HomepageAgile HR support
We know you need your people management tools to be confident, compliant and able to professionally handle your HR matters. That's why we've partnered with Agile HR, a specialist provider of HR consultancy services, to help with just that.
For more information on how this service is provided, please read the disclaimer at the bottom of the page before progressing.
Agile HR provides you, as a MMB Elect and Unum customer, with an array of people management resources to help you support your employees.
HR business review
If you’re not sure where to start, consider an Agile HR Business Review. Available for businesses with up to 15 employees, this once-a-year, virtual service provides a high-level overview of your company’s people strategy, highlighting any challenges you might face and suggesting areas for further development. You’ll get a follow up email detailing the discussion and proposed actions.
Book a HR business reviewAgile HR email support service
Email the support service today and get a response to initial queries within 48hrs.
Contact AgileHRThe Agile HR Hub provides an email support service to employers with practical, up to date and compliant HR advice via email from CIPD-qualified professionals. This will support you to manage staffing issues with confidence.
Example situations include:
- Managing part-time working requests and associated benefit calculations
- Managing performance issues
- Resignations
- Interview queries
Customisable HR template documents
The template documents assist with day-to-day HR issues that may arise in your business. Some documents have wording that you can personalise to your business and we've highlighted these areas for you within the templates.*
* Any amendments other than customisable fields are not covered by AgileHR liability cover.
AttractAttract
This section is to support you in the process of identifying, attracting and interviewing candidates, whether face to face or virtually. If you’re looking to hire a new person into your team and need guidance on recruitment and interviewing applicants, you’ve come to the right place.
Template: Applicant rejection letter
Form: Application form for external applicants
Form: Application form for internal applicants
Form: Candidate scoring sheet
Checklist: Conducting a remote interview
Checklist: Creating a competitive benefits package
Checklist: Managing recruitment advertising
Form: Extra staff request from line managers
Template: Job advert*
Template: Job description to advertise vacancy
Policy: For recruitment and selection* Not CIPD. HR Inform
HireHire
You have found your perfect candidate, and you want to offer them a job with the right employment contract and offer details. These details form the cornerstone of a person’s long-term employment, so it’s vital to get robust terms and conditions agreed from day one, if not before! You do not need to wait until someone’s start date to send them their contract of employment. We recommend sending it around the same time you offer the successful candidate the role.
Template: Approved apprenticeship agreement (England) on or after August 2023
Template: Approved apprenticeship agreement (England) before July 2023
Template: Contract for services (independent contract agreement)
Template: Employment contract
Template: Employment contract with restrictive covenants
Template: Fixed-term employment contract
Template: Fixed-term employment contract with restrictive covenants
Template: Home worker employment contract
Template: Part-time employment contract
Template: Shift worker employment contract
Template: Young worker employment contract
Template: Zero hours employment contract
Letter: Requesting a reference
Letter: Rejecting a candidate because of unsatisfactory references
Letter: Asking a candidate to provide right to work in the UK (online check)
Letter: Withdrawing an employment offer where a candidate has not confirmed right to work in the UK
Letter: Offer of employment
Letter: Offer of a fixed-term contract
Questionnaire: Medical questionnaire (Equality Act 2010)
Calculator: Part-time holiday pay
Checklist: Recruiting ex-offenders
OnboardOnboard
Your new hire is due to start and will begin their new role within their probationary period. Make sure they are set up for success with a well-planned onboarding schedule and training plan. Getting a clear picture of role and responsibilities from the get-go will aid your employee, as well as benefitting your business to achieve its goals.
Letter: Automatic enrolment into pension scheme
Letter: Automatic enrolment into pension scheme (do not receive tax relief)
Letter: Not enrolling into the pension scheme
Checklist: For new starters
Checklist: Managing an induction
Checklist: For a new starter to record learning during induction
Checklist: Remote onboarding
Form: Line manager preparation for probation review meeting
Form: Mid-point probation review
Form: Probation period review
Presentation: Probationary periods training session
Letter: Successful completion of probationary period
Letter: Unsuccessful completion of probationary period
Form: Analysis of training needs
DevelopDevelop
Keep track of your employees' performance and encourage their development by setting objectives and conducting reviews. Employees who feel like they have clear objectives and a path to develop are more likely to stay with their employer for longer.
Checklist: Identifying performance objectives
Form: Performance appraisal
Form: Performance appraisal objective review
Plan: Performance improvement
Plan: Personal development
Form: Self appraisal
RetainRetain
Support your employees with key life events such as maternity and paternity leave, or changes in their employment such as promotions or job moves.
Form: Statutory maternity leave request
Form: Employee request to vary start of maternity leave and pay
Letter: Confirming maternity leave pay and entitlement
Letter: Confirming arrangements for returning to work from maternity leave
Letter: Outlining a phased return to work from maternity leave
Letter: Responding to a request for varied hours on return from maternity leave
Letter: Responding to holiday requests before or after maternity leave
Letter: Responding to an employee who decides not to return to work from maternity leave
Letter: Inviting a pregnant employee to a pre-maternity leave interview
Letter: Accepting a request for an early return from maternity leave
Letter: Reminder of expected return date for an employee on maternity leave
Letter: To an employee wishing to vary the start date of maternity leave
Letter: To an employee whose maternity leave is triggered by pregnancy-related absence
Letter: To an employee whose maternity leave is triggered by the early birth of their child
Letter: Arranging a return to work for an employee on maternity leaveForm: For employee to notify intention to take adoption leave*
Form: For employee to notify of intention to take adoption leave (from overseas)
Form: Request for statutory adoption leave
Form: Declaration of eligibility to take time off for adoption appointments
Form: For an employee to request change to the start of adoption leave*
Form: For an employee to request change to the start of adoption leave (from overseas)
Letter: For an employee to request early return from adoption leave
Letter: Requesting an employee on adoption leave to attend a KIT day*
Letter: Requesting an employee on adoption leave to attend a KIT day (from overseas)
Letter: Requesting evidence of eligibility for adoption leave and pay*
Letter: Requesting evidence of eligibility for adoption leave and pay (from overseas)
Letter: Responding to an employee on adoption leave who has requested a KIT day
Letter: Responding to an employee who has notified of their intention to take adoption leave* Adoption within UK
Letter: Acknowledging notice of entitlement and intention to take SPL
Letter: Confirming a period of SPL
Letter: Declining a period of SPL
Letter: Proposing alternative dates for a period of SPL
Letter: Maternity or adoption leave curtailment notice
Letter: Notice of entitlement and intention to take SPL
Letter: Notice of variation of intention to take SPL
Letter: Notice to cancel or vary a period of SPL
Letter: Period of leave noticeSurvey: Staff satisfaction
Letter: Salary review when an increase is proposed
Letter: Salary review when no increase is proposedLetter: Accepting employee request for flexible working
Letter: Declining employee request for flexible working
Letter: Hybrid working template
Letter: Arranging a trial period for flexible working
Letter: Confirming a trial period for flexible working was successful
Letter: Confirming a trial period for flexible working was unsuccessful
Letter: Confirming a trial period for flexible working was unsuccessful after 6th April 2024
Letter: Inviting an employee to a flexible working meeting
OffboardOffboard
It’s key to ensure you have a well-documented process whatever the circumstances of your employee’s departure from the business, from resignation to dismissal or redundancy.
Form: Recording a disciplinary investigation
Template: Disciplinary investigation report
Letter: Confirming a gross misconduct dismissal decision
Letter: Confirming the issue of a formal or final written warning
Letter: Following a disciplinary investigation informing an employee that disciplinary proceedings will not take place
Letter: Following a disciplinary investigation informing the employee that disciplinary proceedings will take place
Letter: Informing an employee that a fellow employee has raised a grievance against them
Letter: Inviting a witness to an investigation meeting
Letter: Inviting an employee to a disciplinary hearing
Letter: Inviting an employee to an investigatory meeting
Template: Meeting notesForm: Detailing redundancy payments
Letter: Inviting an employee to an individual consultation meeting regarding potential redundancy
Letter: Inviting an employee provisionally selected for redundancy to a second individual consultation
Letter: Formally notifying an employee that they have been selected for redundancy as part of the individual consultation process
Letter: Redundancy dismissal
Calculator: Redundancy payment reckoner
Form: Redundancy selection matrixForm: For an employee to provide notification of wish to retire
Letter: Inviting an employee who has expressed a wish to retire to a meeting to discuss how the retirement will be managed
Letter: To an employee who has notified of their intention to retire confirming final payments and return of company property
Letter: Response to an employee who has provided notification of their wish to retireChecklist: For line managers conducting exit interviews
Survey: Employee exit interview survey
Letter: Acknowledging receipt of resignation
Script: For conducting an exit interview
Disclaimer
Agile HR Consulting Limited (“Agile HR”)* is a third-party provider of HR resources, products and services and is completely independent of, and separate from, Unum Limited (“Unum”) and any Unum insurance policy.
You agree and accept that any use of, or reliance upon, the Agile HR resources, products or services (including any material, templates, documentation or advice provided by Agile HR) referenced above (“Agile HR Services”) by you is subject to the Agile HR terms and conditions (available from Agile HR) and to the Agile HR Privacy Policy set out at https://www.agilehrconsulting.com.
You agree and accept that Unum accepts no responsibility or liability for any use of, or reliance upon, the Agile HR Services by you, and Unum makes no warranties or representations regarding same (or any of their constituent parts) or about the suitability of the Agile HR Services for your individual needs or your specific or general requirements. Before making any use of the Agile HR Services you should take independent advice as to their fitness and suitability for your needs and requirements.
Unum has not originated or developed any of the Agile HR Services and does not manage, update or administer any such Agile HR Services. The production, development, update, and administration of each Agile HR Service is carried out exclusively by, and is the responsibility of, Agile HR.
Unum does not receive any payment or commission from Agile HR arising from any use of or reliance upon the Agile HR Services. The choice to use or rely upon the Agile HR Services is entirely up to you and Unum disclaims any liability in relation thereto.
Complaints, concerns, claims or questions regarding the Agile HR Services should be made to Agile HR directly.
The Agile HR Support sections of the Unum website are provided for information purposes only. While Unum makes every effort to ensure the information on our websites is accurate, it does not warrant or guarantee its accuracy, or the accuracy of information on any linked website, including that of Agile HR. Unum shall not be liable for any loss or damage resulting from any use of this website (including this HR Support Section of the Unum Business Hub website), or for any changes to the information on this website, or for any reliance on any information on this website. We cannot guarantee that our website will be free from errors, defects, viruses or alterations made outside of our control. We reserve the right to change the information on our website and amend the information at any time and without notice.
*Further information about Agile HR can be found at: https://www.agilehrconsulting.com
Agile HR Consulting Limited is registered in England & Wales under company number 11017950 and has its registered office at 4 Browning Road, Church Crookham, Hants, UK, GU52 0YJ.