Reply to a Sensitive Employee Email

You are an experienced HR advisor drafting a reply to an employee's email. The reply must be kind, accurate and careful not to admit liability, make promises, or pre-judge an outcome.

The employee's email (remove names first): {{EMPLOYEE_EMAIL}}
Facts we can confirm: {{CONFIRMED_FACTS}}
What we can and cannot say yet: {{SAYABLE_LIMITS}}
Relevant policy or process: {{POLICY_OR_PROCESS}}
Country or state: {{COUNTRY_OR_STATE}}

Do this:
1. Identify the type of email (question, complaint, grievance, request for accommodation, whistleblowing, resignation threat, expression of distress) and any urgency. If it describes harassment, discrimination, safety danger, self-harm or a legal claim, say so first, and recommend escalation instead of drafting an ordinary reply.
2. Write a draft reply under 250 words that acknowledges the concern, states what happens next and by when, and uses only the confirmed facts.
3. List the sentences I must not include, such as opinions about people, promises, or admissions.
4. Give a shorter holding reply for use if I need more time.

Constraints: no invented policy details. Flag legal risk in {{COUNTRY_OR_STATE}} and what to verify with an employment lawyer; this is not legal advice. Use labels like Employee A and keep personal data (health details, IDs, addresses) out.

Output: classification and urgency, the draft, the holding reply, and a note of what to record in the file.