Employee Letter Of Concern Template for England and Wales

A formal written communication template governed by English and Welsh law, used to document and address concerns about an employee's conduct, performance, or behavior in the workplace. The document serves as an official record of the employer's concerns and outlines specific improvements required, while adhering to UK employment legislation and ACAS guidelines. It forms part of the formal performance management or disciplinary process within organizations.

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What is a Employee Letter Of Concern?

The Employee Letter of Concern Template is a crucial document in the UK employment context, specifically designed for use under English and Welsh law. It serves as a formal written notification to employees regarding specific workplace concerns, whether related to performance, conduct, or attendance. This document typically follows informal discussions and precedes more serious disciplinary actions, forming an important part of the performance management process. The template ensures compliance with UK employment legislation, including the Employment Rights Act 1996 and ACAS guidelines, while providing clear documentation of concerns, expected improvements, and support measures offered.

What sections should be included in a Employee Letter Of Concern?

1. Letter Header: Company letterhead, date, employee details, marked 'Private and Confidential'

2. Issue Description: Clear statement of the specific concern or problem being addressed

3. Evidence/Examples: Specific instances, dates, and details of the concerning behavior

4. Expected Standards: Clear outline of company expectations and required standards

5. Required Improvements: Specific actions needed to address the concern

6. Timeframe: Clear timeline for expected improvement

7. Support Offered: Details of any support, training, or resources being provided

What sections are optional to include in a Employee Letter Of Concern?

1. Previous Discussions: Reference to any prior verbal warnings or discussions when there have been previous informal conversations

2. Consequences: Potential outcomes if improvements are not made, used in cases of serious or repeated concerns

3. Performance Improvement Plan: Detailed plan with specific targets and measures, for performance-related concerns requiring structured improvement