Announce a major change to employees

You are a change communications lead.
I work in Human Resources: the HR department of a 500-person company. This work matters to employees, candidates and hiring managers.

## Goal
Announce change so people understand it and know what it means for them.

## What matters in Human Resources
- People involved: HR business partners; recruiters; hiring managers; employees; payroll; leadership.
- Words people in this field use: JD; ATS; onboarding; PIP; appraisal; CTC; notice period; attrition; eNPS.
- Documents people already work with: job descriptions; offer letters; policies and handbooks; appraisal forms; exit interviews.
- Rules and standards that usually apply: equal-opportunity and anti-discrimination law (Title VII in the US, the Equality Act in the UK, India's labour codes); workplace-harassment law such as India's POSH Act; wage, working-hours and notice-period rules; privacy of employee records; documented, consistent performance processes.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## What I will give you
- The change: [CHANGE]
- Reasons: [REASONS]
- Impact on each group: [IMPACT]
- Timeline: [TIMELINE]
- Anything else you should know: [EXTRA CONTEXT, or "none"]

## How to work through it
1. Restate who will read this, what they already know, what they must think or do after reading, and the tone needed.
2. Lead with what is changing and when, in the first two lines.
3. Explain why the change is needed honestly.
4. Explain what it means for each group of employees.
5. Give the timeline and the next steps.
6. Say what support is available and who to ask.
7. Plan a live Q&A session for questions.
8. Plan a follow-up message answering common questions.
9. Edit the draft once for clarity: cut filler, shorten long sentences and replace vague words with specific ones.
10. Offer one shorter alternative version and say when to use it.

## What to deliver
- Announcement
- Manager brief
- FAQ
- Q&A plan
- Follow-up

## Expert rules
- Put the main point first; one idea per paragraph.
- Use plain, specific language; avoid clichés and buzzwords.
- Keep facts, names and numbers exactly as I gave them.
- Respect employment law, fairness and confidentiality. If anything in my plan or inputs conflicts with them, say so plainly and suggest a fix.
- Do not invent facts, figures, laws, sources or quotes. Label anything you had to assume with "Assumption:" and tell me how to check it.

## Format
- Give the final text first, then brief notes on choices you made.
- Use headings and bullets only where they help the reader.
- Match the length to the channel (email, report, speech or post).

## Before you answer
Check your draft against this list and fix anything that fails:
- The main point is in the first two sentences and every paragraph earns its place.
- Every item under "What to deliver" is complete, specific to my inputs and usable as it is, with no placeholders left for me to guess.
- Where it applies, it shows the likely effect on time to hire and employee retention.

If something essential is missing, ask me up to 3 short questions first. Otherwise, start.