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Accident Report Log

This document creates a list of accidents and incidents over a period of time in an organisations. It creates a log of the date of the incident and the details of the employee who had the accident. It also outlines the information of the first aider and action that was taken following the incident. Over time, this creates a comprehensive log of all accidents that happened at workplace.
When
to use
Use to create a comprehensive log of all accidents at workplace.

Accident Report Record Form

This document is used to record any work-related accidents or incidents. This form allows to record any known facts about an incident. This includes the details of the person involved in the incident and the details of the person who reported it. It further includes the details of the incident and how it was managed. This document can be used in all kinds of accidents and incidents that happen at work.
When
to use
Use when you want to create a detailed record of an accident or incident that happened at your work place.

Agreement to Share Office Space

This document is used when you want to share a portion of your office with another company. This agreement outlines the terms and conditions of the relationship. It mentions the rights and the responsibilities of the tenant. Further, it outlines the payment schedule and ways to terminate the contract.
When
to use
Use to outline your relationship with a company when sharing your office space.

Articles of Association - Private Company Limited by Shares

This document is usually used to draw a company’s constitution. It defines the responsibilities of directors and outlines the nature of business that the company would undertake. It also defines the measures that shareholders can take to exert control over directors.
When
to use
Use to your company’s constitution and guiding principles.

Assignment of IT Licenses

The ‘Assignment of IT Licenses’ document can be used to set out the terms and conditions of assignment of IT licenses from one party to another. Under this agreement a seller agrees to transfer the ownership and entitlement of IT licenses to a buyer for a price specified in the agreement. It also outlines the rights and responsibilities of the buyer and the seller during and after the execution of the contract.
When
to use
Use the ‘Assignment of IT Licenses’’ template to transfer the ownership of IT licenses to a buyer.

Basic Employment Contract

This document is used to create an employment contract with a new staff member. This contract is generally used for staff members who would be employed on an employee basis. Providing an employment contract is a legal necessity. This template provides you with a step by step guide to create a contract that specifies the rights and obligations of the employees and the employer. Finally, it also outlines important aspects of employment such as pay, benefits, holiday, sickness and termination.
When
to use
Use when you employ a new staff member within your organisation.

Basic Employment Contract with Restrictive Covenants

This document is used to create an employment contract with detailed restrictive covenants such as non-solicitation and non-competition. These types of contracts cover a variety of clauses that govern the relationship between the employee and the employer. It is usually used for junior roles where the employer wants to add enhanced restrictions. The restrictions are included within the main contract and limit the ability of an employee to potentially compete with your business.
When
to use
Use when you want to add certain restrictions within an employment contract.

Board Minutes - Change Company Name

This is a document that can be used to draft minutes of meetings where a board decides to change the name of the company. This is a simple yet structured format which outlines the new name of the company and the relevant article number of the articles of association of the company.
When
to use
Use to draft minutes of a board meeting where a resolution is adopted to change the name of a company.

Business Plan Template

This document can be used when setting up a new business. This structured document is a formal statement of business goals, reasons they are attainable and plans that you have to achieve them. It covers a number of aspects of an organisation including organisation structure, business practices, marketing plans, finances and operations.
When
to use
Use to outline the background information and goals when setting up a new business.

Confidentiality Agreement

This document is used to create an agreement between two parties when they want to keep information passed between them confidential. This is a structured agreement which goes into the details of what constitutes confidential information and how it will be treated by both parties. It then explains the rights and the obligations of both parties and how they should protect the confidential information. Finally, it outlines the general steps that must be taken by both parties to keep the information confidential.
When
to use
Use when you want to share information, that you deem confidential, with another party.

Consultancy Agreement

This document is used to create an agreement between your company and a consultant. It outlines the specific details of the work that you want the consultant to do. It clearly outlines that the consultant is an independent contractor. The agreement also outlines the fees for the consultancy and the frequency with it will be paid. In addition to that, it outlines the clauses that allow for the termination of the contract by both parties.
When
to use
Use when you want to appoint an independent contractor to do a specific work for your company on a short term basis.

Director Resignation Letter

This is a document that a Director can use to resign from his office. This document produces a structured and professional letter which can be used to resign from a company.
When
to use
Use to resign as a Director of a company.

Domain Transfer Agreement

This document can be used to set out the terms and conditions when a domain name of a website is bought or sold by you or your company. This agreement outlines the nature of the transfer and the price payable. This structured document outlines the rights and obligations of the buyer and the seller.
When
to use
Use to buy or sell a website domain name.

Drug and Alcohol Policy

This document is used to create a companywide policy that complies with the requirement imposed by law. This policy sets out the restriction on the use of controlled and prescription drugs and alcohol at work. This policy explains the restrictions in place and how they are enforced. It also explains the rights and obligations of employers and employee as a part of this document. Finally it explains how the employees would be treated consistently and fairly in line with this policy
When
to use
Use to create a companywide policy on the prohibition of use of drugs and alcohol at workplace.

Equal Opportunities Policy

This document is used to create a companywide policy that highlights your company’s commitment to equal opportunities, non-discriminatory procedures and practices. This policy covers all forms of discrimination including age, gender, race, religion, sexual orientation, disability or pay rate. Finally it outlines the principles that will ensure that all decision making before and during an employment is non-discriminatory.
When
to use
Use to create a companywide policy to highlight your company’s commitment to equal opportunities.

Fire Drill and Evacuation Log

This document creates a list of all the fire drills conducted at workplace. This standard document can be branded with company logo and used every time a fire drill is conducted. The template has section to record date and time of the start and end of the drill. It also has a section to report whether the drill was a practice drill or an actual drill. Finally, it features a section to identify any areas of improvement and future action plan.
When
to use
Use to create a log of all fire drills conducted by the business.

Fire Safety Policy

This document helps you create a customized policy that employees must follow in the event of a fire. This outlines a number of steps that the employee must follow to keep themselves and people around them safe. It clearly outlines the process of reporting fire. Finally it explains the steps that the organisation has put place in the event of a fire.
When
to use
Use to communicate to employees what they need to do in the event of a fire.

Heads of Terms

This document is to create an agreed set of principles which precede the intended written contract that the parties intend to sign. This is generally used during the process of negotiation of contracts and is not an exhaustive list. It is not a legally binding contract. Furthermore it has provisions to include legally binding obligations such as non-disclosure. The legally binding clauses are clearly outlined.
When
to use
Use when you are negotiating a contract with another party and would like to agree on the terms of negotiation.

Informal Meeting Outcome

The document is used to formally confirm the issues discussed along with any improvement(s) required following an informal discussion. The document advises the employee that should the improvements not be met within the timescales provided they may lead to formal disciplinary proceedings.
When
to use
Use to confirm the outcome of the informal discussion with an employee and the improvements they are required to achieve.

Intellectual Property Assignment

This document is to to create a contract between two or more parties for the purchase and sale of intellectual property rights. It outlines the rights and obligations of each party in relation to intellectual property that may be created during the time they work together. It also outlines the general responsibilities of all parties in the agreement.
When
to use
Use when you what to assign the intellectual property you own to a third party.

Internal Accident Investigation Report

This document is to record the outcome of an investigation following an accident at workplace. This is a structured report and acts as a document that can us used to deal with all forms of accidents at work place. It clearly records and reports the nature of the accident and the work that was being carried out when the accident happened. Finally, it reports the steps that were taken following the accident.
When
to use
Use to create a report following an investigation in a work place accident.

Invite Witness to Grievance Investigatory Meeting

This meeting document is used to invite an employee to attend an investigatory meeting following a grievance raised by another employee. It advises the employee that you have been made aware they may have information to assist with your investigation. Finally it advises the employee that the investigation is strictly private and confidential and must not be discussed with anyone other than the investigator.
When
to use
Use when you want to invite an employee into an investigatory meeting for a grievance raised by another employee and you have been advised they may hold information that will assist your investigation.

Invite a Witness to a Second Investigatory Meeting

This document is used to notify an employee that you wish for them to attend a further investigatory meeting as a witness. The letter advises the individual that you wish to continue your investigation against another employee. The document also advises the employee that the investigation must be kept private and confidential.
When
to use
Use when you wish to re-invite a witness to a further investigatory meeting to continue or follow-up on the first investigatory meeting.

Invite to Final Disciplinary Letter for Misconduct

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent misconduct. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome resulting in dismissal and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to take the next step within the formal disciplinary process with an employee for persistent misconduct.

Invite to Final Disciplinary Letter for Misconduct - Potential Outcome Demotion

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent misconduct. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome resulting in potentially being demoted and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to take the next step within the formal disciplinary process with an employee for persistent misconduct.

Invite to Final Disciplinary Letter for Poor Attendance and Punctuality

This document is used to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent poor attendance and punctuality. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The template also contains the relevant clauses to advise the employee of the potential outcome resulting in dismissal and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to take the next step within the formal disciplinary process with an employee for persistent poor attendance.

Invite to Final Disciplinary Letter for Poor Performance - Potential Outcome Demotion

This document is used to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent misconduct. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome resulting in potentially being demoted and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to take the next step within the formal disciplinary process with an employee for persistent poor performance.

Invite to Final Disciplinary letter for Poor Performance

This document is used to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent poor performance. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome resulting in dismissal and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to take the next step within the formal disciplinary process with an employee for persistent poor performance.

Invite to First Disciplinary - Letter for Misconduct

This document is to notify an employee of your decision to invite them to a formal disciplinary meeting based on misconduct. The document is to be used after an informal discussion has taken place and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a written warning and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to start the formal disciplinary process with an employee for an alleged misconduct.

Invite to First Disciplinary - Letter for Poor Performance

This document is to notify an employee of your decision to invite them to a formal disciplinary meeting based on their poor performance. The document is to be used after an informal discussion has taken place and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a written warning and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to start the formal disciplinary process with an underperforming employee.

Invite to First Disciplinary for Poor Attendance and Punctuality

This document is to notify an employee of your decision to invite them to a formal disciplinary meeting based on their poor attendance and punctuality. The document is to be used after an informal discussion has taken place and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a written warning and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to start the formal disciplinary process with an employee for Poor Attendance and Punctuality.

Invite to Grievance Appeal Hearing

This is for a formal grievance appeal hearing following their submission of an appeal against the outcome of a grievance raised. This document allows you to suggest a date, time and location that the meeting will take place. It advises the employee that they will have the opportunity to fully explain their reasons for appealing against a grievance outcome and that it may be suspended pending further investigations if required. Finally it advises the employee of their legal right to be accompanied to the hearing should they wish to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to invite an employee to a grievance appeal hearing following their submission of an appeal against a grievance outcome. This is to allow the employee the opportunity to fully explain their appeal and provide you with any evidence needed to follow up in a further investigation.

Invite to Grievance Hearing

This is to invite an employee to a formal grievance hearing following their submission of a grievance. The document allows you to suggest a date, time and location that the meeting will take place. It advises the employee that they will have the opportunity to fully explain their grievance and that it may be suspended pending further investigations if required. Finally it advises the employee of their legal right to be accompanied to the hearing should they wish to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to invite an employee to a grievance hearing following their submission of a grievance. This is to allow the employee the opportunity to fully explain their grievance and provide you with any evidence needed to follow up in an investigation.

Invite to Investigatory Meeting for a Grievance

This document is to notify an employee to attend an investigatory meeting following a grievance hearing. It advises the employee that an investigation is now underway. The document allows you to suggest a date, time and location that the meeting will take place. Finally it advises the employee that they will be invited into a reconvened grievance hearing once the investigation has concluded to provide an outcome.
When
to use
Use when you want to invite an employee into an investigatory meeting to investigate their submission of a grievance and previous grievance hearing held.

Invite to Probationary Review Meeting

This document is used to invite an employee into a formal probation review meeting to review their conduct and performance to date. The letter informs them that should their performance/conduct be satisfactory they will be assessed as completing their probationary period. It also advises that should it not be satisfactory it could lead to their probationary period being extended or their dismissal. Finally it also contains the relevant clause to advise the employee of their right to be accompanied by a work colleague or trade union representative.
When
to use
Use to invite an employee to a probationary review meeting during or towards the end of their probationary period.

Invite to Reconvened Grievance Hearing to Provide Outcome

This document is to invite an employee to a reconvened grievance hearing to provide the employee the outcome following an investigation. The document allows you to suggest a date, time and location that the meeting will take place. Finally it advises the employee of their legal right to be accompanied to the hearing should they wish to be accompanied by a work colleague or trade union representative.
When
to use
Use when you have completed an investigation into an employee’s grievance raised and are ready to provide an outcome.

Invite to Second Disciplinary - Letter for Misconduct

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent misconduct. The document is to be used following the first disciplinary hearing whereby a written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a final written warning and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to take the next step within the formal disciplinary process with an employee for persistent misconduct.

Invite to Second Disciplinary - Letter for Poor Performance

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent poor performance. The document is to be used following the first disciplinary hearing whereby a written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a final written warning and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to take the next step within the formal disciplinary process with an employee for persistent poor performance.

Invite to Second Disciplinary - Letter for Poor Performance and Punctuality

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent poor attendance and punctuality. The document is to be used following the first disciplinary hearing whereby a written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a final written warning and the right to be accompanied by a work colleague or trade union representative.
When
to use
Use when you want to take the next step within the formal disciplinary process with an employee for persistent poor attendance and punctuality.

Invite to Second Investigatory Meeting for an Allegation of Gross Misconduct

This document is to notify an employee that you wish for them to attend a further investigatory meeting regarding an allegation of gross misconduct against them. The document is used following the first investigatory meeting to follow up or continue with the investigation. It also advises the employee that an investigatory meeting does not constitute disciplinary action at this stage. Finally it advises the employee that should the investigation conclude there is a case to answer they will be invited into a disciplinary hearing at a later date.
When
to use
Use when you want to re-invite an employee into a further investigatory meeting to continue or follow up your investigation.

Invoice Template

This document is to create an invoice for the sale of goods or services. It provides an itemised list of all products sold and the price of individual items along with quantity purchased. Finally it provides information about the payment methods and date the payment is due.
When
to use
Use when you want to obtain payment for the sale of goods or services.

Job Application Form

This document is used when you want a prospective employee to fill a form in order to apply for a job at your company. This is a detailed form which covers a number of areas ranging from their personal details, education, previous employment and relevant skills that are necessary for the job they are applying for. Finally it covers areas such as disabilities that may require special arrangements to be made and references.
When
to use
Use when you want candidates to fill application form when they make an application for employment.

Letter Assigning a Contract

This document is to assign the rights and obligations of a contract to another party. This letter is used when all or part of an existing contract is transferred by from on party to another. This letter contract the details of the contract assigned and the date when this assignment starts. Finally it outlines the indemnity clause and the ways to solve any disputes.
When
to use
Use when you what to assign the rights and obligations of a contract to a third party.

Letter Ending a Contract

This is used to end a contract between two parties. This letter is used when either party in a contact exercises a relevant clause in an agreement to terminate it. The letter outlines the start date of the agreement and name of the party that wishes to terminate it. Finally, it outlines the further actions that are required as a part of the ending of the agreement.
When
to use
Use when you what to end a contract based on relevant clauses in the contract.

Letter Lifting Suspension from Work

This document is to notify an employee that their suspension has been lifted. The letter advises the employee that during the investigation it was found that the allegation is unlikely to constitute Gross Misconduct. It also informs the employee that they may be invited to an investigatory meeting until the investigation has concluded but can return work. Finally it allows you to add in a return date, time and location if required.
When
to use
Use to inform an employee they can return to work during the investigation.

Letter of Confidentiality

This document is used when you want to share some confidential information with a third property. It explains that the information being disclosed is confidential in nature and is commercially sensitive. It allows you impose restrictions on the party that is receiving the information outlines what their rights and responsibilities are. It explains how the confidential information is used.
When
to use
Use when you what to disclose confidential information to a third party which is commercially sensitive.

Letter of Intent

The is used when you want to enter into a contract with someone in the future. This letter outlines your intention to get into a contract however this does not create a contractual relationship until a future contract has been signed. The letter explains the basis of the proposed agreement and the timescales by which the parties agree to complete negotiations. In addition to that, it gives a summary of the pre-conditions to an agreement. Finally, it outlines the rights and responsibilities of both parties.
When
to use
Use when you want to show your intentions to get into a contract with someone and start negotiation.

Manager Employment Contract

This document is used to create an employment contract with a new staff member. This contract is specifically used for staff members who would be employed as managers and will hold more responsibilities compared to other employees. Providing an employment contract is a legal necessity. This document provides you with a step by step guide to create a contract that specifies the rights and obligations of the employees and the employer. Finally, it also outlines important aspects of employment such as pay, benefits, holiday, sickness and termination.
When
to use
Use when you employ a new staff member within your organisation as a manager.

Maternity Leave Policy

This used to create a policy that sets out the statutory rights and responsibilities of employees who are pregnant or have recently given birth. This policy include a number of aspects including Statutory Maternity Pay, time off for ante natal care and any risk assessment that need to be carried out. It also covers holidays, work and contact during the maternity leave.
When
to use
Use to create a companywide policy that sets out the statutory rights and responsibilities of employees who are pregnant.

Non-Disclosure Agreement

This document is to create an agreement between two parties when they want to keep information passed between them confidential. This is a structured agreement which goes into the details of what constitutes confidential information and how it will be treated by both parties. It outlines the fact that all intellectual property and any other information shared would continue to remain confidential. It then explains the rights and the obligations of both parties and how they should protect the confidential information. Finally, it outlines the general steps that must be taken by both parties to keep the information confidential.
When
to use
Use when you want to share information, that you deem confidential, with another party.

Notification of Intention to take Shared Parental Leave (Paternity & Maternity)

This document enables you to formally notify your employer of your intention to take shared parental leave with your partner. The structure and user-friendly guidance makes sure that you state clearly the desired length of your shared parental leave, while not forgetting to express gratitude for the company’s understanding and support. It is essential that you remember to enclose a filled in Shared Parental Leave Form.
When
to use
Use when you want to share parental leave with your partner.

Novation Agreement

This document can be used to draw a legal instrument that can formalize and arrangement to substitute one party for another in a contract. Upon substitution the obligations of a withdrawing party are automatically discharged. Use this agreement to transfer responsibilities between two interested parties.
When
to use
Use to substitute one party with another in a contract.

Online Consumer Goods, Services and Digital Content Terms and Conditions

This document is for when you want to sell goods, services and digital content online. It provides the information about the seller and the product that they are selling. It provides contact details of the seller. It then explains the details of the order and how it will be processed and delivered. It finally explains the rights and obligations of the buyer and seller.
When
to use
Use when you want to sell goods, services and digital content online.

Outcome of Disciplinary - Attendance and Punctuality - Written Warning

This document is to inform an employee of your decision to formally give them a written warning for misconduct. The document advises how long the warning will stay on the employee's personnel file along with a timescale for improvement(s) to be made. It also advises that should the employee not meet the required improvements further disciplinary action could be taken. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to confirm your decision on the outcome of a disciplinary hearing concluding in a written warning for misconduct.

Outcome of Disciplinary - Dismissal

This document is to inform an employee of your decision to formally dismiss them for persistent misconduct. The document advises the employee that the issue has persisted despite receiving a written and final written warning for the same reasons. It also advises the employee of their entitlement to notice and provides you the option to either work their notice or make a payment in lieu of notice with no requirement to work the notice period. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to confirm your decision on the outcome of a disciplinary hearing concluding in dismissing an employee on the grounds of persistent misconduct despite receiving previous warnings for the same reason.

Outcome of Disciplinary - Misconduct - Final Written Warning

This document is to inform an employee of your decision to formally give them a final written warning for misconduct. The document advises how long the warning will stay on the employees personnel file along with a timescale for improvement(s) to be made. It also advises that should the employee not meet the required improvements further disciplinary action could be taken. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to confirm your decision on the outcome of a disciplinary hearing concluding in a final written warning for misconduct.

Outcome of Disciplinary - Misconduct - Written Warning

This document is to inform an employee of your decision to formally give them a written warning for misconduct. The document advises how long the warning will stay on the employees personnel file along with a timescale for improvement(s) to be made. It also advises that should the employee not meet the required improvements further disciplinary action could be taken. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to confirm your decision on the outcome of a disciplinary hearing concluding in a written warning for misconduct.

Outcome of Disciplinary - No Further Action

This document is to notify an employee that no further action will be taken against them. The document advises that following an investigation there is no case for the employee to answer. It also advises the employee that all records of this matter will be removed from their personnel file.
When
to use
Use to notify an employee that no further action will be taken against them following an investigation, which concluded in there being no case to answer.

Outcome of Disciplinary - Poor Attendance and Punctuality - Final Written Warning

This document is to inform an employee of your decision to formally give them a final written warning for poor attendance and punctuality. The document advises how long the warning will stay on the employees personnel file along with a timescale for improvement(s) to be made. It also advises that should the employee not meet the required improvements further disciplinary action could be taken. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to confirm your decision on the outcome of a disciplinary hearing concluding in a final written warning for poor attendance and punctuality.

Outcome of Disciplinary - Poor Performance - Final Written Warning

This document is to inform an employee of your decision to formally give them a final written warning for poor performance. The document advises how long the warning will stay on the employees personnel file along with a timescale for improvement(s) to be made. It also advises that should the employee not meet the required improvements further disciplinary action could be taken. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to confirm your decision on the outcome of a disciplinary hearing concluding in a final written warning for poor performance.

Outcome of Disciplinary - Poor Performance - Written Warning

This document is to inform an employee of your decision to formally give them a written warning for poor performance. The document advises how long the warning will stay on the employees personnel file along with a timescale for improvement(s) to be made. It also advises that should the employee not meet the required improvements further disciplinary action could be taken. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to confirm your decision on the outcome of a disciplinary hearing concluding in a written warning for poor performance.

Outcome of Disciplinary - Summary Dismissal - Gross Misconduct

This document is to inform an employee of your decision to formally dismiss them for gross misconduct. The document advises the employee of the reasons behind your decision and that there employment will terminate with immediate effect on the grounds of gross misconduct. It also advises the employee that they are not entitled to any notice or payment in lieu of notice on these grounds. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to confirm your decision on the outcome of a disciplinary hearing concluding in dismissing an employee on the grounds of gross misconduct.

Outcome of Grievance Appeal Hearing

This document is to provide an employee of the outcome of a grievance appeal hearing held. It advises the employee of your final decision to either not up hold/uphold or partially uphold their grievance raised. This document is designed to allow you to add in the details of the reasons you have given the particular outcome. Finally it advises the employee that this is the final stage of the grievance hearing and there is no further right to appeal.
When
to use
Use to provide an employee of your outcome following a grievance appeal hearing.

Outcome of Grievance Hearing

This document is used to provide an employee of the outcome of the grievance hearing held. It advises the employee of your decision to either not up hold/uphold or partially uphold their grievance raised. This document is designed to allow you to add in the details of the reasons you have given the particular outcome following the investigation. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to provide an employee of your outcome following an investigation into their grievance raised.

Outcome of Probationary Review Meeting - Dismissal

This document is to inform an employee of your decision to dismiss them during or at the end of their probationary period. This letter advises the employee of the reason for dismissal along with any their final payment date and what they will be paid. Finally it provides the employee with their legal right to appeal the decision made.
When
to use
Use to inform an employee of your decision dismiss them during or at the end of their probationary period.

Outcome of Probationary Review Meeting - Extension

This document is to inform an employee of your decision to extend their probationary period. This letter advises the employee of how long their probationary period has been extended by and sets put the reasons why. It advises the employee that their attendance and conduct will continue to be reviewed and feedback will be given regularly. Finally the document informs them of the fact they could be dismissed should they not make sufficient progress throughout and during the extended probationary period.
When
to use
Use to inform an employee of your decision to extend their probationary period.

Outcome of Probationary Review Meeting - Successfully Passed

This document is to inform an employee that they have passed their probationary period. The letter advises them of their entitlement to join your company benefits and also provides and option to notify them of an increase in notice period on both sides.
When
to use
Use to notify an employee that they have successfully passed their probationary period.

Partnership Formation

This a document that can be used in business between two or more people. The agreement defines the nature of the partnership and the responsibilities and entitlements of the partners. It is a binding contract between the partners and outlines the nature of the partnership.
When
to use
Use to draw agreement between two or more initial partners.

Paternity Leave Policy

This is to create a policy that sets out the statutory rights and responsibilities of employees who have a partner who is pregnant or have recently given birth. This policy includes a number of aspects including Paternity Leave, time off for ante natal care and the procedure for paternity pay. It also covers holidays, work and contact during the Paternity leave.
When
to use
Use to create a companywide policy that sets out the statutory rights and responsibilities of employees whose partner is pregnant.

Pregnancy - New and Expectant Mothers Risk Assessment

This creates a form that can be used to assess potential risks to new and expectant mothers. This document has several sections, which help a business conduct a comprehensive review of the suitability of the work place for new and expectant mothers. It also captures any necessary changes that may be required to ensure a safe working environment for new and expectant mother.
When
to use
Use to conduct a risk assessment of new and expectant mothers.

Private company - Minutes of First Board Meeting

This a template that can be used to draft minutes of meetings of a first board meeting at a private company. Use this document to create bespoke minutes of the meeting using drop down and text boxes to enter relevant information. This document covers a number of resolutions that most private companies need to adopt during their first board meeting.
When
to use
Use the ‘Private Company - Minutes of First Board Meeting’ template to draft minutes of the first board meeting of your company.

Purchase Order

This is document is used to create an official commercial document which acts as a first offer issued from a buyer to a seller. The purchase order also known as PO would indicate the types of products and services, quantities and agreed prices. The purchase order does not act as a contract between the two parties and does not initial one. When the order is accepted by the seller a contract is usually formed between the two parties.
When
to use
Use to create a commercial document where the buyer indicates they would like to buy products or services from a seller.

Purchase Order Document

This document is used as a first official offer issued by a buyer to a seller. It outlines the type of goods and services, quantity and agreed price. Use this to control the purchasing of products and services from external suppliers. This document allows you to create a purchase order in a professional format.
When
to use
Use to create purchase orders to buy goods and services from and external supplier.

Report a Case of Disease F2508A

This document is to create a detailed RIDDOR report. This document is used to report a case of disease with detailed report about the person affected. It starts with the details of the person reporting the disease and the organisation they represent. It also includes the details of the disease including any work activity that may have caused this. Finally, it gives the details of the address where the report must be sent.
When
to use
Use to report a case of disease that has been identified at your organisation.

Report of Injuries and Dangerous Occurrences - F2508

This document is used to create a detailed RIDDOR report. This document is used to report any cases of injuries and dangerous occurrences with detailed report about the person affected. It starts with the details of the person reporting the injury and dangerous occurrence and the organisation they represent. It also includes the details of the incident and the injury along with any work activity that may have caused this. Finally, it gives the details of the address where the report is to be sent.
When
to use
Use to report an incident that led to an injury at your workplace.

Risk Assessment Action Plan

This document creates a comprehensive log of all the action required by an organisation following a health and safety risk assessment. The log include the details of the risk and the proposed steps that will be taken to reduce said risk, It then include the name of the person accountable for the action point including the deadline by which it must be completed. Finally, it includes the category of the risk.
When
to use
Use to create a comprehensive action plan of the steps required following a health and safety risk assessment.

Risk Assessment Form

This is to conduct a comprehensive health and safety risk assessment at workplace. This document focus on the nature of risk, the level of risk and the probability of a risk. It starts with identification of risk during an audit and the people who are at risk. It then includes the controls that are currently in place to mitigate said risk and if further action is required. Finally, it categorizes the risk that has been identified based on the level, probability and severity of the risk.
When
to use
Use to create a comprehensive log of risks identified during a health and safety audit.

Salary Sacrifice for Pension Contribution

This document enables you to submit an official request to your employer regarding salary sacrifice. The structure and user-friendly guidance enables you to easily specify how much you wish to be paid from your income towards your pension account annually and request a confirmation from the pension provider
When
to use
Use when you want to sacrifice part of your salary for your pension contributions.

Sale of Goods Agreement

This document is used when you want to sell goods to a customer. It creates a formal and a legally binding contract between the buyer and seller. It provides the information about the seller and the product that they are selling. It then explains the details of the order and how it will be processed and delivered. It also explains the warranty and limitation of liability. It finally explains the rights and obligations of the buyer and seller.
When
to use
Use when you want to sell goods to a consumer and would like to create a formal and legally binding contract.

Sale of Goods Contract

This is a legal agreement between a buyer and seller. Use this document to design bespoke contracts for the sale of goods for your company. This document outlines the responsibilities of the buyer and the seller in a structured format.
When
to use
Use to create a legal agreement between a buyer and seller when selling goods.

Sale of Goods or Services Invoice Template

This document is to create an invoice for the sale of goods or services. It provides an itemised list of all products sold and the price of individual items along with quantity purchased. Finally it provides information about the payment methods and date the payment is due.
When
to use
Use when you what to assign the intellectual property you own to a third party.

Services Agreement

A Service Agreement is used when you want to sell services to a customer. It creates a formal and a legally binding contract between the buyer and seller. It provides the information about the seller and the service that they are providing. It then explains the details of how the service will be provided and price that will be charged. It also explains the warranty and limitation of liability. It finally explains the rights and obligations of the buyer and seller.
When
to use
Use when you want to provide services to a consumer and would like to create a formal and legally binding contract.

Share Certificate

This is a document that can be used to certify a person is a registered holder of shares in your company. The certificate provides the details of the number of shares held by the individual and their value.
When
to use
Use where you give shares in your company to an individual.

Shared Parental Leave Policy

This document is used to create a policy that gives employees who are parents to babies or adopters the opportunity to share leave during child’s first year in family. This policy does not affect the ordinary paternal policies. It provides employees with a more flexible approach to the way in which the parents can share the care for their baby.
When
to use
Use to create a policy that sets out the options where new parents can share responsibility responsibilities of a new born child.

Shareholders Agreement

This document is usually used to define the relationships amongst shareholders. The document can also act as a template to define the roles and responsibilities of the shareholders. This is a structured agreement which takes into consideration various aspects of business including the key decision makers, frequency of board meetings, obligations and entitlements.
When
to use
Use to define the relationships between shareholders and key decision makers in a company.

Statutory Declaration Form

This document is used to make a declaration before anyone who is authorised by law to hear it, such as a solicitor. This form allows you to make a statement in a prescribed format and affirm that your claim is true to the best of your knowledge.
When
to use
Use to make a statement that your claim is true to the best of your knowledge.

Suspension Letter for Alleged Gross Misconduct

This document is used to advise an employee of your decision to suspend them from work with immediate effect. It informs the employee that they have been suspended to allow an investigation to take place regarding and allegation of Gross Misconduct. The document informs the employee that their suspension will be kept to a minimum and is not an assumption of guilt nor disciplinary action. Finally it provides you to add in terms of the employee’s suspension to allow the investigation to be conducted impartially.
When
to use
Use to advised an employee that they have been suspended from work with immediate effect to allow an investigation for an allegation of gross misconduct to take place impartially.

Terms and Conditions for Sale of Goods to Consumer via a Website

This document is for when you want to sell goods to a customer online using your website. It creates a formal and a legally binding contract between the buyer and seller. It provides the information about the seller and the product that they are selling. It also provides contact information of the seller and process of returns and refunds. It then explains the details of the order and how it will be processed and delivered. It also explains the warranty and limitation of liability. It finally explains the rights and obligations of the buyer and seller.
When
to use
Use when you want to sell goods to a consumer using your website and what to create legally binding contract.

Terms and Conditions for Supply of Service to Consumer via a Website

This document is used when you want to provide services to a customer online using your website. It creates a formal and legally binding contract between the buyer and seller. It provides the information about the seller and the service they are providing. It also provides contact information of the seller and process of returns and refunds. It then explains the details of how the service is provided. It also explains the warranty and limitation of liability. It finally explains the rights and obligations of the buyer and seller.
When
to use
Use when you want to provide services to a consumer using your website and what to create a legally binding contract.

Tupe Contract

This document is to create an employment contract with a staff member when they have been transferred from employer to another under TUPE transfer. This contract allows the employee to retain almost all of existing rights. This document provides you with a step by step guide to create a contract that specifies the rights and obligations of the employees and the employer. Finally, it also outlines important aspects of employment such as pay, benefits, holiday, sickness and termination.
When
to use
Use when you transfer an employee form one company to another by TUPE transfer.

Variation of Contract Letter

This document is used to add changes to an employment contract. These changes must be legally compliant and an employer must ensure they follow the right procedures. This letter sets out the proposed changes and the dates when these changes would be enforced.
When
to use
Use when you exercise your right to change the employment terms.

Website Privacy Policy

This document is for when you have a website that consumers would be visiting. This policy is specifically designed to reassure consumers that any information collected about them would be handled in line with the Data Protection Act. This includes and is not limited to use of personal information, cookies, and browsing sessions. It also outlines the necessary security provisions in place to make sure that the data gathered remains secured.
When
to use
Use when you have a website that consumers visit to buy products and services or gather information about you.

Website Terms and Conditions

This document is for when you have a website that consumers would be visiting. These terms and conditions dictate how the website is used and what can and can’t be done by a visitor. It starts by outlining the usage of intellectual property and the acceptable use of it. It explains what constitutes as a prohibited use. It finally provides general terms and conditions that the consumers must be aware of when using the website.
When
to use
Use when you have a website that consumers visit to buy products and services or gather information about you.

Zero Hour Contract

This document is to create an employment contract with a new staff member, usually for casual work. This contract is specifically used for staff members who would be required to work when needed however they do not have set number of hours or any future work guaranteed. This document provides you with a step by step guide to create a contract that specifies the rights and obligations of the employees and the employer. Finally, it also outlines important aspects of employment such as pay, benefits, holiday, sickness and termination.
When
to use
Use when you employ a new staff member however you do not guarantee them exact number of hours to work.