Notice & Demand: templates and forms

The French labour ministry's site code.travail.gouv.fr offers free model letters ending the probation period, for the employee and for the employer. This document is a letter by which the employer or the employee ends the employment contract during the probation period (période d'essai) in mainland France or an overseas department other than Mayotte: it says who is ending it, refers to the notice period of article L. 1221-25 (employer) or L. 1221-26 (employee) of the Labour Code and gives the end date. No reason has to be given. Hand it over against a signed receipt or send it by registered post with proof of receipt, before the probation period ends. In French.

The notice to the regional chamber of the Austrian Economic Chamber (WKO) that you are suspending your trade or resuming it after a suspension — due within three weeks under § 93 Abs 1 of Austria's Trade Act (GewO 1994). With the licence holder, the trade, its location, the GISA number and the effective date: what the chamber needs for an informal notice. The chamber also offers its own form and eServices free of charge; the notice needs no set form, and a letter of your own by e-mail or post is enough. In German.

The written notice of parental part-time work (Elternteilzeit) to an Austrian employer under § 15j of the Maternity Protection Act (MSchG) or § 8b of the Fathers' Leave Act (VKG): start, length, hours and their pattern, the child, and since when you have been employed. You choose whether you claim the statutory right (more than 20 employees, three years' employment) or ask for an agreement. The notice must be in writing, so signed — a plain e-mail is not enough — and must arrive at least three months before the start. In German.

A written demand by an employee or former employee in Cyprus to the employer for wages that have not been paid: the job, the salary, the unpaid periods and the amount owed, with seven days to pay into a bank account, the documents attached and a request for a written reply within 14 days. It warns that, if unpaid, a written complaint to the Department of Labour Relations under the Protection of Wages Law and a claim before the Labour Disputes Court will follow, or, above two years' wages, before the District Court, for which it is also the letter of claim the Civil Procedure Rules require. It is sent by registered post or by hand.

The notice in which an employee in Romania demands unpaid wages and overtime not made up with time off: the periods, the hours, the sum and a deadline. It cites the rules that give it weight: overtime not compensated with time off within 90 days is paid with a premium of at least 75%, and wage claims can be brought in court for 3 years, free of court fees.

The notice by which a tenant ends a Romanian residential tenancy. The Civil Code lets a tenant end even a fixed-term agreement with at least 60 days' notice, and a clause setting a shorter period has no effect. The notice gives the end date, proposes a date to hand the home back against a handover record, and asks for the deposit to be returned.

While an agreed probationary period is running, the party in whose favour it was agreed may end the contract with no notice and without giving a reason. The application identifies the contract, the termination date, and that the ground is Art. 71 of the Labour Code. Check your own contract for whose benefit the probationary period was agreed before filing it.

Notice ending a contract for an ongoing service in Poland — a gym or pool membership, a course, a subscription, a service plan: the contract and customer numbers, the service, how it ends to underline — with the contract's notice period, immediately for important reasons, or without notice for an open-ended contract that sets none — withdrawal of consent to recurring payments, and a demand to refund fees taken in advance. It relies on rules the terms and conditions cannot exclude.

For a family that, as a domestic employer in Italy, ends the job of its domestic helper, carer or nanny. In domestic work a dismissal needs no reason (art. 2118 of the Italian Civil Code; art. 4 of Italian Law 108/1990), but the notice of the collective agreement for domestic work must be given or paid in lieu. The letter states the dismissal, the notice, the last day and the final payments. It is not for a dismissal for just cause, nor during pregnancy or the leave that follows the birth. The end of the job is then reported to INPS, free of charge. Hand it over against a signed receipt, or send it by registered post. In Italian.

The written notice surrendering a trade licence (Gewerbeberechtigung) to the trade authority — the Bezirkshauptmannschaft or Magistrat where the business is located — under § 86 of the Austrian Trade Regulation Act (GewO 1994): with the GISA number, the wording of the trade, the location and the day it is to take effect. It takes effect when it arrives, unless a later day is named, and cannot be withdrawn from then on. It can also be done online through GISA with ID Austria, and some district authorities offer their own form; this letter is the informal route by post, in person or by e-mail. In German.

The written notice an employee in Austria gives the employer on going on sick leave (Krankenstand): when the incapacity began, how long it is expected to last and its cause — illness, accident, work accident or occupational disease — but never a diagnosis. Under the Austrian Salaried Employees Act (§ 8 Abs 8 AngG) and Continued Remuneration Act (§ 4 Abs 1 EFZG) the absence is reported without delay, and the confirmation of incapacity (Arbeitsunfähigkeitsbestätigung) shown when the employer asks. No form is prescribed: the letter is your proof. In German, ready to print and sign.

The notice in which an employee in Romania tells the employer they are on sick leave: from when, until when it is expected to last, the sick-leave certificate, the doctor who issued it and where that doctor works, and how to reach the employee. The rules implementing Emergency Ordinance no. 158/2005 require the employer to be told within 24 hours of the leave being granted. It also announces that the certificate will be handed in by the 5th of the following month, for the benefit to be worked out. An employee on sick leave cannot be dismissed, except in the employer's judicial reorganisation, bankruptcy or winding-up.

The notice a Polish employee must give the employer promptly, and by the second day of absence at the latest: from when and until when the absence will last, the reason to underline — illness, caring for a child or family member, a closed nursery or school, or another — the document that will justify it, and a contact. An electronic sick note (e-ZLA) reaches the employer on its own, but does not replace this notice.

A Spanish letter, in Spanish, for an employee on sick leave in Spain who wants to tell the employer in writing. Since 1 April 2023 (Spanish Royal Decree 1060/2022) the employee no longer hands in a copy of the sick note: the INSS, Spain's social security institute, sends its details to the employer electronically. The letter only reports the absence, its start date and, if wished, the estimated length, never the diagnosis. Hand it over against a signed receipt, send it by certified post or burofax, or use the channel set by the collective agreement. It holds health data, so it is sold blank and filled in by hand.

For a householder in Spain who employs someone to work in the home (cleaning, childcare or elderly care) and dismisses them for a serious, culpable breach. The letter meets art. 55.1 of the Spanish Workers' Statute: the facts, the ground under art. 54.2, the effective date, the prior hearing and the final settlement. For domestic employment only. It is handed over against a receipt or sent by burofax. In Spanish.

For an employee in Spain who will be absent on full pay for a wedding or registration as a civil partner, a relative's accident, serious illness or hospital stay, a death, a house move or an urgent family emergency. The letter gives the prior notice of art. 37.3 of the Spanish Workers' Statute, states the reason and the dates and announces the supporting document. It is handed over against a receipt, sent by certified letter or by burofax. In Spanish.

An Italian letter, in Italian, from a current or former employee to an employer who does not appear to have paid INPS contributions for some periods: it gives the periods missing from the contributions statement, asks for the position to be put right within a deadline with proof of payment, and announces a report to INPS and the labour inspectorate. The statement can be checked free online on the INPS website or at a patronato (free help office). Send it by PEC to the company’s certified address or by registered post with proof of receipt.

An Italian letter, in Italian, from an employee telling the employer of an absence for illness: the start date, the end of the doctor’s prognosis, the protocol number (PUC) of the electronic certificate the doctor sent to INPS, and the address where the employee can be reached for the medical check. It is for cases where the collective agreement or the company asks for written notice and offers no portal of its own. Send it by PEC to the company’s certified address, by registered post with proof of receipt, or by hand. It holds health data, so it is sold blank and filled in by hand.

For a worker in Italy, still employed or not, who has not received wages, the thirteenth-month pay, overtime or other items. The letter lists the gross sums owed month by month, puts the employer formally in default with a deadline to pay, claims interest and revaluation, and interrupts the five-year limitation period. It announces the next step: the free request for intervention to the territorial labour inspectorate, for conciliation or a compliance order (diffida accertativa). Sent by registered post or PEC. In Italian.

For an employed parent in Italy giving the employer written notice of the days of parental leave or compulsory paternity leave, at least five days ahead. Parental leave can be taken until the child is fourteen, also by the hour; the allowance is claimed separately, free of charge, with the online application to INPS or through a patronato. Paternity leave is ten working days paid at 100%. Hand it over, send it by PEC or by e-mail. In Italian.

For a private-sector employee in Italy whom INPS has granted the paid leave of art. 33 of Italian Law 104/1992, to care for a relative with a severe disability or for themselves. The application goes first to INPS, online and free, or through a patronato; this letter then gives the employer the details of the authorisation, with a copy enclosed, and the monthly schedule of days or hours, which the employer may ask for. The letter does not describe the disability. Send it by registered post, PEC or by hand. In Italian.

For an employer in Italy who must put a charge to an employee in writing before imposing any disciplinary penalty beyond a verbal warning (art. 7 of the Italian Workers' Statute). The letter describes the facts with date and place, names the rule breached and gives the five days, or the longer period of the collective agreement, for a written explanation or a hearing with union assistance. Hand it over against a signed receipt, or send it by registered post with proof of receipt. In Italian.

For an employee on sick leave in mainland France or the overseas departments other than Mayotte: the letter that goes with part 3 of the French sick note (avis d’arrêt de travail), the part meant for the employer. In French under French law, it says whether this is a first note or an extension, gives its dates and asks the employer to send the pay details to the health insurer. The note itself is the secured form the doctor completes. Sold blank, to complete by hand, as it holds health data DocMuse does not collect.

The notice telling an employer in Austria that you are taking care leave (Pflegefreistellung) under § 16 UrlG, the Austrian Holiday Act: to nurse a sick close relative or a sick member of your household, to look after your child when the person who normally cares for it is unavailable, or to stay with a child under ten in hospital. You choose whether this is the first week, the second week for a child under twelve who falls ill again or, once both are used, holiday taken without agreement (§ 16 Abs 3 UrlG). The employer keeps paying. No diagnosis. In German.