Employment law

Letter inviting consultation in accordance with TUPEThe TUPE legislation requires that you undertake consultation with recognised trade unions or elected employee representatives prior to the TUPE transfer taking place. You have to provide them with ... Read more

TUPE election for pre-transfer consultationOur TUPE election for pre-transfer consultation can be issued by a transferee to a transferor in a TUPE situation where mass redundancies are proposed post-transfer in order to start the collective redundanc... Read more

Conversion of sickness absence to holiday formOur form enables you to agree to an employee taking their recent short-term sickness absence as annual leave, if that's what they would rather do so that they receive full pay rather than SSP only. However... Read more

TUPE request for details of proposed measures letterUse our letter to ascertain what measures the transferee envisages taking in relation to affected employees in a TUPE transfer situation - you'll need this information to be able to inform and consul... Read more

Letter refusing choice of companionUse our letter refusing choice of companion to decline a worker's request to be accompanied at a disciplinary or grievance hearing where they have purported to select someone who falls outside the statutory categorie... Read more

Frustration of contract letterOur frustration of contract letter is only for use in limited circumstances usually related to the long-term imprisonment of an employee. Be aware that the courts don't generally like the concept of frustration being appl... Read more

Informal meeting request Our letter will assist you in arranging an informal meeting with an employee to discuss your concerns with their performance or conduct. Use it where the issues are minor so that an informal approach is the best way to start.... Read more

Letter rescheduling disciplinary hearingUse our letter if you need to postpone a scheduled disciplinary hearing or if you are agreeing to an employee's request to postpone. It's reasonable to reschedule if the employee has valid grounds for their reque... Read more

Dismissal with notice letter (misconduct)If you've followed the warnings procedure to its natural conclusion, it means that a dismissal is going to be inevitable, but again only after a disciplinary hearing. When you want to confirm a dismissal on gro... Read more

Dismissal without notice letter (gross misconduct)If, after a disciplinary hearing, you take the decision to dismiss the employee because they've committed an act of gross misconduct, such as theft or violence, you will need our dismissal without noti... Read more