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1. Trial Period: Details of any trial period in new role, include when offering a trial period

2. Training Support: Details of additional training, include when specific training will be provided

3. Performance Improvement Plan: Reference to ongoing PIP, include when transfer is part of improvement process

1. New Job Description: Detailed description of new role and responsibilities

2. Performance Review Summary: Summary of performance issues leading to transfer

3. Benefits Schedule: Details of any changes to benefits package in new role

When drafting a transfer letter for an employee with poor performance, it's crucial to maintain a professional and constructive tone. Begin by stating the purpose of the letter, which is to transfer the employee to a different role or department due to their unsatisfactory performance in their current position. Provide specific examples of areas where improvement is needed, but avoid accusatory language. Outline the new role's responsibilities and expectations, emphasising how it better aligns with the employee's strengths. Offer support resources, such as training or mentorship, to aid their transition and success in the new role. Finally, express your confidence in their ability to excel given the right opportunity and environment.

In the United Kingdom, it is generally legal to transfer an employee to a different role or location due to poor performance, provided that the transfer is a reasonable management instruction and the employer follows a fair process. However, it is crucial to ensure that the poor performance has been properly documented, the employee has been given a reasonable opportunity to improve, and the transfer is not discriminatory or retaliatory in nature. It is advisable to consult with an employment law professional or HR expert to ensure compliance with relevant laws and regulations, such as the Employment Rights Act 1996 and the Equality Act 2010.

When drafting a disciplinary transfer letter for an employee in the United Kingdom, it's advisable to use formal, professional language. Maintain a respectful and objective tone, avoiding any subjective or emotive statements. The letter should be written in clear, concise English, adhering to standard British conventions. Refrain from using overly complex legal jargon or technical terms that may be difficult for the employee to comprehend. Instead, aim for straightforward, unambiguous phrasing that effectively communicates the reasons for the transfer and any associated consequences or expectations.