What you get

• A tailored allegation / investigation invite letter aligned to your policies, contracts and EA (where applicable).

• Clear description of concerns, timeframe, and what the meeting will cover.

• A practical meeting script so the manager knows exactly how to open, frame the purpose, and explain process and support options.

• Prompts for how to respond if the employee becomes upset, defensive or asks for a support person.

• Light refinement of the letter/script after your review so it fits your language and context.

What you get

• A structured show-cause letter setting out findings, proposed outcome and what the employee is being asked to respond to.

• A meeting script to guide the show-cause meeting, including how to frame natural justice and timeframes for response.

• An outcome letter template capturing the decision, reasons, effective date and any final payments or conditions.

• Advice on timing, representation/support persons and record-keeping to minimise procedural risk.

• Light tailoring of documents to align with your policies, tone and brand.

What you get

• A customised Performance Improvement Plan (PIP) that sets out expectations, measures, timeframes and support.

• Clear documentation of current performance gaps with specific, observable examples.

• A simple monitoring framework (check-ins, milestones, review dates) that managers can actually stick to.

• Coaching for the manager on how to introduce the PIP, run check-ins and respond if performance doesn’t shift.

• Light refinement of the PIP over the first review cycle to ensure it’s working in practice, not just on paper.