This letter should be sent to an employee who has appealed against the outcome of their grievance, informing them that a decision has been made in relation to their appeal.

This letter should be sent to an employee who has appealed against the outcome of their grievance. The purpose of this letter is to invite them to attend an appeal meeting, so that the grounds for their appeal can be considered.

This letter should be sent to a former employee who has raised a grievance after they have left the organisation. This letter informs the former employee that their concerns are being investigated, and they will receive correspondence in due course.

This letter should be sent to an employee who has an outstanding grievance, but wants to raise another related grievance. This letter informs the employee that the second grievance will be dealt with simultaneously.

This letter should be sent to an employee who has retracted their grievance. This letter contains options for two approaches, the first option is to accept the retraction and stop investigating. The second option is to continue with the investigation due to the serious nature of the allegations.

This letter should be sent to an employee who has raised a formal grievance, informing them of the outcome of their grievance.

This letter should be sent to an employee who has been invited to a grievance meeting so that their grievance could be heard, but failed to attend the meeting. The letter includes two separate courses of action, depending on whether this is the first time they have failed to attend, or if they have failed to attend on multiple occasions.

This letter should be sent to an employee who has had a grievance raised against them by a colleague, inviting them to attend an investigation meeting and to provide their version of events.

This letter should be sent to an employee who was named as a witness by their colleague that has raised a grievance. This letter invites the witness to attend a meeting to gather their account on the matters raised in the grievance.

This letter should be sent to an employee who it is believed has information which could be useful when carrying out a grievance investigation. This letter invites the employee to attend an investigation meeting, in order to provide the information that they have.

This letter should be sent to an employee who has had a grievance raised against them by a colleague. This letter is to inform them that a grievance has been raised against them, and reiterate to them at this point that this is not implying any guilt.

This letter should be sent to a staff member that has raised a formal grievance. The purpose of this letter is to invite the staff member to attend a formal meeting to discuss the nature of their grievance.

This letter should be sent to a staff member that has raised a grievance and has agreed to resolve their grievance following an informal meeting.

This letter should be sent to a staff member that has raised an informal grievance. This letter serves to invite the staff member to a meeting in order to discuss their concerns in an informal setting.

This letter should be sent to a staff member that has raised a grievance, informing them that their request has been acknowledged and that an investigation will launch in due course.

This document outlines to employees the organisations grievance policy, including how to raise a grievance, details of how investigations are carried out, and how the data relating to the grievance will be stored.

This letter should be issued to an employee that who has either given or been given notice of termination of employment, informing them that they will be placed on garden leave as opposed to working out their notice

This contract clause should be included in each employees contract of employment, explaining the organisations policy on garden leave, and the employees obligations if they are placed on garden leave

This letter declines a request for force majeure leave if it does not meet the leave requirements.

This letter authorises a spell of force majeure leave.

This form documents a request for force majeure leave, which is normally done retrospectively.

This policy outlines an employee’s entitlement to force majeure leave which is 3 days in 12 months and 5 days in 36 months.

This how to guide explains how a flexible working request should be handled, including advice on meetings that should be held with employees and criteria that should be considered when considering the request

This script should be used by the chair of a flexible working appeal meeting. This script provides guidance on how to carry out such a meeting, including some examples of questions that could be asked.

This script should be used by the chair of a flexible working meeting. This script provides guidance on how to carry out such a meeting, including some examples of questions that could be asked.

This letter should be sent to an employee who has submitted a request for flexible working, but did not provide all of the necessary information. This letter asks the employee to provide this missing information.

This letter should be sent to an employee who has underwent an unsuccessful trial period of flexible working. The letter informs the employee that they will now be required to revert back to their original working arrangment.

This letter should be sent to an employee who has underwent a successful trial period of flexible working, to inform them that the arrangment will be made permanent.

This letter should be sent to an employee who has request a flexible working arrangement to inform them that there has been a delay in the decision making process in relation to their application.

This letter should be sent to an employee who is due to attend a flexible working meeting which now must be rescheduled. This letter provides an alternative time/date to hold the meeting.