This letter can be sent to the participants of mediation outlining that mediation failed to resolve the dispute. This letter will outline the next steps.

This letter can be sent to the participants of a mediation process. This letter outlines that mediation was successful and details the points which were agreed at mediation.

This letter can be sent to an employee who has agreed to mediation to attempt to resolve an outstanding dispute. This letter outlines the details of when and where the mediation will take place.

This letter can be sent to an employee where mediation is considered an appropriate option for resolving a dispute. This letter outlines the process of mediation and requests the employee to sign and return a copy either agreeing to or rejecting the process.

This letter can be sent to an employee who is undergoing fertility treatment, offering them the support of the organisation. This letter also explains to the employee that they can take time from their annual leave, or that the organisation is giving them additional paid leave on top of their annual leave entitlement while they undergo fertility treatment

This letter confirms to the employee that the organisation has received their MATB1 form, and asks the employee to confirm what date they intend to commence their maternity leave

This letter can be used in response to a pregnant employee submitting a holiday request. This letter contains several options based on whether the request is being approved for holidays before maternity leave starts, approved after maternity leave starts, or if the holiday request has simply been refused

This letter can be sent to an employee that is currently on maternity leave to inform them of changes in the workplace that might affect her upon her return to work

This letter should be sent to an employee who has failed to return to work following their maternity leave, and informing them that their absence is now being treated as unauthorised absence

This letter can be sent to an employee as an abridged summary of the organisations maternity leave policy and their maternity pay entitlements

This letter should be sent to a new mother to outline the arrangements the organisation have put in place to facilitate her on her return to work, particularly in relation to breastfeeding arrangements

This letter informs a pregnant employee that, due to them not accepting an alternative role, which was decided after a risk assessment, they must be placed on medical suspension to protect the employee and their unborn child

This letter should be sent to an employee in order to confirm with the employee the date that they will return to the workplace

This letter informs a new mother that, due to them not accepting an alternative role, which was decided after a risk assessment, they must be placed on medical suspension to protect the employee and their baby

This is a letter confirming to an employee that their request for a phased return to work following maternity leave has been granted. The letter should include the specific details of the phased return schedule

This letter provides comprehensive information regarding maternity pay to an employee who has notified the organisation of pregnancy.

This letter can be sent to an employee who is absent due to pregnancy related illness, notifying her that her maternity leave will automatically begin if she has not recovered by the 4th week before expected childbirth. The letter asks the employee to keep the organisation informed as to her wellbeing

This letter can be sent to an employee who has requested changes to their role following maternity leave. This letter provides a number of options either approving the change permanently, approving the leave on a temporary basis or offering a trial first.

This letter can be sent to a pregnant employee following a risk assessment. This letter outlines requests to meet the employee to discuss the risk assessment.

This letter should be sent to an employee who has given birth to their child earlier than expected. This letter offers congratulations on behalf of the organisation, and informs the employee that their maternity leave has now been triggered, beginning from the day after childbirth

This letter can be sent to an employee who is due to go on maternity leave. This letter requests a meeting with the employee to discuss her leave, her return to work dates, annual leave and any other questions.

This letter should be sent to notify an employee that, since their absence is related to their pregnancy, their maternity leave has automatically been triggered

This letter explains to an employee how a keeping in touch day will be coordinated, and this letter also highlights the employees statutory rights regarding how many keeping in touch days are permitted

This letter can be sent to an employee who wishes to end her maternity leave early and return to work. This letter offers 2 options either granting or declining the request. It is important to note that the request can only be declined in the case that the employee has not provided the required notice.

This letter can be sent to an employee who wishes to change her maternity leave start date. This letter provides 2 options either granting or declining the request.

This letter should be sent to an employee to explain to them that due to either a government increase or the organisation conducting a salary review, their statutory maternity pay has been amended

This letter can be sent to an employee who has requested a change to their hours of work following their maternity leave. This letter can be sent to an employee following a meeting confirming that their request has been granted. This letter outlines to the employee that the change represents a permanent change to the terms and conditions of their employment.

This letter can be sent on behalf of the organisation to offer condolences to an employee who has suffered a miscarriage or still birth.

This letter can be sent to an employee who is due to return to work from maternity leave. This letter invites the employee to a meeting prior to their return to discuss the return to work. It is good practice for an employer to meet with an employee prior to her return to work.

This letter can be sent to a employee who has suffered a miscarriage after 24 weeks of pregnancy. This letter outlines the employee’s entitlements. An employee who suffers a miscarriage after 24 weeks is entitled to maternity leave.