Employee Letters & Relationship Policy
Salary Sacrifice Letter
The Salary Sacrifice Letter should be used where an employee is agreeing to a reduction in his/her contractual salary in exchange for a non-cash benefit, like childcare vouchers or health insurance.
This Confirmation of Promotion Letter can be used to confirm an employee’s promotion and the associated pay increase. This Promotion Letter also contains optional clauses confirming any changes to the employee’s terms and conditions (e.g. period of notice or benefits) and making the promotion subject to a probationary period to assess the employee’s suitability in terms of conduct and performance.
Letter In Respect Of Possible Relocation Of Business
This letter can be used to advise employees of the possibility that the employer may relocate its business premises at a future date. The letter explains the reason(s) for the move and the employer’s wish to consult fully with all employees. Any consultation with employees should start as soon as possible and the employer will need to give reasonable notice of any move.
Jury Service Letter
This letter should be used to respond to an employee who has been called for jury service.
Letter Correcting Overpayment of Wages
This Overpayment of Wages Letter can be used to advise an employee that he or she has been overpaid and by what amount.
Letter To Former Employee enforcing Restrictive Covenants
If a former employee’s contract contains restrictive covenants you may have concerns about their observance after employment has ended.
If a Company suspects that a former employee is acting in breach of those restrictive covenants, then sending this Letter Enforcing Restrictive Covenants is a sensible step to take before taking legal action.
Personal Relationships At Work Policy
Personal relationships at work, either with another employee, a customer, a client, a supplier or an agency worker have the potential to cause massive disruption but it must be recognised that from time to time they will happen. Problems often arise when a relationship breaks up or when particular employees are perceived as receiving favourable (or unfavourable) treatment as a result of such a relationship. Therefore, it is wise to have a clear policy on what is and is not acceptable.
Our Personal Relationships At Work Policy seeks to strike a balance between allowing an employer to protect their legitimate business interests and the rights of employees to a private life.
The contents of this Newsletter are for reference purposes only and do not constitute legal advice. Independent legal advice should be sought in relation to any specific legal matter.