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The bank, the court or the social services office wants a document showing your income, and the employer wants a written request. This form is that request: for which period, for what purpose, in how many copies. Stating the purpose matters — a certificate for a loan and a certificate for social assistance often carry different figures.

An employee's claim to the Polish labour court against a notice terminating an employment contract or its termination without notice: asking for the notice to be declared ineffective, for reinstatement or for compensation, with the reason the employer gave and why it is wrong, and, if the deadline was missed through no fault of the employee, a request to restore it. The deadline is 21 days from delivery of the employer's letter (art. 264 of the Polish Labour Code). The employee files it alone and pays no court fee, at the district court's labour division, in person or by registered post, with a copy for the employer.

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.

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 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.

An application to a Polish head teacher for a duplicate of a lost or damaged certificate — a school-leaving, end-of-year or matura certificate: the type and the year issued, the surname at the time, date of birth, class or programme, the reason, proof of the 26 zł fee, and how it will be collected. A duplicate has the force of the original, and if the school no longer exists, the body holding its records issues it.

For anyone who received from the Comune an executive assessment or another demand for IMU, TARI or another local tax and cannot pay it all at once. Many Comuni have their own free form: if there is one, use it. Instalments follow the Comune’s regulation or, failing that, Italian Law no. 160 of 27 December 2019: up to 72 monthly instalments depending on the amount, and a regulation must allow at least 36 for debts above € 6,000.01. The request declares a temporary financial difficulty and is exempt from stamp duty.

The written request to a school in Cyprus for a copy of the leaving certificate (apolytirio), a certificate of studies with the marks for each year, or a certificate of attendance: the graduate's details as the school keeps them, the name while at school if it has changed, the year of graduation, the number of copies and the purpose. If the records are now kept elsewhere, it asks for the request to be passed on to whoever keeps them. It serves for a job, a university application or recognition abroad.

For an employee in Bulgaria who considers their dismissal unlawful. The claim asks the district court to declare the dismissal unlawful and set it aside and, if you choose, to reinstate you in your previous job and award compensation for the time without work, up to six months' gross pay (Art. 344(1) and Art. 225(1) of the Bulgarian Labour Code). It must be filed within two months of the end of the employment (Art. 358). The employee pays no court fee and may file it without a lawyer. In Bulgarian.

The other half of a contract for work. The record fixes what has been accepted, what has been noted as defective, what remains to be put right and how much is owed. Without it, an argument about whether the work was finished is conducted from memory. It is signed by both sides at the moment of acceptance, not afterwards.

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.

The receipt in which someone in Greece who takes money from a private person confirms it: who paid and who received, the sum in figures and words, what it was for, the date and method of payment, and whether it settles the whole debt or is paid on account, with the balance. A debtor who pays is entitled to a written receipt and, on paying the whole debt, to the return of the debt document (art. 424 of the Greek Civil Code). It goes with the loan agreement, the acknowledgment of debt and the settlement.

For someone who cannot attend to one matter in person and asks another person to do a single act: file a document, sign for keys, attend a meeting, hand in paperwork. Many Spanish bodies have their own form or an online power in their electronic office, both free: if they require it, use theirs. The authorisation describes the act, where it is done and until when it is valid, and excludes anything needing a notarial power. Both people sign it, and the authorised person carries it with their ID. In Spanish.

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 household in Italy hiring a domestic helper, carer or nanny on an open-ended contract. It follows the Italian national collective agreement for domestic work (CCNL lavoro domestico) renewed on 28 October 2025: grade, duties, live-in or not, hours, pay, board and lodging, trial, holidays, notice and severance pay (TFR), with the CCNL figures the employer fills in. The hiring must be reported free of charge to INPS by the day before work starts. Domestic workers do not use the online resignation procedure. In Italian.

For letting a furnished home in France for one to ten months to someone in training, higher education, an apprenticeship, an internship, civic service, a job transfer or a temporary assignment (art. 25-12 of the French law of 6 July 1989). The French bail mobilité carries its compulsory statements: the name of the lease and the reason, without which it becomes an ordinary furnished lease, and the term and the ban on a deposit. Not renewable, one month's notice for the tenant, a flat sum for charges. Signed by each party.

A permanent employment contract for full- or part-time work in Germany, in German, with every essential term the German Evidence Act (Nachweisgesetz, NachwG) requires: start, job, place of work, probation, hours and breaks, overtime, pay and when it is due, the minimum wage, leave, notice periods under § 622 of the German Civil Code (BGB), the written form of a dismissal and the deadline to sue, collective agreements, training and pension. Its time limit for claims leaves the minimum wage untouched and asks only for text form.

For an employer and employee in Italy who want confidential information protected after the job ends, when the duty of loyalty under art. 2105 of the Italian Civil Code lapses. The agreement defines the confidential information, how long the duty lasts after the job ends, the exceptions (public information, legal duties, whistleblowing reports) and the return of documents. It is not a non-compete clause: it does not restrict future work and sets no penalty. 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.

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.

An open-ended contract of employment (Dienstvertrag) for salaried employees or workers in Austria, in German, carrying every item the Dienstzettel must state under the Austrian Employment Contract Law Adaptation Act (§ 2 AVRAG) as amended on 28 March 2024: seat, job and a short description of the work, collective agreement and pay group, probation month, working time and overtime, pay, leave under the Leave Act (UrlG), notice periods under § 20 AngG and § 1159 ABGB, the termination procedure, the severance fund (Abfertigung neu) and the social insurer.

A Polish mandate contract with an individual: the tasks, period and place, the contractor's independence, an hourly rate no lower than the statutory minimum — 31.40 zł gross in 2026 — confirmation of hours, monthly payment, a statement of social-insurance status, and termination. A mandate contract generally carries social-security contributions, which is what sets it apart from a contract for a specific work.

For an employer and employee in Italy agreeing smart working within an existing job. The written agreement required by articles 18–23 of Italian Law 81/2017 sets the days and places of agile work, equipment provided, disconnection hours, monitoring, disciplinary conduct, the risk notice, duration and withdrawal on thirty days' notice (ninety for a disabled worker). A private employer then reports it online to the Ministry of Labour, free of charge, within five days of the start. In Italian.

For an employer in Spain that needs to cover an employee entitled to return to the job (sick leave, unpaid leave, birth leave), make up hours another employee has reduced, or fill a post while the permanent holder is chosen. It makes you state the cause, the specific circumstances and, where it applies, the name of the person replaced (art. 15.3 of the Spanish Workers' Statute). It sets the term, trial period, hours and pay; no severance is due at the end. Signed before work starts. In Spanish.