Agreement to opt out of the Working Time Directive - £35

Employment Contracts

Employment agreement - £250

Employers should use this document to create an employment agreement when taking on new members of staff. This agreement must be given to the employee within two months of starting. Failure to provide employees with a written statement of employment within two months is unlawful. This agreement covers issues such as sick pay and incapacity, holiday entitlements, lay-offs, pension schemes, references, medical reports, company cars, restrictive covenants, disciplinary procedures, confidentiality, share option schemes, home working, teleworking and part-time working, among others. This agreement should be used in conjunction with an employee handbook (such as the one above) containing more detailed HR and employment policies.

  

Employment statement - £150

This document prepares a set of standard terms and conditions of employment. It is designed for use by employers who wish to have a very simple employment contract in place for a junior member of staff. By law, all employees must receive written particulars of the terms of their employment within two calendar months. It is recommended that you use this employment statement in combination with an employee handbook (such as the one above).

  

Fixed-term employment agreement - £250

Employers should use this document to create a fixed-term employment contract when they wish to take on an employee for a period which ends when a specified date is reached, when a specified event has occurred or when a specified task has been completed. The agreement must be provided to the employee within two months of their start date. The agreement deals with the job description and other related matters such as holiday entitlement, salary, sickness, inventions, disciplinary procedures and confidentiality. It is recommended that you use this agreement in combination with an employee handbook (such as the one above).

  

Statement of changes in terms of employment - £95

This document will create a written statement confirming the changes made to an employment contract or statement of particulars. There are certain changes which, by law, must be confirmed in writing and others where it is not required; however, it is considered to be best practice to do so to protect the interests of both the employer and employee. The employee is required to sign this statement, confirming their consent to the change, to help protect the employer against potential claims.

Work experience involves a placement in which a person carries out a range of tasks and duties, more or less as would an employee; however the emphasis is on the learning aspects of the experience and the person is not paid. Work experience is often undertaken in the summer before starting university, during university holidays or as part of a gap year. Please note: Due to additional regulatory requirements, this document is not suitable for use for students who are still at school, or who are under the mandatory school leaving age (16).

  

Consultancy agreement - £250

When a company engages the services of a consultant – whether a private individual or limited company – this document should be used to draw up the terms of the consultancy. Whilst it includes clauses covering remuneration, obligations and notice, it does not constitute a contract of employment. However, failure of either party to honour the terms of the agreement could lead to claims of breach of contract or negligence. The agreement also deals with the issue of copyright. Note that this document is not suitable for consultants working in the health and care industry or who would have contact with children or vulnerable adults.

  

Hiring Staff - Job offer letter - £35

Use this document to create a suitable offer letter when making a job offer to a prospective employee. This offer letter should be a summary of the key parts of the full employment documents, i.e. an employment agreement or employment statement, which must be provided to an employee within two months of starting. The letter also requests the prospective employee to provide the correct documentation to prove their right to work in the UK prior to commencing their employment - to help protect your business from liability.

  

Discipline and Dismissal

Employee disciplinary appeal hearing letter - £35

This document creates a letter to an employee asking him or her to attend a formal disciplinary appeal meeting after the employee has appealed a decision taken at a disciplinary meeting to take disciplinary action against him or her. It is designed for general use. The employee is invited to attend the appeal meeting to reconsider or review the allegations made against the employee and/or the disciplinary action taken.

  

Employee disciplinary meeting letter - £35

Use this document to create a letter to an employee asking them to attend a formal disciplinary meeting. The letter is designed for general use. At the meeting the employee will be able to explain his or her conduct. After the meeting you should formally notify the employee of the decision that was made.

  

Employee disciplinary meeting outcome letter - £35

Use this document to create a letter to notify your employee of the outcome of a disciplinary meeting. The decision can be that no disciplinary action be taken, or that an oral warning be given, or that a written warning or a final written warning be given. If the decision of the disciplinary meeting was to dismiss the employee following repeated disciplinary action, then you should use our document 'Employee dismissal letter following previous disciplinary action' rather than this document. If the decision is to summarily dismiss the employee on account of their gross misconduct, you should use our document 'Employee dismissal letter for gross misconduct'.

  

Employee dismissal letter after previous disciplinary action and an appeal hearing - £35

Use this letter to dismiss an employee after he/she has appealed a decision to dismiss made at a disciplinary meeting, but the decision following the appeal hearing is still to dismiss. If the decision after the appeal hearing is not to dismiss, use our document ‘Employee formal appeal hearing letter’ instead of this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct, you will have to use our document 'Employee dismissal letter for gross misconduct after an appeal hearing'. Please note that in order to use this letter, the employee must have been the subject of repeated disciplinary action due to their poor performance and/or professional misconduct and must have been dismissed using a valid disciplinary and dismissal procedure.

  

Employee dismissal letter following previous disciplinary action - £35

Use this document to create a dismissal letter to an employee following previous disciplinary action and a final disciplinary meeting. This letter is the final step in the disciplinary process where the employee has previously been given at least two written warnings and has had previous meetings to discuss the matter and to give excuses and reasons. If, on the other hand, you are summarily dismissing on account of gross misconduct, you should use the 'Employee dismissal letter for gross misconduct' document instead of this one.

  

Employee dismissal letter for gross misconduct - £35

In cases where an employer needs to immediately dismiss an employee on account of gross misconduct, this letter should be used. Gross misconduct might include such actions as physical violence, extremely serious insubordination, serious incapacity through an excess of alcohol or drugs. This letter must be used in accordance with a valid disciplinary and dismissal procedure.

  

Employee dismissal letter for gross misconduct after an appeal hearing - £35

This letter should be used when an employee has appealed a decision to dismiss on account of gross misconduct and the decision of the meeting is still to dismiss. At this appeal hearing the employee should have been given the opportunity to explain his/her conduct and why the disciplinary action taken should not have been implemented. Please note that if the employee has been successful in appealing against a dismissal, you should use our 'Employee formal appeal hearing letter' instead of this letter to formally notify the employee of the result of the appeal hearing. If the decision following this meeting is to dismiss but not on account of gross misconduct, you will have to use our document 'Employee dismissal letter after previous disciplinary action and an appeal hearing', rather than this one.

  

Employee formal appeal hearing outcome letter - £35

Use this document to send a letter to your employee following a formal appeal hearing. The letter will inform them of the outcome of the meeting, which can include that no disciplinary action be taken, that your employee receive an oral warning, a written warning or a final written warning. If the decision following this meeting is to dismiss, you will have to use the 'Employee dismissal letter after previous disciplinary action and an appeal hearing' document, rather than this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct, you will have to use the 'Employee dismissal letter for gross misconduct after an appeal hearing' document.

  

Employee suspension letter pending investigations of allegations - £35

Use this letter to formally suspend an employee while you conduct an investigation into allegations made against him or her. It is designed to temporarily remove an employee from his or her post when that employee's continued presence in the workplace may involve risk, danger or embarrassment or may be prejudicial to good discipline. Note that suspension is not a punishment and, as such, there should be no loss of normal pay or pension entitlement.