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A Greek employment contract with an end date, carrying the same essential terms as the open-ended one and what sets it apart: the term, the objective reason for the fixed term and the end without notice. The reason matters: successive fixed-term contracts without an objective reason that run past three years in total are presumed to meet permanent needs and become open-ended (Presidential Decree 81/2003). The ERGANI II steps for hiring are included.

A confidentiality agreement signed by an employer and an employee in mainland France or an overseas department other than Mayotte, on hiring or during the contract: it defines confidential information, forbids disclosing or using it outside work, during the contract and for a chosen period after it ends, and provides for documents to be returned. It also protects trade secrets (articles L. 151-1 et seq. of the French Commercial Code). It contains no non-compete clause and preserves the rights of whistleblowers and staff representatives. Signed in two originals. In French.

A working parent's written request to the employer in Cyprus for parental leave under Law 216(I)/2022: the child, the dates, the length and the leave already taken, with room for the employer's reply. After six months' service the Law gives up to 18 weeks for each child until the child turns 15 (21 with a disability), from one day to five weeks a year (seven with three or more children), on a request made at least three weeks before the start. Social Insurance Services pay a benefit for part of the leave, eight weeks for the first child and more for later children, on the parent's own separate claim.

The addendum with a non-compete clause that applies after the employment contract ends, with every element without which the clause has no effect (art. 21 of the Romanian Labour Code): the activities barred, the third parties, the area, the length — 2 years at most — and the monthly indemnity of at least 50% of the average gross pay of the last 6 months.

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 addendum by which an employee in Romania undertakes not to disclose information learned during the contract, while it lasts and after it ends (art. 26 of the Labour Code): what is confidential, how long the duty lasts after leaving, and what cannot be forbidden — public information and reports protected by law. A breach gives rise to damages.

A Romanian fixed-term employment contract on the same framework model, with what sets it apart: the end date, the reason for the fixed term — one of the closed list of cases in art. 83 of the Labour Code — and the shorter probation art. 85 allows. It cannot run for more than 36 months, and the same parties may sign at most three such contracts in succession.

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.

Spain's tax agency offers a free invoicing application (VERI*FACTU) on its website; you do not need DocMuse for this. For a self-employed person or business in Spain invoicing without invoicing software: a Spanish invoice with the content of art. 6 of Royal Decree 1619/2012, VAT, IGIC in the Canary Islands or IPSI in Ceuta and Melilla, and withholding. With software, Verifactu applies from 2027; in the Basque Country, TicketBAI. In Spanish.

For a business or professional engaging a self-employed person in Spain (design, programming, translation, training, consulting): a Spanish civil contract with the scope, the professional's independence over hours, place and means, the fee in words and figures, invoicing and the payment term under Spain's Law 3/2004, confidentiality, a statement that the professional is not economically dependent on the client (TRADE) and the attempt to negotiate before court (Organic Law 1/2025). In Spanish.

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 a family or person in Spain hiring a household employee on an open-ended contract: cleaning, cooking, childcare or care of an older person, living in or out. It sets out the tasks, the trial period, the hours and rest of Spanish Royal Decree 1620/2011, pay by the month or by the hour, pay in kind, the extra payments, holidays and the termination rules as they stand since Royal Decree-Law 16/2022. Both sides sign it before work starts. In Spanish.

For an employer in Spain that wants to set down in writing what information an employee must keep secret, during the contract and afterwards. It defines confidential information, what is excluded, permitted use, the return of documents and equipment at the end and the period after termination, in line with the duty of good faith in the Spanish Workers' Statute and Spanish Law 1/2019 on Trade Secrets. It is not a non-compete clause: it does not stop the employee working for another business later. Both sides sign it. In Spanish.

For an employee in Spain who wants to ask for holiday dates in writing. The request gives the year the holiday belongs to and the first and last day, recalls the thirty calendar days and the two months' notice of art. 38 of the Spanish Workers' Statute, and asks for a written answer. It is handed over against a receipt («Recibí») signed by the employer, sent by certified letter or, if preferred, 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 business or individual giving an assignment to a self-employed worker in Italy, with or without a VAT number: an Italian contract covering scope, the worker's freedom to organise time and place, duration, fee, payment within 60 days at most, withdrawal on fair notice and changes only in writing, as the Italian Self-Employment Act (Law 81/2017) requires. For a worker without a VAT number it refers to the occasional-work receipt and withholding tax. Withdrawal is specifically approved (art. 1341 of the Civil Code). Signed in two copies or digitally.

For a business or professional hiring an employee in Italy on an open-ended contract, full-time or part-time. It sets out the national collective agreement (CCNL) applied, grade, duties, place of work, trial period (six months at most), hours, pay, holidays, notice and severance pay (TFR), and contains the written information required by Italian Legislative Decree 152/1997 as amended by the transparency decree. Signed in two copies before work starts. In Italian. Household staff have their own domestic-work contract.

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 an employer in Italy hiring on a fixed-term contract, full-time or part-time. The form covers three cases: a contract of up to twelve months with no stated ground, replacing other workers, and technical, organisational or production needs identified by the parties, allowed for contracts signed by 31 December 2026; grounds set by a collective agreement are not included. It states term, duties, the statutory trial-period formula, pay and the right of precedence. The term counts only if written; the copy is due within five working days. 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.