Checklist - Practicalities to consider ahead of a TUPE transfer (outgoing employer)

This redundancy toolkit guides you through the key steps you need to take to make an employee redundant, and provides a pack of the relevant template documents you are likely to need. You will find guidance and a pack of 9 supporting documents, including letters, notices and agendas, for each step of the redundancy process: Initial steps (considering alternatives and reasons for redundancies); Creating a redundancy pool, applying selection criteria and notifying employees; Carrying out a consultation process; and Making a final decision, calculating payments and terminating employment. It also includes a template letter to offer alternative employment to employees who are at risk of being made redundant. By using this redundancy toolkit, you will ensure that your redundancy process is fair and legally compliant, which reduces the chance of any employees suing you. The guidance in this redundancy toolkit also helps you to ensure you do not make redundancies in a discriminatory way. Use this redundancy toolkit to ensure you are legally compliant without the need for a lawyer.

This disciplinary toolkit will guide you through the process of handling a disciplinary matter. It includes a how-to guide and a pack of 16 relevant documents you are likely to need. You will find template letters, agendas and other documents which can be used at each key step of the disciplinary process: Investigating the disciplinary matter (including suspension of your staff member if necessary and appropriate); Attending a disciplinary meeting with your staff member; Taking disciplinary action eg written warnings or dismissal; and Providing an opportunity for your staff member to appeal your decision. The toolkit also includes a list of common disabilities, so that you can check whether you need to make any reasonable adjustments at disciplinary meetings. This toolkit will help you to follow a fair and proper disciplinary process, which reduces the risk of your staff member taking legal action against you in future.

This pregnancy and maternity toolkit guides you through the steps you need to take when a staff member notifies you that she is pregnant, throughout her maternity leave, and when she returns to work. It includes a how-to guide as well as a pack of 10 relevant documents you are likely to need, including: template letters and notices to arrange the beginning of your staff member's maternity leave and return to work; template letters to arrange Keeping in Touch days; and a pregnancy and maternity risk assessment template. By using this toolkit you will protect your staff member's health and safety, maintain good workplace relations and reduce the risk of any legal action being taken against you.

Please note that this toolkit has recently been updated. It can be used for employees whose child is due after 6 April 2024, or whose expected date of adoption placement is on or after 6 April 2024. If your employee's child is due to be born or placed with them before this date, this toolkit will not apply. This paternity toolkit will take you through the key steps to take when a staff member wishes to take paternity leave. It contains a how-to guide along with a pack of all the relevant template documents you are likely to need. This paternity toolkit can be used in a wide variety of situations, whether a staff member's partner is having a baby, they are adopting or they are having a baby via surrogacy. By using this toolkit, you ensure that you comply with your legal obligations, which reduces the risk of your staff member taking legal action against you and helps to maintain good workplace relations.