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A standard full-time fixed-term employment contract (CDD) for mainland France and the overseas departments other than Mayotte, limited to the two commonest grounds: replacing an absent employee or a temporary increase in activity (article L. 1242-2 of the French Labour Code). It contains the particulars of article L. 1242-12 — precise ground, end date, post, probation, pay, collective agreement, supplementary pension and provident bodies — and the 10 % end-of-contract payment. A CDD without a precise and true ground is deemed open-ended. Give it to the employee within two working days of hiring. In French.

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 confidentiality agreement for employees in Austria, in German, with the undertaking to keep data secrecy that every employer must obtain from its staff under § 6 of the Austrian Data Protection Act (DSG), including the information on transfer instructions and the consequences of a breach. It protects trade secrets under §§ 26a ff of the Unfair Competition Act (UWG) by naming categories and secrecy measures, leaves out the employee's own pay and whistleblowing reports, and offers an optional non-compete clause under § 2c AVRAG and § 36 AngG.

The notice telling an Austrian employer when your parental leave (Karenz) starts and how long it lasts, under the Maternity Protection Act (§ 15 MSchG) or the Fathers' Leave Act (§ 2 VKG): child and date of birth, leave from–to, the other parent's parts. For children born from 1 November 2023, Karenz runs to the end of the 22nd month, or the 24th if shared — the document prints the rule for your child. With a receipt block. Childcare benefit (Kinderbetreuungsgeld) is claimed separately from the health insurer, usually the ÖGK. In German.

A letter claiming unpaid wages, salary or overtime pay from an employer in Germany, sent in time to beat the exclusion period (Ausschlussfrist) in the employment contract or collective agreement, which is often only three months from the due date. It lists month, type of claim and gross amount, sets a payment deadline, claims default interest under § 288(1) of the German Civil Code (BGB), backs overtime with the employee's own records and can announce that work will be withheld. In German, to print, sign by hand and deliver with proof of receipt, and to e-mail as well.

The written notice in which an employee in Cyprus tells the employer they are off sick: from when, until when the absence is expected to last, which doctor is issuing the medical certificate and whether it is enclosed or will follow. It promises no pay for the first three days, for which no sickness benefit is paid, and asks for it only if the employment contract or a collective agreement provides for it. From the fourth day, sickness benefit is paid by Social Insurance.

The written notice in which an employee in Greece tells the employer they are off sick: from when, until when the absence is expected to last, which doctor is issuing the certificate and on what phone number they can be reached. The employer must be told at once, by any means, and the written notice proves when it was done. No paper certificate is enclosed: the doctor issues it electronically through the state e-prescription system run by IDIKA, and only electronic ones count. For the first three days the employer owes half pay (Greek Civil Code arts. 657–658).

The addendum by which a Romanian employer and employee agree on telework, with every element Law no. 81/2018 requires: days at the office, when and how the employer checks the work, how hours are recorded, the equipment and costs the employer covers, health and safety, data protection and the steps against the teleworker being cut off from colleagues. The telework location has not been compulsory since 2021, but the parties may agree on one.

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 Polish employment contract with an end date, carrying the elements art. 29 § 1 of the Labour Code requires and the limit in art. 25¹: no more than 33 months and three such contracts in total between the same parties — beyond that the contract becomes a permanent one. Since 2023 the employer's notice must state its reason, and the notice periods are the same as for a permanent contract.

A sick note is issued by the doctor, but the employer has to be told that you are absent — at once, not when you come back. This document does that in writing: the date your absence starts, the number of the sick note, and how to reach you. The notification does not replace the sick note; it goes with it.

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 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 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 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 employee in Italy asking in writing for a period of paid holiday, with the dates and the number of days, and for confirmation that it is granted. The letter recalls the statutory rules: the employer sets the period, taking account of the employee's interests (art. 2109 of the Italian Civil Code), and at least four weeks a year are due, two of them in the year they accrue, consecutive on request (art. 10 of Legislative Decree 66/2003). Hand it in, e-mail it or send it by PEC; if the company uses a leave portal, use that. In Italian.

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.

The written notice of sickness an employee in Germany gives the employer under § 5 of the Continued Remuneration Act (EntgFG): that they are unfit for work and for how long, with no diagnosis. For people with statutory health insurance it reflects the electronic sick note (eAU) — the employer fetches the certificate from the health insurer, but the employee must still report the absence at once. Those insured privately announce a paper certificate. In German, with a box for an address abroad.

An employee's written reply to an employer's formal warning (Abmahnung) in Germany, to be added to the personnel file under § 83(2) of the German Works Constitution Act (BetrVG). It names the allegation, sets out the facts as the employee sees them, lists witnesses and asks either for the unjustified warning to be removed from the file or for the reply to be filed with it. There is no deadline and no duty to reply, but what is written can be used later. In German, to print, sign and hand over against a receipt.

The agreement by which an employee in Cyprus undertakes to keep the employer's information confidential, during and after the employment, and not to approach, for a limited time, the clients and colleagues they worked with. It contains no non-compete clause: under section 27 of the Contract Law, Cap. 149, an agreement that stops someone practising a lawful profession is void, and only narrow, reasonable restrictions can stand. It expressly excludes the employee's general knowledge and reports of wrongdoing.

In the admissions ranking for a nursery or kindergarten, working parents prove their employment with a certificate from the employer. It is most often sent back not over its content but over a missing formality. So this request spells out what the certificate must carry: the employer's company number, an outgoing reference number, a date, a signature and a stamp. File it early — the rankings have deadlines, the payroll office does not.

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.

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.