Employment law flowcharts, guidance, templates and calculators.

This tool:

Guides you step by step through procedures to comply with the law.
Provides an interactive flowchart setting out the steps in each process.
Offers guidance on each step, along with calculators and templates.

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Contracts

Terms and conditions: Vary an employee's terms and conditions

Use this terms and conditions workflow to vary the contractual terms and conditions of one or more of your employees in accordance with good practice and the obligation to consult over the proposed change.
Agency workers: Employ an agency worker as a permanent member of staff

Use this agency workers workflow where you wish to take on a temporary agency worker as a permanent employee.

Discipline and grievances

Discipline: Deal with a misconduct issue

Use this discipline workflow to deal with possible misconduct issues in line with the "Acas code of practice on disciplinary and grievance procedures".
Grievances: Deal with a formal grievance

Use this grievances workflow to deal with a formal grievance in line with the "Acas code of practice on disciplinary and grievance procedures".

Family-friendly rights

Flexible working: Respond to a statutory request to work flexibly

Use this flexible working workflow to ensure that, on receiving a flexible working request, you comply with the requirements set out in the law on the right to request flexible working.
Adoption: Handle an adoption leave and pay request (UK adoption situation)

Use this adoption workflow when an employee informs you that he or she has been matched with a child for adoption.
Paternity: Handle a paternity leave and pay request (birth situation)

Use this paternity workflow when an employee informs you that he plans to take paternity leave in respect of a new baby that is expected shortly.
Paternity: Handle a paternity leave and pay request (UK adoption situation)

Use this paternity workflow when an employee informs you that he or she plans to take paternity leave in respect of a newly adopted child that is expected to be placed with the employee and his or her partner shortly.
Pregnancy and maternity: Assess the risks to a pregnant employee

Use this pregnancy and maternity workflow when an employee informs you that she is pregnant.
Pregnancy and maternity: Assess the risks to an employee who is a new mother or breastfeeding

Use this pregnancy and maternity workflow when you have an employee who is a new mother or breastfeeding.
Pregnancy and maternity: Manage an employee's maternity leave and pay

Use this pregnancy and maternity workflow when an employee informs you that she is pregnant.

Health and safety

Health and safety: Deal with an employee's request for an eye and eyesight test

Use this health and safety workflow to manage the legal and practical issues that arise when you receive a request from an employee or someone who is to become an employee for an eye and eyesight test.

Pay and benefits

Pensions auto-enrolment: Assess an individual to ascertain your duties in relation to him or her

Use this pensions auto-enrolment workflow to ascertain your pensions auto-enrolment duties in relation to an individual.
Overpayments: Deal with an accidental overpayment discovered after employee has left organisation

Use this overpayments workflow to deal with an accidental overpayment made to an individual where the overpayment is discovered only after he or she has left the organisation.
Overpayments: Deal with an accidental overpayment made to an employee

Use this overpayments workflow to deal with an accidental overpayment made to a current employee.

Recruitment

References: Provide a reference on a former or current employee

Use this references workflow on receiving a request for a reference for a current or former employee from a prospective employer.

Reservists

Reserve forces: Managing a reservist's mobilisation

Use this reserve forces workflow to manage the legal and practical issues that arise when you receive a call-out notice notifying you that one of your employees has been mobilised for a period of full-time military service.

Sensitive employment situations

Death of a worker: Respond to notification of the death of a worker

Use this death of a worker workflow to deal with the administrative, legal and practical steps that an employer must consider and undertake when it is notified that one of its workers has died.

Sickness and sick pay

Medical reports: Obtain a medical report on an employee

Use this medical reports workflow to obtain a medical report on an employee's health or medical condition, to apprise yourself on his or her health or medical condition.

Termination of employment

Redundancy: Conduct an election for employee representatives for collective redundancy consultation

Use this redundancy workflow to carry out an election of employee representatives for collective redundancy consultation purposes.
Resignation: Deal with an employee's resignation

Use this resignation workflow to deal with an employee's resignation, bearing in mind the employee's contractual obligations regarding matters such as notice, restrictive covenants and the return of company property.
Redundancy: Conduct a redundancy process

Use this redundancy consultation workflow where a business or workplace is closing, or there is a diminished need for employees to carry out work of a particular kind.

Training

Training: Respond to a statutory request in relation to study or training

Use this training workflow to deal with a request in relation to study or training made under the statutory procedure.

TUPE

TUPE: Conduct an election for employee representatives for TUPE consultation

Use this TUPE workflow to carry out an election of employee representatives for information and consultation purposes in accordance with the requirements of the TUPE Regulations 2006, where there is no independent trade union recognised in respect of the affected employees.

Working time and leave

Jury service: Deal with the situation where an employee is summoned for jury service

Use this jury service workflow to deal with the legal and practical issues that arise when one of your employees is summoned to attend jury service.
Sunday working: Deal with a shop or betting worker's notice to opt out of Sunday working

Use this Sunday working workflow when you receive notice from a "non-protected" shop or betting worker that he or she wishes to opt out of Sunday working.
Sunday working: Explain right to object to Sunday working to a non-protected shop or betting worker

Use this Sunday working workflow when a newly recruited shop or betting worker is, or may be, required to work on Sundays, or a previously "protected" or opted-out worker opts in to Sunday working.
Working time: Obtain a worker's agreement to opt out of the 48-hour working week

Use this working time workflow to deal with the legal and practical steps that an employer must address when it wishes an adult worker to enter into an agreement to opt out of the 48-hour working week under the Working Time Regulations 1998.

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