[Insert date] Dear [insert name of employee] [We acknowledge receipt of your request for a written statement of the reasons for your dismissal.] The reason(s) for your dismissal are: [set out full particulars of the reasons for dismissal, eg]: • on [insert date] you were interviewed by the [enter details, eg Personnel Manager] about your continued lateness for work, in accordance with the company’s disciplinary procedure • the interview followed previous oral, first written

The Directors [insert company name] [insert company address] [insert date] Dear [Company name OR Directors] [Insert company name][Limited OR PLC] (the Company) [I, OR We,][insert name and address of individual applicant(s)],

The Directors [Insert company name] [Insert company address] [insert date] Dear [Company name OR Directors] [Insert company name][Limited OR PLC] (the Company) [I, OR We,][insert name and address of individual applicant(s)], [write on behalf

[Insert name and address of client] Private and confidential Dear [insert name] [Your OR [insert name of other party]] employment tribunal claim Disclosure of documents As part of the preparation for [your employment tribunal claim OR the employment tribunal claim brought by [insert name]], we will shortly need to comply with the ‘disclosure’ and ‘inspection’ requirements of the tribunal. I have set out below a summary of what is required during this process, for your information. What is disclosure and inspection? Disclosure is the process by which each party to the litigation discloses to the other parties any documents relevant to the issues in the case. This is normally done by the parties exchanging lists of documents they consider to be relevant. If there are a small number of documents, the employment tribunal may order that each party provides copies of the relevant documents without first compiling a list. Following disclosure, inspection takes place; this usually involves one party requesting copies of documents from the other party’s list. What to disclose A party must disclose

[Insert name and address of client] Private and confidential Dear [insert name] Your employment dispute with [enter name] Thank you for instructing this firm in relation to your employment dispute.[ Please find enclosed our terms of business.] [At our recent meeting OR During our recent telephone conversation] on [insert date] you explained to me that the nature of your complaint against your[ former] employer, [enter name],[ and [insert names of any other potential respondents]] is that [insert brief summary of client’s employment dispute, eg that you believe your dismissal on [insert date] was unfair]. This type of employment complaint is one that can be brought as a claim before an employment tribunal but[, as I explained,] before such a claim can be made, you first need to comply with what is called the ‘early conciliation’ requirement. I have set out below a guide to the early conciliation requirement and the process that you need to follow. The purpose of the early conciliation requirement Many claims are resolved or ‘settled’ before they reach an employment tribunal hearing.

[Insert name and address of client] Private and confidential Dear [insert name] Your employment dispute with [insert Respondent’s name] Judicial Assessment As you will be aware from the Notice of Hearing sent by the employment tribunal on [insert date] a case management preliminary hearing has been listed for your case on [insert date of preliminary hearing] [at [insert location of employment tribunal] OR to be conducted remotely as a video hearing]. The purpose of this hearing is to clarify the issues in dispute between you and [insert Respondent’s name] (the Respondent) and to set case management dates for the hearing so that your case continues to proceed as it should, eg by setting deadlines for agreeing documents with the Respondent and for exchanging witness statements. Should we wish, we will have the option of asking the tribunal to provide a judicial assessment of your claim: in short, for the employment judge to give an initial view on what is in dispute between you and the Respondent and the likely outcome of the case. I have set out

[Insert name and address of client] Dear [name] Disciplinary procedure—alleged misconduct I am writing to set out my advice concerning the disciplinary investigation which [is currently being undertaken OR is about to start] regarding the allegation against you that [insert details of the allegation] and any subsequent disciplinary hearing. [I have reviewed your employer’s own disciplinary procedure and refer to its provisions, where relevant, below.] It will be important at all stages to check that your employer is following[ its own disciplinary procedure, as well as complying with] the Acas Code of Practice on Disciplinary and Grievance Procedures (and the further guidance on the Code)[ (copies of which I enclose)].[ Please obtain a copy of your employer’s disciplinary procedure as soon as possible and send it to me so that I can review it.] A failure by an employer to comply with the Acas Code when conducting disciplinary proceedings will make it more likely that, if you are dismissed, and you bring an unfair dismissal claim, the dismissal would be found

This Precedent is Archived. For an alternative, see Precedent: Bringing an employment tribunal claim—client guide. [Insert name and address of client] Private and confidential Dear [insert name] Your[ potential] employment tribunal claim against [enter name] Thank you for instructing this firm in relation to your[ potential] employment tribunal claim.[ Please find enclosed with this letter our terms of business.] I have set out below a guide to the standard employment tribunal process that will apply should you wish to pursue your claim, as discussed [at our meeting OR over the telephone]. Time limits and next steps [As discussed, there OR There] is a time limit within which you must make your claim to the tribunal. [Until we know the date on which you receive your early conciliation certificate, we cannot determine the exact date on which your claim needs to be submitted. Please let me know as soon as you receive the early conciliation certificate.[ However, for planning purposes, I suggest that we assume that, in the event no settlement is reached, your claim [insert

[Type on employer's letterhead] Without prejudice & subject to contract Strictly private & confidential [Insert name and address of employee] [Insert date] Dear [insert name of employee] Re: [insert name of employer] (the Company) Enclosed with this letter is a draft settlement agreement containing the Company's proposals, made on a without prejudice basis, for [resolving its dispute with you OR terminating your employment] [ and generally settling all or any claims [arising in connection with your employment, or its termination, ]which you have or may in the future have against the Company[ and against any people or companies associated with it] ].[ This means

[ To be typed on headed notepaper ] [insert date] Dear [insert name of employee], Private & Confidential: Settlement proposal [Insert name of employer] (the Company) [Further to our meeting on [insert date],] I am writing on behalf of the Company because of concerns about your [conduct OR performance OR level of attendance OR [insert description]], in particular [insert details]. In the circumstances, one option that is open to us under the relevant employment legislation is to offer you a settlement agreement to bring your employment to an end. We are therefore writing to set out our proposal for you to consider. If you do not wish to enter into discussions (or if we are unable to reach a final agreement), the alternative course of action will be for the Company to [investigate these concerns further in accordance with our [dismissal and disciplinary procedure] (a copy of which [was provided to you on [insert date] OR may be found in [the Company’s staff handbook OR [specify document]] ]) and then decide whether it may be appropriate to convene a disciplinary meeting

[TO BE TYPED ON THE HEADED NOTEPAPER OF THE EMPLOYER] [Insert name of the elected representative] [Insert address of the elected representative] [Insert date] Dear [insert name of elected representative] Results of the election for employee representatives Thank you for standing as a candidate for election as an employee representative for the purposes of [the information and, where appropriate, consultation process regarding the proposed transfer of [insert brief details of the transfer] OR information and consultation in relation to proposed redundancies [insert brief details]]. The election was held on [insert date(s)]. The election has now concluded and the results are available. The results will be communicated to relevant individual employees by [letter OR email] and [displayed on the staff noticeboard AND/OR displayed on the company intranet AND/OR announced at a meeting to be held on [insert date]]. I am pleased to inform you that you have been elected as an employee representative to represent [insert details, eg ‘all of the affected employees’ or ‘the affected employees in [insert name of relevant constituency]’]. You received [insert number]

[insert date] Dear [insert name of employee], Re: [insert name of employer] I am writing to confirm the decision made by [me OR [insert name(s) and job title(s) ]]at the meeting held on [insert date] to consider [your grievance concerning [insert details] OR the grievance set out