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For a consumer whose complaint to a trader has got nowhere — a refund refused, a deposit kept, money owed for faulty goods or poor work. This is the letter before claim the Practice Direction on Pre-Action Conduct expects before a court claim: it sets out the claim and the amount, lists your documents and gives 14 days to reply, and says you will otherwise claim in the County Court, through Money Claim Online. Send it by email and by first class post with a free certificate of posting, and keep a copy.

For a consumer who bought goods or a service online, by phone or away from the trader's premises and has changed their mind. The notice cancels the contract within the 14-day cancellation period of the Consumer Contracts (Information, Cancellation and Additional Charges) Regulations 2013, with no reason needed, and asks for a refund within 14 days. The model cancellation form the trader must give you, or its own online form, does the same job free. Send it by email and by first class post with a free certificate of posting, and keep a copy.

For an employee in England, Wales or Scotland with parental responsibility (in Scotland, parental responsibilities) for a child under 18: a notice taking unpaid parental leave, giving the child, the dates and the number of weeks. The default rules allow 18 weeks for each child, up to four weeks a year, in whole weeks, with at least 21 days' notice; since 6 April 2026 the right starts on your first day. The employer can postpone the leave for up to six months, but not refuse it. Hand it in and email it.

For an employer in England, Wales or Scotland taking on an employee on a permanent contract: a contract that is also the written statement of employment particulars under section 1 of the Employment Rights Act 1996, which every employee and worker must have on or before their first day. It sets out the job, place of work, pay, hours, at least 5.6 weeks' holiday, sick pay, pension enrolment, notice and where the disciplinary and grievance rules are. Acas publishes free written-statement templates. Signed by both; each keeps a copy.

For an employee in England, Wales or Scotland who is the child's father, or the mother's spouse, civil partner or partner: a notice of paternity leave — one week, two weeks together or two separate weeks, within a year of the birth — giving the expected week of childbirth, the dates and the declaration that you will share responsibility for the child's upbringing. Since 6 April 2026 the leave is a right from your first day; the pay still needs 26 weeks' service. Hand it in and email it.

For a worker in England, Wales or Scotland whose employer, or former employer, has not given them their papers: one letter asking for any of missing payslips (section 8 of the Employment Rights Act 1996), a P60 for a tax year, the P45 after leaving, and the written statement of employment particulars (section 1). Fill in only the lines you need; the others drop out. It gives 14 days and names the next steps: a tribunal reference, and telling HMRC. Sent first class and by email.

For an employer and an employee in England, Wales or Scotland: an agreement that the employee keeps the employer's confidential information secret during and after the employment, keeps it secure and returns it on leaving. It states plainly what it cannot stop — whistleblowing, reporting a crime, the disclosures a victim of crime may make, speaking about harassment, discrimination or pay — and contains no non-compete or other restriction after the job ends. Signed by both.

For the driver or keeper of a vehicle given a council penalty charge notice (PCN) for parking in England or Wales who thinks it is wrong and has not yet received a Notice to Owner. The letter gives the ticket's details, the reasons it should be cancelled and the evidence. Councils generally hold the 50% discount while they consider a challenge made within 14 days. The council's free online challenge form does the same job; this letter suits post or email. Not for private car park tickets or police fines.

For an employee in England, Wales or Scotland who wants to change their hours, days or place of work — part-time, compressed hours, home or hybrid working: a dated, written statutory request under section 80F of the Employment Rights Act 1996, giving your present pattern, the change and when it should start, and saying whether you made another request in the last 12 months. It is a right from your first day, and the employer must decide within two months. Hand it in and email it.

For a worker in England, Wales or Scotland whose employer, or former employer, has not paid wages, final pay, overtime or holiday pay that is due: a letter before claim setting out what is owed and how it is worked out, the total, the unlawful-deductions rule in section 13 of the Employment Rights Act 1996, and 14 days to pay, naming the next steps — Acas early conciliation, which is free and online, then an employment tribunal claim. Sent first class and by email.

For an employee in England, Wales or Scotland whose statutory request for flexible working has been turned down: a letter appealing against the decision, giving your grounds — a reason outside the eight the law allows, wrong facts, no real consultation — and any alternative you would accept, asking for an appeal meeting with a companion. The whole decision, appeal included, must be made within two months of the request unless you agree longer. Hand it in and email it.

For a worker in Northern Ireland who wants to book paid holiday: a dated written request giving the first and last day and the number of working days, asking for written approval. Unless your contract or holiday rules say otherwise, regulation 18 of the Working Time Regulations (Northern Ireland) 2016 asks for notice of twice the length of the leave, and lets the employer refuse only by counter-notice as long as the leave. The Labour Relations Agency explains the rules free. Send it by email or hand it in.

For a pregnant employee in Northern Ireland: the written notice of your pregnancy, the expected week of childbirth, the date you want your maternity leave to start and the date for Statutory Maternity Pay, given by the end of the 15th week before the expected week, with your MAT B1 certificate enclosed or to follow. It asks your employer to confirm in writing, within 28 days, when your leave ends and what you will be paid. nidirect explains maternity pay and leave free. Hand it in and email it.

For an employee in Northern Ireland who is the child's father, or the mother's spouse, civil partner or partner, with 26 weeks' service by the 15th week before the baby is due: a notice of paternity leave — one week or two consecutive weeks, taken within 56 days of the birth — giving the expected week of childbirth, when the leave starts and the declaration that you will share responsibility for the child's upbringing. Northern Ireland keeps these rules; Great Britain's separate weeks and day-one right do not apply. Hand it in and email it.

For a worker in Northern Ireland with a problem at work that talking has not solved — treatment by a manager or colleague, workload, pay, bullying, a change imposed without agreement: a formal written grievance under the Labour Relations Agency's Code of Practice, saying what happened and what you want, asking for a meeting without unreasonable delay and to bring a colleague or union representative. The LRA's Code and helpline are free. Hand it in and email it.

For a worker in Northern Ireland with a disability or long-term health condition who needs changes at work — equipment, hours, duties, the workplace, how meetings are run: a letter asking the employer to make reasonable adjustments under the Disability Discrimination Act 1995, which still applies in Northern Ireland, describing the difficulty at work (not a diagnosis) and the changes asked for, and offering a meeting or an occupational health referral. Access to Work (NI) can also help. Sold blank, to complete by hand, as it holds health data.

For an employee in Northern Ireland with 26 weeks' service who wants to change their hours, days or place of work — part-time, compressed hours, home or hybrid working: a dated written application under Article 112F of the Employment Rights (Northern Ireland) Order 1996, giving your present pattern, the change, when it should start and its likely effect on the business, and saying you have made no other request in the last 12 months. The employer must meet you within 28 days. Hand it in and email it.

For an employee anywhere in the UK who is off work sick and wants to tell the employer in writing. The letter gives the day the absence began and when you expect to return, says you are self-certifying the first seven days and will send a fit note if the absence lasts longer, and asks for statutory or contractual sick pay, which since 6 April 2026 is payable from the first day. It describes no illness. Sent by email or handed in. Sold blank, to complete by hand, as it holds health data DocMuse does not collect.

For a pregnant employee in England, Wales or Scotland: the written notice of your pregnancy, the expected week of childbirth, the date you want your maternity leave to start and the date for Statutory Maternity Pay, given by the end of the 15th week before the expected week, with your MAT B1 certificate enclosed or to follow. It asks your employer to confirm in writing, within 28 days, when your leave ends and what you will be paid. GOV.UK explains maternity pay and leave free. Hand it in and email it.

For an employee in England, Wales or Scotland made redundant after at least two years' continuous employment whose redundancy pay has not been paid: the written claim to the employer that section 164 of the Employment Rights Act 1996 asks for within six months, giving the dates, your figure if you have one, 14 days to pay and a request for the written calculation, then naming Acas early conciliation and the tribunal. GOV.UK's redundancy pay calculator is free. Sent first class and by email.

For a worker in England, Wales or Scotland who wants to book paid holiday: a dated written request giving the first and last day and the number of working days, asking for written approval. Unless your contract or holiday rules say otherwise, the Working Time Regulations 1998 ask for notice of twice the length of the leave, and let the employer refuse only by counter-notice as long as the leave. Acas explains the rules free. Send it by email or hand it in, keeping a copy.

For a worker in England, Wales or Scotland with a problem at work that talking has not solved — treatment by a manager or colleague, workload, pay, bullying, a change imposed without agreement: a formal written grievance under the Acas Code of Practice, saying what happened and what you want, asking for a meeting without unreasonable delay and to bring a colleague or union representative. Acas's Code and guidance are free. Hand it in and email it.

For an employer and an employee in England, Wales or Scotland who agree that the employee will work partly or wholly from home: a signed variation of the contract setting out the pattern of days, the start date, equipment, any contribution to costs, workstation safety, data security, an optional trial period and how the arrangement can be reviewed or ended. Everything else in the contract stays the same. Signed by both; each keeps a copy.

For a worker in England, Wales or Scotland with a disability or long-term health condition who needs changes at work — equipment, hours, duties, the workplace, how meetings are run: a letter asking the employer to make reasonable adjustments under section 20 of the Equality Act 2010, describing the difficulty at work (not a diagnosis) and the changes asked for, and offering a meeting or an occupational health referral. Access to Work, a free government scheme, can also help. Hand it in and email it. Sold blank, to complete by hand, as it holds health data DocMuse does not collect.