[Insert name and address of client] Private and confidential Dear [insert name] New data protection privacy notices I enclose a data protection privacy notice. Please read the notice carefully and keep it in a safe place as it contains important information about: • who collects personal data about you; • what data we collect and how

[ To be typed on headed notepaper of employer or the text sent as an email ] [Date] Dear [insert name of employee], Introducing [insert name of employer]’s new hybrid working policy Having canvassed the views of staff and people managers through surveys and consultation with you and your [trade union] representatives, I am delighted to announce that the Company [has decided to trial OR is introducing] hybrid working in accordance with a new hybrid working policy. [This trial is designed to assess whether hybrid working arrangements will OR Our hybrid working arrangements are designed to] provide staff with a better work/life balance, increase flexibility and job satisfaction, enhance productivity and performance, and help us to put our ‘physical’ time in the workplace to better use. [The hybrid working arrangements set out in the policy are informal in nature and will not involve any change to the terms and conditions of your employment. Changes will be implemented consistently, with consultation where appropriate. We may terminate these arrangements at any time on reasonable notice, in which case you will

UPDATE: This Precedent relates to the original version of the CJRS. It has been archived and is no longer maintained. For information on the extended CJRS that applies between 1 May and 30 September 2021, see Practice Note: Coronavirus Job Retention Scheme (extended version 1 May to 30 September 2021) [Archived]. For a Precedent suitable for use in relation to the extended CJRS, see Precedent: Letter—from employer to employee regarding flexible furlough arrangements (extended CJRS 1 May to 30 September 2021) [Archived]. [ To be typed on headed notepaper of employer ] [Date] Dear [insert name of employee], Re: [insert name of employer] (the Company) I refer to our discussions on [date], when I explained that[ there has been a sudden and significant downturn in our business due to the coronavirus (COVID-19) outbreak OR the Company is unable to operate normally due to the restrictions which the government has implemented in relation to the coronavirus (COVID-19) outbreak].[ Set out details of the effect this is having on the organisation,

[To be typed on employer’s headed notepaper] [Enter name and address of employee] [Enter date] by hand Dear [enter name] Garden leave I refer to [[enter name of Employer]’s letter to you dated [enter date of notice letter from Employer] OR your letter to [enter name of Employer] dated [enter date of notice letter from employee]], terminating your employment by giving [enter notice period, eg six months’] notice in writing. [Further to the meeting held on [enter date][, at which you were accompanied by [insert name],] [ and our conversation earlier today,] ]I write to [notify you OR confirm] that [enter name of Employer] has decided to exercise its right (under clause [enter clause number of provision dealing with garden leave] of your [service agreement OR contract of employment] dated [enter date] (referred to in this letter as the [‘Service Agreement’ OR ‘Contract’]) to place you on ‘garden leave’, by giving you this written notification.[ This letter also refers to various other terms as defined in the [Service Agreement

UPDATE: The CJRS ended on 30 September 2021. This Precedent has been archived and is no longer maintained. For further information on the extended CJRS, see Practice Note: Coronavirus Job Retention Scheme (extended version 1 May to 30 September 2021) [Archived]. [ To be typed on headed notepaper of employer ] [Date] Dear [insert name of employee], Re: [insert name of employer] (the Company) Thank you for confirming, in response to my letter dated [date], that you agree to being placed on furlough under the Coronavirus Job Retention Scheme (CJRS) and consent to the temporary changes to your contract of employment dated [insert date](Contract) and your terms and conditions of employment. [ [FULL-TIME OR PART-TIME EMPLOYEE WHOSE BASIC PAY DOES NOT VARY:] I am writing to confirm that the Company has made a claim to HMRC under the CJRS in respect of your wage costs for the [insert

UPDATE: The CJRS ended on 30 September 2021. This Precedent has been archived and is no longer maintained. For further information on the extended CJRS, see Practice Note: Coronavirus Job Retention Scheme (extended version 1 May to 30 September 2021) [Archived]. [ To be typed on headed notepaper of employer ] [Date] Dear [insert name of employee], Re: [insert name of employer] (the Company) I refer to our discussions on [date], when I explained that [the significant downturn in our business due to the coronavirus (COVID-19) pandemic continues OR the Company continues to be unable to operate normally due to the restrictions which the government has implemented in relation to the coronavirus (COVID-19) pandemic].[ Set out details of the effect this is having on the organisation, eg whether they are operating at all, or on a much-reduced basis etc.] 1 As I explained during our discussions, having reviewed its position, the Company has concluded that, in order to maintain our workforce and keep the business running for the immediate

[ To be typed on headed notepaper of employer ] [Date] Dear [insert name of employee], Re: Your hybrid working arrangements with [insert name of employer] (the Company) Further to our recent discussions, I am pleased to confirm that your application to opt in to hybrid working has been accepted. This means that, with effect from [insert date], you will move to a hybrid working arrangement in accordance with the Company’s [hybrid working policy], which sets out further details about how these arrangements operate in practice.[ These new arrangements will replace your existing remote working arrangements.] [As mentioned previously, the hybrid working arrangements set out in the policy are informal in nature and will not involve any change to the terms and conditions of your employment. We may terminate these arrangements at any time on reasonable notice, in which case you will revert to your previous working arrangements.] We have agreed that: • you will work[ a minimum of] [two] day[s] a week (ie [40]% of your weekly working time), including [insert required day(s) eg Tuesday and Thursday],

[ To be typed on headed notepaper of employer ] [Date] Dear [insert name of employee], Re: Your hybrid working arrangements with [insert name of employer] (the Company) Further to your application dated [insert date] and our recent discussion, I write to confirm that your application to opt in to hybrid working has regrettably not been accepted. [Your application has been rejected because your current role, [insert details of role], has not been designated as potentially appropriate for hybrid working, as required under the Company’s [hybrid working policy]. Accordingly, you are not eligible to apply to opt in to hybrid working under the policy at this time. OR Your application for hybrid working was considered taking into account the factors set out in the Company’s [hybrid working policy] that the Company considered relevant. Your application has been rejected because: [set out details; see suggestions

[ To be typed on headed notepaper ] [insert date] Dear [insert name] Re: Your mobilisation with the Reserve Forces: employment arrangements We have received a copy of the call-out notice from the Ministry of Defence (MOD) setting out the date of your mobilisation for service with the Reserve Forces ([insert date]) and its likely duration ([insert number] months). I can confirm that we will not be applying for the deferral or revocation of your mobilisation, or for an exemption from your liability to be called out. However, please let us know if you decide to make such an application yourself. We set out below the employment-related arrangements which will apply before and during your period of whole-time service with the Reserve Forces (which includes your period of mobilisation, demobilisation and post-operational leave), and what will happen afterwards. I would also recommend that you read carefully the call-out pack that you will have received from the MOD, which contains useful information on these matters. During your whole-time service, you will not be employed by the Company.[ As

[ To be typed on headed notepaper ] [insert date] Dear [insert name] Re: Your mobilisation with the reserve forces: application for [deferral OR revocation OR exemption] We have received a copy of the call-out notice from the Ministry of Defence setting out the date of your mobilisation for service with the Reserve Forces ([insert date])

[To be typed on headed notepaper of the new employer’s solicitors] Strictly private and confidential—to be read by addressee only [Insert name of employer’s solicitors] [Insert address of employer’s solicitors] [Insert date] [By hand OR By email] Dear [insert name of employer’s solicitors] Our client: [Enter name of New Employer]; Your client: [enter name of Employer] We are instructed by [enter name of New Employer] in relation to your letter dated [enter date], received by our client on [enter date]. [Enter name of Employee]’s employment with [enter name of Employer] [Respond here to the details set out in the letter before claim of the Employee’s employment with the Employer, including the date the employment commenced, the Employee’s role and responsibilities, exposure to confidential information and trade connections] [Respond here to the details set out in

[To be typed on headed notepaper of the Transferee] [Insert address of appropriate representative, transferring individual or Secretary of State] [Insert date] Dear [insert name of recipient] Notice of cancellation of election to carry out pre-transfer redundancy consultation As you will be aware from our letter dated [enter date of letter