Legal Precedents

[ Insert date ] [ Insert ] Employment Tribunal [ Insert address ] To the [ insert ] Employment Tribunal [ Insert name of case, eg X v Y ] Claim Number: [ insert claim number ] Withdrawal of [ part of the ] claim We represent the Claimant in the matter referenced above. The Claimant intends to discontinue [ the whole OR part ] of their claim against the Respondent [ , namely to withdraw [ specify part of claim to be withdrawn, eg the claim of race discrimination only ] ] . [ [ The Claimant reserves their right to bring a further claim [ insert details of claim and reasons why this right is being reserved on withdrawal ] and accordingly asks the Tribunal not to dismiss [ the claim OR this part of the claim ] upon withdrawal. OR The Claimant raises no objection to the claim being...

[ To be typed on employer’s headed notepaper ] [ Insert date ] Dear [ insert name of employee ] Invitation to attend work for a 'keeping in touch' ( KIT) day I hope that all is well with you and your new arrival. You may remember that [ when we wrote to confirm specifics of your maternity leave OR before you commenced maternity leave ] we spoke about the option of you attending work from time to time to stay updated with what is happening at the workplace whilst you are on leave, i.e. 'keeping in touch' ( KIT) days......

[ Insert in para 8.2 of claim form ET1: ] 1 I worked for the Respondent as a textile operative for [ 12 months ], being paid £[ 300 ] for a 40-hour week. Throughout all of my service until [ insert date ], I routinely completed five hours a week of voluntary overtime paid at time and a half. ......

1 The Company allows staff to adopt flexible hours across the majority of departments and roles within the organisation. [ Exceptions are [ state any exceptions ]. ] Anyone seeking to use the flexitime scheme must submit a written request to [ enter details, eg the Human Resources department ] for consideration of their role under flexitime. No flexible hours may commence until a written confirmation amending their terms of employment to include flexitime has been issued. Flexitime is optional, and staff may keep to the fixed hours set out in their contract of employment......

[ Insert in para 6.1 of response form ET3: ] It is [ admitted OR denied ] that the Claimant’s dismissal arose from the reasons set out or alleged within the claim. [ In truth, the basis for his dismissal concerned the Claimant’s [ conduct OR capability OR redundancy OR [ insert other appropriate reason ] ], namely [ insert details of reason ]. OR The Respondent was compelled to dismiss the Claimant by pressure exerted by the [ insert name of trade union ], specifically by calling, or threatening to call, a strike [ insert details ]. Accordingly, the Respondent requests that the [ insert name of trade union ] be joined as a party to these proceedings, and that any compensation awarded to the Claimant be borne entirely by that union. ]......

Dear [ insert name of worker ] Enclosed with this correspondence is a ' Workforce Agreement' for your attention and careful review. This note outlines our reasons for proposing to enter into the agreement and clarifies its effect. The Working Time Regulations 1998 provide fundamental rules on maximum weekly hours, night work, rest periods and holidays, among other matters......

[ Insert in para 8.2 of claim form ET1: ] I am engaged by the Respondent as a [ mechanic ]...

1 Introduction 1.1 The Company conducts its affairs [ es ] with honesty. We must all act together to keep it free from bribery and corruption. This policy is central to that aim, and it binds us all: the board and every employee of the Company, for everyone at all times. 1.2 It addresses the giving or acceptance of gifts and hospitality, ensuring that any legitimate spending is properly recorded and does not unduly influence the final result of procurement, applications, or any other business dealings. 2 Offer and receipt of gifts and hospitality 2.1 The Company prohibits any officer or employee of the Company from requesting any gift or hospitality in the course of their employment, whether for themselves, for a third party, or on anyone’s behalf......

Date: [ insert date ] Dear [ insert name of employee ] I am contacting you in relation to your adoption leave and pay. As discussed, [ you are eligible for up to 52 weeks’ adoption leave OR you are not eligible for adoption leave ] . You have informed me that you intend your leave to commence on [ insert date ]. In view of that start date, your adoption leave will conclude on [ insert date ]......

Part A Statement of facts I began working for the company on [ insert date ], serving as Mr A’s personal assistant. On several occasions from around [ insert date ], Mr A directed sexually suggestive comments towards me. Specifically, he asked, ‘ Did you get any over the weekend?’ and ‘ You look glum, that boyfriend of yours not keeping you happy?’ and frequently remarked on my clothing and personal appearance. I made it plain that these comments were unwelcome. In particular, on or about [ insert date ], I stated that I did not wish to discuss my sex life or my appearance and asked that he interact with me in a more professional way. On or about [ insert date ], during my annual appraisal, Mr A called me into a meeting and advised that I had been...

Dear [ insert name of worker ] Working Time Regulations 1998 establish fundamental provisions covering areas like maximum working hours, night shifts, rest breaks and holidays. These Regulations allow us to adjust those fundamentals so they accommodate the needs and demands of our business. We apply this flexibility by entering into what is referred to as a workforce agreement in order to meet business requirements effectively......

[ Subject to contract ] Dear [ insert name of employee ] Following [ insert details, eg your successful interview on [ insert date ] ], we are delighted to offer you the role of [ insert job title ], with an initial salary of £[ enter amount ] per year. We suggest a commencement date of [ insert date ]... Full particulars of your terms and conditions of employment [ are included in the enclosed employment contract OR will be formalised in our standard contract of employment, which will be sent to you separately once this offer is accepted. Should any inconsistency arise between this offer letter and the contract, the contract will take precedence ]... [ Please [ also ] find enclosed your role profile setting out your key responsibilities. ]......

[ To be printed on the transferor’s letterheaded paper ] [ Date ] [ Strictly private and confidential ] Dear [ insert name of trade union official(s), employee representative(s), or affected employee ] [ As you know, we have been in discussions with a number of potential purchasers in relation to the [ identify business or part being transferred ] (the ‘ Business’). A buyer has now been identified, and I am writing to confirm our intention to transfer the Business to [ enter name of transferee ]. OR As you know, we have been engaging with several prospective service providers regarding the [ identify business or part being transferred ] (the ‘ Services’). A provider has now been selected, and I write to confirm that [ enter name of transferor ] proposes to outsource the Services to [ enter name of transferee ]. OR As you know, our...

[ Insert in para 6.1 of response form ET3: ] Example 1 1 It is accepted that [ the Second Respondent took on the contract to provide [ insert type of activity ] to [ insert name of entity for whom activity was carried out ] OR the First Respondent outsourced the task of [ insert type of activity ] to the Second Respondent OR the Second Respondent stopped requiring the First Respondent to perform [ insert type of activities ] and instead undertook those activities itself ]. However, it is denied that a relevant transfer occurred because the conditions in paragraph (3) of Regulation 3 of the Transfer of Undertakings ( Protection of Employment) Regulations 2006 were not fulfilled, as follows......

Insert in para 6.1 of response form ET3: 1 Paragraph 1 of the Grounds of Claim is hereby fully accepted. 2 It is also accepted and admitted that the Respondent’s permanent employees receive late duty allowances, whereas fixed-term employees do not, and that the Claimant’s manager set out and explained this situation to her. Withholding late duty allowances from fixed-term employees is objectively justified on the basis that the contractual terms for fixed-term employees are at least as favourable as those for permanent employees. In particular, the contracts of fixed-term administrative assistants set a higher basic hourly rate of pay than the contracts for permanent administrative assistants......

I, [ insert name ], hereby put forward [ insert name of nominee ] to act as the employee representative [ for the [ insert name of constituency ] constituency ] at the [ insert name of office or site ]......

This Workforce Agreement is dated [ date ] Parties [ Insert name of company ], [ of OR whose registered office is at ] [ insert address ], company registration number [ enter number ] (the ' Employer'); The Workforce Representatives. Background: This Agreement covers Relevant Employees; The Workforce Representatives were duly elected to act for the Relevant Employees; The Employer and the Workforce Representatives are entering this Agreement for the purposes of the Regulations, and to amend or exclude the application of the Regulations in relation to [ enter summary of ambit of agreement ]; This Agreement takes effect from the Start Date, subject to the signature conditions set out in clause 2 being satisfied; Before the Sign-up Date, the Employer provided all Relevant Employees with copies of the text of this Agreement and a summary...

[ Insert in para 6.1 of response form ET3: ] Paragraph 1 within the Grounds of Claim is hereby accepted. It is accepted that the Claimant's contract contained terms, as detailed and specified at paragraph 2 of the Grounds of Claim, as above. Paragraph 3 within the Grounds of Claim is hereby accepted......

Dear [ insert name of employee ], Re: [ insert name of employer ] (the Company) Following the disciplinary hearing on [ insert date ] [ , where you were accompanied by [ insert name ] ], I write to [ inform you of OR confirm ] a [ final ] written warning under the company’s [ dismissal and disciplinary procedure ]. This warning will be kept on file and will expire [ insert number ] months from this letter, on [ insert date ], subject to satisfactory conduct [ and no further disciplinary issues in that period ]. Review: [ insert date ]. Conduct of concern: [ insert details ]. Required improvement[s]/timescale: [ insert details ]. Further misconduct may lead to [ a final written warning OR dismissal OR [ insert other possible outcome ] ]. Appeals under [ dismissal and disciplinary procedure ] must be in writing, state your...

[ Insert in para 6.1 of response form ET3: ] 1 The Respondent disputes that it is responsible to the Claimant as asserted, or at all, and maintains that: 1.1 The Claimant has no entitlement to a guarantee payment in respect of the days claimed because the Respondent’s failure to supply him with work resulted from a [ strike OR lock-out OR industrial action ] [ insert details ]. 1.2 On [ insert date ] the Respondent offered the Claimant suitable alternative work [ specify ] for the workless days concerned, but the Claimant unreasonably refused to accept it. 1.3 The Respondent paid the Claimant contractual remuneration of £[ insert amount ] a day in respect of the days in question, which [ wholly OR partly ] satisfies its liability to pay him a guarantee payment, for the avoidance of...