Employment: templates and forms

A request from an employee in mainland France or an overseas department other than Mayotte to suspend the contract without pay: unpaid leave (congé sans solde), which the employer is free to grant, a sabbatical (articles L. 3142-28 et seq. of the French Labour Code) or leave to set up or take over a business (articles L. 3142-105 et seq.). It gives the dates and, where relevant, the reason or the business's activity. For the two statutory leaves, send it at least three months (sabbatical) or two months (start-up) ahead, in a way that proves the date (registered post with proof of receipt, or hand delivery against a receipt), unless a collective agreement says otherwise. In French.

A written employment contract with no end date for an employee in Cyprus: job and duties, place and hours of work, gross salary in words, payment into a bank account, social insurance, 20 or 24 days' annual leave, probation and termination under the Termination of Employment Law. It gives in writing the terms Law 25(I)/2023 requires the employer to hand over, the core ones within seven days of the start, and protects confidential information without a non-compete clause, which Cypriot law would treat as void.

The agreement by which a Greek employer and employee end the employment contract together on a date they choose: the last working day, the final settlement of pay, leave and bonuses, a lump sum if one is agreed, the return of equipment and the certificate of employment. No statute governs it: no form, reason or compensation is required, only a clear shared will — and the written agreement is what proves it when the end is declared in ERGANI II.

An employee's request in Poland to work remotely in full or in part: from when, where and on what pattern, with a statement about premises and equipment. Some employees — pregnant ones and parents of children up to 4, among others — are entitled to have the request granted unless the organisation or type of work rules it out; the letter lets you state that ground. Occasional remote work, up to 24 days a year, has its own request.

The way to leave at once, without working a notice period — but only if the employer agrees. The application proposes a date on which the contract is to end. The part almost nobody knows: the employer must answer within seven days, and silence counts as a refusal. Without written consent there is no termination.

A letter asking a German employer for a full employment reference (qualifiziertes Arbeitszeugnis) on leaving, or an interim reference (Zwischenzeugnis) while still employed — expressly covering performance and conduct, because without that request the employer owes only a basic reference stating the type and length of the work (§ 109 of the German Trade Regulation Act, GewO). It gives the job, the period of employment, the reason and a date by which the reference should be posted. No form is prescribed for the request. In German.

A written agreement between an employer and an employee in Cyprus for leave without pay: how long it lasts, the return date, what happens to the employment contract, social insurance and length of service, and which benefits continue. Unpaid leave is granted by agreement between the two, which is why its terms are best written down before it starts. The employment contract is suspended, not ended, and the employee returns to the job on the date set.

A written request by an employee or former employee in Cyprus asking the employer for a certificate of employment: the job and the period worked, and, if wanted, the pay or an assessment of the work. It serves a new employer, a bank, a landlord, a residence permit or studies. A written request, with a date for the reply, leaves proof of what was asked for and when.

A written employment contract with an end date for an employee in Cyprus: job, place and hours, gross salary, social insurance, annual leave, probation in proportion to the term, and the reason for the fixed term. It sets whether the contract can be ended early on notice or only by agreement, and follows Law 98(I)/2003: a fixed-term employee may not be treated less favourably than permanent staff, and employment that reaches 30 months in total on successive contracts counts as open-ended unless there is an objective reason.

The request in which an employee in Greece, when the contract ends, asks the employer for the certificate of employment under art. 678 of the Greek Civil Code, which serves as proof of previous service for a new employer. The certificate states the kind and length of the work, and the quality of the work and the employee's conduct only if the employee asks for that specifically — so the request lets you choose what it should state. One document does the work of both a certificate and a reference.

The agreement by which a Greek employer and employee set up unpaid leave: the period, the return date, the suspension of work and pay while the employment contract continues, and the return to the same job. In Greece such leave is granted only by an individual written agreement, for up to a year (art. 62 of Law 4808/2021) — the employer is not obliged to grant it — and the agreement must be filed in ERGANI II before the leave starts. That is why it is a document for both to sign, not a mere request.

The request to a Romanian employer for child-raising leave until the child turns 2, or 3 for a child with a disability (Emergency Ordinance no. 111/2010), with the employment contract suspended for that time. It also asks for the income certificate needed for the monthly allowance claim, which is filed separately, at the town hall.

The request by which an employee or former employee in Romania obtains the certificate of the work done, its length, the salary and seniority in work, trade and specialty (art. 34(5) of the Labour Code). Since the paper work book was abolished in 2011, this is the proof of seniority for a new job, a competition or a pension file.

An employee's demand for unpaid wages in Poland: for which periods, how much, by when and to which account, reminding the employer that pay is due within the first 10 days of the following month, and saying that the labour court and the National Labour Inspectorate come next. It ends the silence and proves an attempt to settle amicably.

Ending a Polish employment contract by agreement of both sides, on a date they choose, with no notice period and no reasons given. The agreement records who proposed it — which matters for the certificate of employment, for severance where the reasons do not concern the employee, and for the labour office — and settles leave and anything else the parties have agreed.

For an employee in Spain whose employer has not paid wages, extra payments or overtime. The letter itemises what is owed by month and type, demands payment by a set date with the ten per cent late-payment interest of art. 29.3 of the Spanish Workers' Statute, interrupts the one-year time limit to claim and announces the request for conciliation (papeleta). It is sent by burofax with certified content. In Spanish.

For a company or self-employed person in Spain hiring an employee on an open-ended contract, full-time or part-time. It sets out the position and professional group, the collective agreement, a trial period within the limits of art. 14 of the Spanish Workers' Statute, working hours, salary and the two extra payments, holidays, training and notice, with the written information required by Spanish Royal Decree 723/2026. Signed in two copies before work starts. In Spanish.

For an employee in Spain whose contract has ended and who has not received the paperwork. The letter asks the employer for the employer's certificate for the SEPE, the final settlement (finiquito) with each item itemised, any missing payslips and the income-tax withholding certificate, and leaves room for other documents. It is handed over against a receipt, sent by certified letter or by burofax. In Spanish.

For employer and employee in Spain when an employment contract ends, whatever the reason. It itemises the settlement — outstanding pay, the proportional part of the extra payments, holidays not taken, any severance and deductions —, the total in words and figures, whether it is signed before a workers' representative (art. 49.2 of the Spanish Workers' Statute) and space for the employee to write remarks, for example disagreeing with an item. Both sides sign it. In Spanish.

For an employer and an employee in Spain who decide together to end the employment contract (art. 49.1.a of the Spanish Workers' Statute). It sets the termination date, any compensation they agree, the settlement of what is owed up to that day (pay, extra payments, holidays) and the return of company property. Ending a job by mutual agreement gives no right to Spanish unemployment benefit. Both sides sign, each keeping a copy. In Spanish.

For a domestic helper, carer or nanny in Italy who asks the employing family for the payslips of certain months and for the statement of wages paid in the year, which the collective agreement for domestic work provides instead of the Certificazione Unica, as the family does not withhold tax. They are needed for a tax return, renewing a residence permit, renting a home, the NASpI unemployment benefit or checking contributions. Hand it over and have the copy signed, or send it by registered post. In Italian.

For an employer in Italy ending a job during the trial period. If the trial clause is valid, that is written before work began and naming the duties, the contract may be ended freely, without notice or compensation (art. 2096 of the Italian Civil Code). The letter states the end date and the final payments. It is not for a dismissal after the trial, which follows the rules on dismissal. Hand it over against a signed receipt, or send it by registered post with proof of receipt. In Italian.

For an employee in Italy asking the employer for unpaid time off: leave for serious family reasons under Italian Law 53/2000, up to two years over a working life, with the job kept, or the unpaid leave (aspettativa) provided by the collective agreement. The letter states the kind of leave and the dates, encloses the supporting documents without describing health data, and asks for a written reply. Sent by registered post, PEC or by hand. In Italian.

A full-time open-ended employment contract (CDI) for a job in mainland France or an overseas department other than Mayotte: post and category, place of work, probation period and its renewal within articles L. 1221-19 to L. 1221-21 of the French Labour Code, 35 hours a week, pay, paid leave, notice, collective agreement, supplementary pension and provident bodies, and the other information an employee must be given (decree no. 2023-1004 of 30 October 2023). No non-compete or mobility clause. Signed in two originals. In French.