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A letter for an employee dismissed in mainland France or an overseas department other than Mayotte, asking the employer to make precise the reasons given in the dismissal letter (articles L. 1235-2 and R. 1232-13 or R. 1233-2-2 of the Labour Code). It must go within fifteen days of being notified of the dismissal, by registered post with proof of receipt or by hand against a receipt; the employer then has fifteen days to answer. A standard form: it does not challenge the dismissal and does not replace an application to the employment tribunal. In French.

A record of taking in a phone, computer, bike or appliance for repair, issued to the customer by the workshop or drawn up by the customer for the workshop to sign: the job number, the workshop's and customer's details, the item with its serial number, accessories, visible condition, the fault reported, the estimated cost and time, and a rule that more expensive work needs the customer's consent. At collection it proves the condition the item was left in.

An amendment to an employment contract that sets up regular telework for an employee in mainland France or an overseas department other than Mayotte, under the collective agreement, the company's telework charter or a simple agreement between the parties (article L. 1222-9 of the French Labour Code): days, place, hours when the employee can be reached, equipment, costs, the right to disconnect, reversibility and equal rights. An employee can propose it to the employer with a request. 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.

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.

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.

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.

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.

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.

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 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 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.

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.

When your child is ill and you have to stay at home in Germany: the letter telling the employer and asking to be released from work under § 45(3) of Book V of the Social Code (SGB V). It asks for paid leave where § 616 of the German Civil Code (BGB) or the employment contract gives it, and otherwise announces the claim for child sickness benefit (Kinderkrankengeld) from the health insurer. For parents with statutory insurance and children under twelve; in German, with no diagnosis.

The notice by which an employee in Germany claims parental leave (Elternzeit) under § 16 of the Federal Parental Allowance and Parental Leave Act (BEEG): the child, the date of birth or due date, the start and end of the leave and any further periods, with the binding choice for the first two years and a request for confirmation. It must reach the employer at least seven weeks before the leave starts, or 13 weeks before leave after the third birthday. For children born or placed for adoption from 1 May 2025, text form such as e-mail is enough; for older children a hand-signed original is required. In German.

A fixed-term employment contract under the German Part-Time and Fixed-Term Employment Act (TzBfG), in German: without an objective reason (up to two years) or with one, such as standing in for an absent employee, a temporary need or a trial. It carries every term the Nachweisgesetz requires, the minimum wage, leave, notice during the term and a time limit for claims that excludes the minimum wage. The fixed term must be in writing, signed by both before the first working day, or the contract counts as permanent.

A business's contract with a freelancer in Greece: the services, independence in time, place and means, the fee, invoicing, confidentiality, copyright and termination. The independence terms matter: under Greek Law 2639/1998 the contract is presumed to hide employment if the freelancer works personally, exclusively or mainly for the same client for nine consecutive months. It records whether the freelancer has only one or two clients, in which case they are insured like an employee (Law 4387/2016, art. 39(9)), and whether the 20% tax withheld on invoices above €300 applies (art. 64 of Law 4172/2013).

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.

For an employee on an open-ended contract in Greece who has been dismissed and considers the dismissal void or abusive. In this out-of-court notice (εξώδικη δήλωση), served by a court bailiff, the employee contests the dismissal, offers to keep working and takes any severance pay only with a reservation. It is not compulsory and stops no deadline: the lawsuit for nullity must be served on the employer within three months of the end of the employment, and the claim for severance pay within six months of its falling due (art. 351 of the Greek Labour Code, Presidential Decree 62/2025).

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.

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 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.