notice; this letter is intended to be used by an employee for this purpose.

All female employees are entitled to 26 weeks' Ordinary Maternity Leave and 26 weeks' of Additional Maternity Leave.

There are additional conditions for those entitled to receive Statutory or Contractual Maternity Pay during their period of Ordinary Maternity Leave. For further details please see the Maternity section of our employment guide.

Please note that statutory provisions relating to maternity rights are the minimum, some contracts of employment allow for more generous terms. If so the employee has the right to rely upon the more generous contractual terms.

The clauses in this letter include:

• Request for the name and position of medical person who gave certificate
• Date employee intends to start maternity leave
• Expected week of childbirth

Notification of Variation of Maternity Leave Commencement Date

A short letter to be used by an employee to notify an employer of their intention to vary their start date for Maternity Leave.

Notification of Variation of Maternity Leave Return Date

A short letter to be used by an employee to notify an employer of their intention to vary their date of return from Maternity Leave.

Parental and Paternity Leave Policy

This Parental and Paternity Leave Policy details employees' statutory rights to parental and paternity leave and the obligations imposed on both the employee and the employer by law. This document provides employers with an up to date and effective policy, which can be quickly and easily implemented within the workplace.

The clauses in this policy include:

• Detailed provisions on entitlement to parental leave for male and female employees.
• Detailed provisions on entitlement to paternity leave for male employees.
• Procedure for notifying employer of intention to take leave.
• Contractual rights and obligations during period of leave.
• Procedure for notifying employer of intention to return to work.

Reasons to buy:

There have been changes to both parental and paternity rights under the Employment Act 2002. These rights are a key part of the latest legislation on work / life balance. It is vitally important that employers understand these new rights and ensure they are implemented within their organisations.

Redundancy Policy

This Redundancy Policy provides employers with detailed procedures to follow when making employees redundant; so avoiding possible unfair dismissal claims. The policy also provides employees with information regarding the procedures that will be followed, this helps to avoid uncertainty.

This Policy complies with the latest age discrimination legislation - The Employment Equality (Age) Regulations 2006.

The clauses in this policy include:

• Detailed statutory definition of redundancy and pay.
• Employee criteria for claiming statutory redundancy pay.
• Redundancy consultation and where legally required.
• Possible selection criteria for redundancy.
• Form of notice of dismissal.
• Possible provision of alternative work.
• The option of voluntary redundancy.
• Appeal procedure by employees.

Reasons to buy:

Having a redundancy policy in place will provide an employer with a clear framework to carry out any redundancies. Such a policy also provides employees with clear notice of how any redundancy would be undertaken.

Redundancy Letter - offer of alternative employment

This letter is to confirm an employee's redundancy, but also to make an offer of alternative employment.

Redundancy Letter - no offer of alternative employment

This letter is to confirm an employee's redundancy, and where no offer of alternative employment is made. The letter also sets out details of the redundancy, including the payments to be made.

Retirement Policy

This Retirement Policy details the latest procedures for retirement, whereby the employee (not the employer) gives notice of when they wish to retire.

This policy complies with the changes under The Employment Equality (Age) Regulations 2006 and The Employment Equality (Repeal of Retirement Age Provisions) Regulations 2011.

The clauses in this policy include:

• Policy Statement
• Definitions
• Retirement Age
• Notification of Retirement
• Date of Implementation
• Questions
• Alterations

Reasons to buy:

The law changes regarding retirement now mean that most employees give notice of their intention to retire, not employers. It is important to have a correct and up to date policy in place.

Retirement Letter 1

Letter from the employee to the employer informing employer of the employee's intended retirement date.

Retirement Letter 2

Letter from the employee to the employer requesting permission to withdraw notice of retirement.

Retirement Letter 3

Letter from employer to employee refusing the employee's request to withdraw their retirement notice.

Retirement Letter 4

Letter from employer to employee accepting the employee's request to withdraw their retirement notice.

Retirement Policy for employers with a justified retirement age

This version of the Retirement Policy details an employer's procedures for retirement where the employer has a "justified retirement age", because of the nature of the work undertaken by the employees.

For example where a job requires a certain level of fitness, such as the emergency services or mental ability, for example air traffic controllers.

This policy complies with the changes under The Employment Equality (Age) Regulations 2006 and The Employment Equality (Repeal of Retirement Age Provisions) Regulations 2011.

The clauses in this policy include:

• Policy Statement
• Definitions
• Retirement Age
• Retirement Age
• Retirement Rights
• Retirement Meeting
• Appeals
• Date of Implementation
• Questions
• Alterations

Reasons to buy:

Some employers are allowed to have a fixed retirement age, as long as it can be justified. However, these employers must use this retirement policy and set of letters.

Retirement Letter 1

Letter informing employee of their retirement date.

Retirement Letter 2

Letter informing employee of a meeting to discuss their request not to be retired.

Retirement Letter 3

Letter following refusal of an employee's request not to be retired.

Retirement Letter 4

Letter following acceptance by an employer of an employee's request not to be retired.

Retirement Letter 5

Letter to an employee notifying them of the result of appeal against decision to be retired.

Sickness and Absence Policy

This Sickness and Absence Policy provides employers with detailed guidance regarding statutory sick pay, contractual issues and procedures relating to sickness, absence and parental leave in the workplace.

Clauses in this agreement:

• Procedure for notifying employer when sick.
• Details of statutory and contractual sick pay provisions.
• Details of statutory and contractual issues relating to parental leave.
• Medical certificates and reports for absent employees.
• Return to work interviews.
• Time off due to bereavement.
• Time off due to emergencies within immediate family.
• Time off due to long-term sickness.

Reasons to buy:

Sickness and absence is a major cost burden for all employers, regardless of organisation size. This policy puts employees on notice of their obligations to their employer. It also gives employers a detailed reference point for the procedures that should be followed.

Sickness Self-Certification Form

This is a standard self-certification form which is usually completed by an employee on their return to work.

The clauses in this form include:

• Full instructions for completion
• Dates for period of sickness
• Space for sickness details
• Declaration by employee
• Counter-signed by manager

Compromise Agreement

This Compromise Agreement is to agree terms between an employer and an employee or recent ex-employee to prevent a claim proceeding to an employment tribunal hearing. The agreement complies with the legal requirements for an employee to have independent legal advice regarding the details of their compromise agreement.

The agreement is clearly marked "without prejudice" and "subject to contract" to prevent an employee subsequently using evidence of an offer at an employment tribunal or court, should an agreement not be reached between the employer and them.

Clauses in this agreement:

• Date of termination.
• Pay and expenses owed to the employee.
• Compensation agreed between employer and employee.
• Confirmation that employee has received independent legal advice.
• Whether employer will make a contribution to employee's legal costs.
• Duty on employee to return all organisation property.
• Post-termination duties imposed on employee, including confidentiality and non-competition.

Reasons to buy:

A detailed Compromise Agreement will cover all the points of a proposed settlement between an employer and an employee (or ex-employee). For the employee it is an opportunity to seek outside legal advice. For the employer it is a very cost-effective way to negotiate a settlement and avoid the time, expense and possible negative publicity of an employment tribunal hearing.

Public Interest Disclosure (Whistleblowing) Policy

This Whistleblowing Policy establishes a clear policy within your organisation to ensure compliance with the Public Interest Disclosure Act 1998. The Public Interest Disclosure Act 1998 provides all employees with employment protection if they disclose information of wrongdoing within their organisation. The policy requests that any such information should be disclosed internally first to a suitable member of the management. The policy goes on to detail protection given to employees who disclose such information. The policy also states that disciplinary action will be taken against those employees who seek to prevent or cover-up any such disclosure. As a safeguard the policy also provides for disciplinary action against employees who knowingly make false disclosures.

Clauses in this agreement:

• Statement of employees legal duty to disclose information of wrongdoing.
• List of what constitutes wrongdoing.
• Instructions on reporting.
• Investigation of reports.
• Protection for disclosing party.
• Disciplinary action for knowingly making false disclosures.

Reasons to buy:

All organisations should have such a policy in place to show that they comply with the Public Interest Disclosure Act 1998.

Working Time Regulations 48-Hour Rule Opt Out

Under the Working Time Regulations 1998 an employee does not have to work more than an average of 48 hours per week, (this includes overtime). This agreement allows both the employer and employee to opt-out of this restriction. Under the law this is a voluntary opt-out by the employee, the employee cannot be forced to opt-out. Also the employee can end the agreement unilaterally on giving a maximum of 3 months' notice to the employer.

The employer must get each individual employee to sign an opt-out agreement. Two copies of this agreement should be printed and signed. Both the employee and employer should retain signed originals. The employer's copy should be kept on the employee's personnel file. The employer also needs to keep a record of all employees who have agreed to opt-out.

The clauses in this agreement include:

• Introduction and background explanation of the law
• Clear statement that opt-out is voluntary
• No disciplinary action or dismissal for those that refuse to opt-out