Scotland: templates and forms

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 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 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.

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 employer in England, Wales or Scotland taking someone on for a set period — maternity cover, a season, a project: a contract with an end date that is also the written statement of particulars the law requires on or before the first day. It includes the protection of the Fixed-term Employees Regulations 2002, the four-year rule for successive contracts and early termination by notice. Each party should take advice before signing. Signed by both; each keeps a copy.

For an employee in England, Wales or Scotland who needs time off beyond their holiday — a long trip, a family matter, study — and wants their employer's agreement: a letter asking for unpaid leave between two dates, with the return date, and asking the employer to confirm in writing your return to the same job and what happens to holiday, pension and benefits. There is no general right to unpaid leave; carer's leave, parental leave and time off for dependants are separate statutory rights. Hand it in and email it.

For a parent or other person with parental responsibility who agrees that the other parent, or someone else, may apply for a British passport for the child. Usually one person with parental responsibility signs the application, but HM Passport Office may ask for the consent of everyone who has it — for example after a separation. The letter names the child and the applicant, gives your contact details and encloses a copy of your ID. Send it with the application, or as HMPO asks.

For a driver in Great Britain after a collision: one place to write down the other driver's name, address, vehicle and insurer, the time and place, what happened, the damage and the witnesses, while the details are fresh. Each driver keeps their own record and sends it with the insurance claim. It is not an admission of fault. A driver who does not give their details at the scene must report the accident to the police as soon as possible and within 24 hours at most (section 170 of the Road Traffic Act 1988); this record does not replace that report.

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 the end of a tenancy in England, Wales or Scotland (in Wales, an occupation contract). It records the day the keys were returned, the final meter readings, the condition of each room compared with the check-in report and anything the tenant does not accept. Signed by both — or, if the landlord or agent does not attend, completed by the tenant alone with dated photos and sent to them by email and first class post. It is the evidence the deposit scheme’s free dispute service looks at.

For landlords, letting agents and tenants in England, Wales or Scotland at the start of a tenancy — in Wales, an occupation contract. It records the condition of each room, the furniture and appliances, the meter readings, the keys and the smoke and carbon monoxide alarms, refers to dated photos, and gives the tenant seven days to add comments. Both sign it. No law requires a landlord to make an inventory (in Scotland, a letting agent who manages the check-in must), but the deposit schemes’ free dispute services rely on one when a landlord proposes deductions at the end.