Employment Forms
Timesheets, expense reports, leave requests, and employment verification forms. Free templates — download PDF or Word, no signup required (2026).
ADA Reasonable Accommodation Request
If you have a disability that affects your ability to perform your job, the Americans with Disabilities Act gives you the right to request a reasonable accommodation — and your employer is legally required to consider it. This ADA Reasonable Accommodation Request form lets you formally document your disability, explain how it limits your essential job functions, specify what accommodation you need, and provide supporting medical information. A written, dated request creates a legal record that triggers the employer's obligation to engage in the interactive process under 42 U.S.C. §12112(b)(5)(A). Download as PDF or Word.
ADA Compliance Checklist
ADA compliance is not a one-time event — it is an ongoing legal obligation covering employment practices (Title I), physical accessibility (Title III, 28 CFR Part 36), effective communication, and business policies. This ADA Compliance Checklist gives businesses, HR professionals, and facility managers a structured tool to assess compliance across all four dimensions, document deficiencies, assign responsibility, and build a remediation plan. Download as PDF or Word.
ADA Interactive Process Letter
When an employee requests an ADA accommodation, the employer's first required step is to engage the interactive process — a good-faith dialogue to identify an effective reasonable accommodation. This ADA Interactive Process Letter gives employers a professionally structured way to formally initiate that process: acknowledging the request, scheduling a meeting, requesting medical documentation within legal limits, and documenting the employer's good-faith obligations under 42 U.S.C. §12112(b)(5)(A). Download as PDF or Word.
Casual Conversion Notice (Australia)
Create a Casual Conversion Notice under sections 66A–66M of the Fair Work Act 2009 (Cth). Suitable for employer offers of conversion or employee requests for permanent employment after 12 months of regular casual work. Covers eligibility, proposed terms, reasonable grounds for refusal, and response requirements.
Employment Separation Certificate (Australia)
An Employment Separation Certificate is a formal document completed by an Australian employer to confirm the details of a former employee's separation from employment, including the dates of employment, the reason for separation, and details of any termination payments made. The certificate is designed to assist a former employee in making a claim for income support payments such as JobSeeker Payment from Services Australia (formerly Centrelink), and is used by Services Australia to assess eligibility and determine whether any income maintenance period or waiting period applies to the claim under the Social Security Act 1991 (Cth). What is an Employment Separation Certificate? An Employment Separation Certificate (sometimes called a Centrelink separation certificate or Services Australia separation certificate) is a document that verifies the details of an employment separation for the purpose of a former employee's income support claim. It sets out the employer's Australian Business Number (ABN), the employment start and end dates, the reason for the separation, and details of any termination payments — including payment in lieu of notice (PILON), unused annual leave paid out, long service leave paid out, and redundancy pay. While Australian employers are not legally required to provide a separation certificate in all circumstances, the Fair Work Ombudsman's guidance indicates that employers should provide one if the former employee requests it to assist with their income support claim. Services Australia uses the certificate to determine the length of any income maintenance period that applies before income support payments commence. When is an Employment Separation Certificate Needed? An Employment Separation Certificate is needed when a former employee applies to Services Australia for income support payments — most commonly JobSeeker Payment, Youth Allowance (job seekers), or other welfare payments — following separation from employment. The certificate is typically requested by the former employee after their employment ends, whether through redundancy, resignation, dismissal, end of contract, mutual agreement, or another cause. The former employee is responsible for submitting the certificate to Services Australia as part of their claim. Key Elements of an Australian Employment Separation Certificate A complete Employment Separation Certificate for Services Australia purposes should include the following elements: 1. Employer details: The employer's full legal name, trading name (if different), Australian Business Number (ABN), business address, phone number, and the name and title of the contact person completing the certificate. The ABN is essential for Services Australia to verify the employment relationship. 2. Employee details: The former employee's full legal name, last known residential address, and job title or position held at the time of separation. 3. Employment period: The exact date employment commenced and the last day of employment. Services Australia uses these dates to verify continuous service and calculate any income maintenance period. 4. Reason for separation: The primary reason the employment ended — for example, genuine redundancy, voluntary resignation, dismissal by the employer, end of fixed-term contract, mutual agreement, resignation due to illness, or business closure. The reason for separation is a critical field because it determines whether a waiting period or non-payment period applies. Employees who voluntarily resign without compelling reasons may be subject to an unemployment non-payment period of up to 4 weeks under the Social Security Act 1991 (Cth), while those made redundant or dismissed generally are not. 5. Final pay and termination payments: Details of all payments made on separation, including payment in lieu of notice (PILON), unused annual leave paid out, long service leave paid out, and redundancy pay. Services Australia applies income maintenance period rules to PILON and leave payments, which may delay the commencement of income support. Statutory redundancy pay under the Fair Work Act 2009 (Cth) s 119 may be exempt from the income maintenance period as a genuine redundancy payment. 6. Employer declaration: A signed declaration by the employer representative confirming the accuracy of the information provided. Providing false or misleading information to Services Australia may constitute an offence under the Social Security (Administration) Act 1999 (Cth). 7. Instructions to the former employee: Guidance on how to submit the certificate to Services Australia, contact details, and information about potential waiting periods. Services Australia and Income Support Claims Services Australia administers Australia's income support payments system under the Social Security Act 1991 (Cth). The most common payment for job seekers following separation from employment is JobSeeker Payment (formerly Newstart Allowance). A former employee seeking to claim income support must register with Services Australia and provide an Employment Separation Certificate as part of their claim. Services Australia may apply an income maintenance period of up to the equivalent of the PILON and annual leave payout before income support begins. Employees who receive genuine redundancy payments may be eligible for certain exemptions. This template is designed for use by employers across all Australian states and territories, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.
Enterprise Agreement Template (Australia)
Create an Enterprise Agreement under Part 2-4 of the Fair Work Act 2009 (Cth). Covers coverage, wages, classifications, hours of work, leave, dispute resolution, and consultation. Must be approved by the Fair Work Commission and satisfy the Better Off Overall Test (BOOT). Suitable for single-enterprise agreements in any industry.
Expense Claim Form (Australia)
Submit or process employee expense claims in Australia. Captures itemised business expenses, receipts, GST amounts, and approvals in AUD. Compliant with ATO substantiation requirements for work-related expense deductions.
Individual Flexibility Arrangement (Australia)
Create an Individual Flexibility Arrangement (IFA) under sections 202–204 of the Fair Work Act 2009 (Cth) to vary a Modern Award or enterprise agreement to suit the genuine needs of both employer and employee. Must satisfy the Better Off Overall Test (BOOT). Includes variation terms, working arrangements, and 13-week termination notice provisions.
Job Application Form (Australia)
A Job Application Form is a standardised document used by employers to collect relevant information from candidates applying for a position within their organisation. It provides a consistent, structured format for gathering personal details, employment history, educational qualifications, skills, right-to-work status, and references — enabling hiring managers to fairly and efficiently assess each applicant against the requirements of the role. In Australia, using a standardised job application form supports good recruitment practice and helps employers comply with their obligations under federal and state anti-discrimination legislation. These obligations include the Sex Discrimination Act 1984 (Cth), the Age Discrimination Act 2004 (Cth), the Racial Discrimination Act 1975 (Cth), the Disability Discrimination Act 1992 (Cth), and various state and territory equal opportunity laws. A well-designed application form collects only information that is genuinely relevant to assessing the applicant's suitability for the role, and avoids requesting information that could give rise to unlawful discrimination — such as age, marital status, religion, or pregnancy. One of the most critical elements of an Australian Job Application Form is confirming the applicant's right to work in Australia. Under Australian immigration law, employers have a legal obligation to verify that all employees are lawfully entitled to work in Australia before they commence employment. Failure to do so can result in significant civil penalties under the Migration Act 1958 (Cth). The application form should therefore ask candidates to confirm their work entitlement — whether as an Australian citizen, permanent resident, New Zealand citizen, or a visa holder with work rights — and to provide relevant visa details where applicable. The Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs) impose important obligations on employers handling personal information collected through job application forms. Under APP 3, organisations must only collect personal information that is reasonably necessary for their functions or activities. This means that job application forms should not ask for information such as Tax File Numbers (TFNs), bank account details, or health information at the application stage. Under APP 5, applicants must be notified about the purpose for which their information is being collected and how it will be handled. A privacy notice or consent clause should be included on the application form. A comprehensive Australian Job Application Form should include: the position applied for; employer details; the applicant's full name and residential address; contact details (phone and email); right-to-work confirmation and visa details if applicable; employment history (listing recent positions, employers, dates, and key responsibilities in reverse chronological order); educational qualifications, including the highest level of education attained and any relevant certifications, licences, or VET qualifications; key skills and attributes relevant to the position; availability and preferred start date; professional referee details; and an applicant declaration confirming the accuracy of the information provided and consenting to the collection and use of personal information for recruitment purposes. Employers should retain completed application forms securely and for no longer than reasonably necessary, in accordance with APP 11, which requires organisations to take reasonable steps to protect personal information from misuse, interference, loss, and unauthorised access. Once recruitment is complete, application forms for unsuccessful candidates should be securely destroyed or archived in accordance with the employer's records management policy. This template is suitable for use by businesses and organisations of all sizes across all Australian states and territories, and is designed to reflect best practice under the Privacy Act 1988 (Cth), the Fair Work Act 2009, and applicable anti-discrimination legislation.
Long Service Leave Request (Australia)
A Long Service Leave Request is a formal written application submitted by an Australian employee to their employer requesting long service leave under the applicable state or territory long service leave legislation. Unlike annual leave and personal leave, which are governed by the Fair Work Act 2009 (Cth) as National Employment Standards, long service leave entitlements in Australia are established by separate state and territory Acts that vary in their qualifying periods, accrual rates, notice requirements, and payment rules. What is a Long Service Leave Request? A Long Service Leave Request (also called a long service leave application or LSL application) is a written notice given by an eligible employee to their employer formally requesting a period of paid long service leave. Long service leave is one of Australia's oldest and most distinctively Australian employment entitlements, designed to recognise and reward long-term loyalty to a single employer. The entitlement arises after an employee has completed a qualifying period of continuous service — typically 7 to 10 years depending on the state or territory — and accrues at a set rate thereafter. When is a Long Service Leave Request Needed? A Long Service Leave Request is needed whenever an employee who has completed the qualifying period of continuous service under the applicable state or territory Act wishes to take long service leave. The document establishes a formal record of the request, including the applicable legislation, the employee's accrued entitlement, the requested leave period, and the pay arrangement during leave. It is also relevant when an employee who has not yet reached the qualifying period is leaving employment and may be entitled to a pro-rata payout of long service leave accruals under some state Acts. Key State and Territory Long Service Leave Legislation The following Acts govern long service leave across Australia, and the applicable Act depends on the state or territory where the employee primarily performs their work: 1. New South Wales — Long Service Leave Act 1955 (NSW): Qualifying period is 10 years of continuous service. Entitlement is 2 months (approximately 8.667 weeks) for 10 years, and a further month for each subsequent 5 years. Pro-rata entitlement on termination after 5 years in certain circumstances. 2. Victoria — Long Service Leave Act 2018 (Vic): Qualifying period is 7 years of continuous service. Entitlement accrues at 1/60th of the period of continuous service (approximately 0.8667 weeks per year). Pro-rata payment on termination after 7 years, or after 1 year in cases of death, illness, domestic pressing necessity, or employer-initiated dismissal without misconduct. 3. Queensland — Industrial Relations Act 2016 (Qld) Part 3-3: Qualifying period is 10 years. Entitlement is 8.6667 weeks per 10 years. Pro-rata entitlement on termination after 7 years of service. 4. Western Australia — Long Service Leave Act 1958 (WA): Qualifying period is 10 years. Entitlement is 8.667 weeks per 10 years and 4.333 weeks per 5 years thereafter. Pro-rata entitlement on termination after 7 years. 5. South Australia — Fair Work Act 1994 (SA) Part 4 Division 7: Qualifying period is 10 years. Entitlement is 13 weeks per 10 years. Pro-rata entitlement on termination after 7 years in certain circumstances. 6. Tasmania — Long Service Leave Act 1976 (Tas): Qualifying period is 10 years. Entitlement is 13 weeks per 10 years. Pro-rata entitlement may apply. 7. Australian Capital Territory — Long Service Leave Act 1976 (ACT): Qualifying period is 7 years. Entitlement accrues from 1 year of service at approximately 0.8667 weeks per year (6.067 weeks per 7 years). Pro-rata payment available. 8. Northern Territory — Long Service Leave Act 1981 (NT): Qualifying period is 10 years. Entitlement is 13 weeks per 10 years. Key Elements of an Australian Long Service Leave Request A complete long service leave request should include: employee and employer identification details; the applicable state or territory and the name of the governing Act; the employee's continuous employment start date; completed years of continuous service; total accrued long service leave entitlement; the requested leave start date, duration, and end date; the pay arrangement during leave (ordinary rate, half pay over double period, or double pay over half period where available by agreement); an employer acknowledgement and response section; and the employee's and employer's signature lines. This template is designed for use across all Australian states and territories and automatically references the applicable state legislation based on the employee's location.
Mileage Reimbursement Form (Australia)
Create a Mileage Reimbursement Form for Australian employees and contractors. Calculates vehicle kilometre allowances using the ATO cents-per-kilometre method. Covers FBT-exempt business travel, logbook requirements, and Tax Administration Act 1953 substantiation obligations.
Parental Leave Request (Australia)
A Parental Leave Request is a formal written document submitted by an Australian employee to their employer requesting unpaid parental leave under the National Employment Standards (NES) in the Fair Work Act 2009 (Cth) Part 2-2 Division 5. This letter covers birth-related and adoption-related parental leave for both primary and secondary carers, satisfies the statutory notice requirements under s 67, and addresses associated entitlements including government Parental Leave Pay, keeping in touch (KIT) days, and flexible return-to-work arrangements. What is a Parental Leave Request? A Parental Leave Request (also called a parental leave notification or maternity/paternity leave application) is a written notice given by an eligible employee to their employer formally requesting a period of unpaid parental leave in connection with the birth or adoption of a child. Under the Fair Work Act 2009 (Cth), parental leave is a National Employment Standard that cannot be excluded by any award, enterprise agreement, or employment contract. Eligible employees are entitled to up to 12 months of unpaid parental leave, with the right to request a further 12-month extension — up to 24 months total — which an employer may only refuse on reasonable business grounds. When is a Parental Leave Request Needed? A Parental Leave Request is required whenever an eligible Australian employee wishes to take parental leave in connection with the birth or adoption of a child. An employee is eligible if they have completed at least 12 months of continuous service with their employer immediately before the date, or expected date, of birth or placement of the child (s 67 of the Fair Work Act 2009 (Cth)). Casual employees may also be eligible if they have been employed on a regular and systematic basis for at least 12 months and have a reasonable expectation of continuing employment. The request must be given to the employer in writing at least 10 weeks before the intended start of the leave period. The employee must confirm the leave dates at least 4 weeks before the leave commences. Where the leave is birth-related, the employer may request a medical certificate confirming the pregnancy and expected date of birth. Key Elements of an Australian Parental Leave Request A complete and compliant Australian Parental Leave Request should include the following elements: 1. Employee identification: Full name, address, job title, department, and commencement date. The commencement date is critical to establishing continuous service eligibility under s 67 of the Fair Work Act 2009 (Cth). 2. Type of parental leave: Whether the request is for birth-related primary carer leave, birth-related secondary carer leave (partner leave), adoption primary carer leave, or adoption secondary carer leave. Primary carer leave may be taken for up to 12 months; secondary carer leave is available for up to 3 weeks (or more under certain award or enterprise agreement provisions). 3. Expected date of birth or placement: The expected date of birth or placement of the child, supported where requested by a medical certificate or adoption agency documentation. 4. Requested leave period: The start and end dates of the parental leave, and the total duration requested. Primary carers may commence leave up to 6 weeks before the expected date of birth. The NES entitlement is up to 12 months, with a right to request an additional 12 months under s 76. 5. Government Parental Leave Pay: Whether the employee is applying for Parental Leave Pay (PLP) under the Paid Parental Leave Act 2010 (Cth) through Services Australia. PLP is paid at the national minimum wage for up to 22 weeks (increasing to 26 weeks by 1 July 2026) for eligible primary carers who meet the work test and income test. 6. Keeping in touch (KIT) days: Under s 79A of the Fair Work Act 2009 (Cth), an employee on parental leave may agree to perform up to 10 KIT days of work during the leave period without affecting the continuity of the leave. KIT days must be agreed by both parties and cannot be compelled by the employer. 7. Return to work date and arrangement: The anticipated date and manner of return. On return from parental leave, an employee is entitled to return to the same position, or if that position no longer exists, to an equivalent available position. The employee may also request flexible working arrangements including a part-time return under s 65 of the Fair Work Act 2009 (Cth). 8. Partner leave details: Information about the partner's parental leave arrangements where relevant, including where concurrent parental leave is being taken. Fair Work Act 2009 (Cth) — Parental Leave Framework Unpaid parental leave is a National Employment Standard under the Fair Work Act 2009 (Cth) Part 2-2 Division 5, which applies across Australia for all employees covered by the national workplace relations system (including employees in New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory). The key provisions are: s 67 (notice and evidence requirements), s 70 (entitlement to 12 months unpaid leave), s 76 (right to request extension to 24 months), s 79A (keeping in touch days), s 84 (return to work), and s 65 (right to request flexible working arrangements). Parental leave protections are reinforced by the general protections provisions in Part 3-1 of the Act, which prohibit adverse action against an employee for exercising or proposing to exercise a workplace right such as taking parental leave. This template is suitable for employees across all Australian states and territories taking parental leave in connection with the birth or adoption of a child.
Right of Entry Notice (Australia)
Create a Right of Entry Notice under Part 3-4 (ss481–521) of the Fair Work Act 2009 (Cth) for a union permit holder. For investigating suspected contraventions (s481) or holding discussions with employees (s484). Must be given at least 24 hours before entry. Includes permit holder details, premises, purpose, and occupier obligations.
Superannuation Standard Choice Form (Australia)
Exercise your right to choose your superannuation fund under the Superannuation Guarantee (Administration) Act 1992 (Cth). Direct your employer to pay super contributions to your preferred APRA-regulated fund or SMSF. Covers the 11.5% (2024–25) superannuation guarantee rate and SuperStream payment requirements.
Unfair Dismissal Application (Australia)
Prepare an Unfair Dismissal Application to the Fair Work Commission under section 394 of the Fair Work Act 2009 (Cth). Must be filed within 21 days of dismissal. Covers eligibility criteria, circumstances of dismissal, section 387 factors, and available remedies (reinstatement or compensation capped at 26 weeks' pay).
Workers Compensation Claim Notification (Australia)
Notify a workers compensation insurer of a workplace injury or illness claim with this Australian employer claim notification form. Covers all state and territory workers compensation schemes: Workers Compensation Act 1987 (NSW), Workplace Injury Rehabilitation and Compensation Act 2013 (VIC), Workers' Compensation and Rehabilitation Act 2003 (QLD), Workers Compensation and Injury Management Act 1981 (WA), Return to Work Act 2014 (SA), Workers Rehabilitation and Compensation Act 1988 (TAS), Workers' Compensation Act 1951 (ACT), and Return to Work Act 1986 (NT). Includes employer details, worker details, incident description, medical treatment, work capacity, witness statement, WHS notification obligations, and Return to Work Plan initiation.
Workplace Right of Entry Notice (Australia)
Generate a compliant notice of right of entry to a workplace by a union official or work health and safety (WHS) entry permit holder. Compliant with Part 3-4 (ss481–s505) of the Fair Work Act 2009 (Cth) and s117 of the Work Health and Safety Act 2011 (Cth). Required at least 24 hours before entry. Covers entry to investigate suspected contraventions, hold discussions with employees, inspect employee records, and exercise WHS entry rights. Includes employer acknowledgement of receipt section.
Expense Claim Form (Canada)
Submit and approve employee expense reimbursement requests in Canada. Documents business expenses in CAD with CRA-compliant categories for T4 and taxable benefit reporting.
Record of Employment — ROE (Canada)
A Canadian Record of Employment (ROE) worksheet based on Service Canada's ROE form (Employment Insurance Act). Used when an employee has an interruption of earnings due to layoff, resignation, dismissal, illness, pregnancy, or other reason. Covers insurable hours, insurable earnings, and reason for issuing.
Group Benefits Enrollment Form (Canada)
Enroll in your employer's group benefits plan in Canada. Covers health and dental coverage, group life insurance, short-term and long-term disability, beneficiary designation, dependant enrollment, and coordination of benefits under provincial Insurance Acts.
Return to Work Plan (Canada)
Create a graduated Return to Work Plan for an injured worker returning after a workplace injury. Covers medical restrictions, modified duties, graduated schedule, and employer obligations under WSIA (ON) s.40-41 and provincial duty-to-accommodate.
WCB Workers' Compensation Claim Form (Alberta)
File a Workers' Compensation Board (WCB) claim for a workplace injury or occupational disease in Alberta. Covers the worker's report under Workers' Compensation Act (AB) s.24, medical treatment details, and authorization for WCB to collect information.
WorkSafeBC Employer Incident Report (British Columbia)
Report a workplace injury or incident to WorkSafeBC in British Columbia. Required under Workers Compensation Act (BC) s.172 within 3 business days of learning of an injury requiring medical attention or lost time.
WSIB Form 7 — Employer's Report of Injury (Ontario)
Complete Ontario's WSIB Form 7 Employer's Report of Injury or Occupational Disease. Required under WSIA s.21 within 3 calendar days of learning of a workplace injury requiring medical attention or lost time.
Telework Amendment Addendum Chile
A Telework Amendment Addendum for Chile governed by Ley N° 21.220/2020 and Código del Trabajo Article 152 quáter G, formalising the modification of an existing employment contract to incorporate remote work obligations, equipment provisions, expense reimbursement, connectivity allowances, and the worker's right to digital disconnection.
Termination Settlement Calculation (Finiquito) Chile
A Termination Settlement Calculation (Finiquito) worksheet for Chile — governed by Código del Trabajo Articles 159–163 — that itemizes severance pay, proportional leave, gratificación legal, pending remuneration, social security deductions, and total net payment owed to the worker upon termination.
Legal Profit-Sharing Calculation Chile (Gratificación Legal)
A Legal Profit-Sharing Calculation (Gratificación Legal) worksheet for Chile governed by Código del Trabajo Article 50 — computing annual profit-sharing at 25% of remuneration capped at 4.75 Ingresos Mínimos Mensuales, or the alternative method under Article 47 based on 25% of net profits.
Severance Pay Calculation Chile (Indemnización por Años de Servicio)
A Severance Pay Calculation worksheet for Chile governed by Código del Trabajo Article 163 — computing indemnización por años de servicio based on last monthly remuneration capped at 90 UF, years of service capped at 11, plus the sustitutiva del aviso previo under Article 162.
Monthly Pay Slip Chile (Liquidación de Remuneraciones)
A Monthly Pay Slip (Liquidación de Remuneraciones) for Chile — governed by Código del Trabajo Article 54 — documenting all remuneration components, mandatory social security deductions (AFP, FONASA/ISAPRE, AFC, Ley 16.744), and net salary payable to the worker, issued monthly by the employer in compliance with the SII and Dirección del Trabajo requirements.
Working Hours Attendance Register Chile
A Working Hours Attendance Register for Chile governed by Código del Trabajo Article 33 — records daily entry, exit, and overtime hours for each worker, enabling compliance verification by the Dirección del Trabajo and proper overtime calculation under Article 32.
Job Application Form Chile (Solicitud de Empleo)
A Job Application Form (Solicitud de Empleo) for Chile — governed by Código del Trabajo Article 5 and Ley 19.628 of 1999 on Data Protection, enabling employers to collect candidate information within constitutional privacy limits, prohibiting discriminatory questions, and documenting lawful consent for personal data processing during selection processes.
Annual Leave Request Form Chile (Solicitud de Feriado Anual)
An Annual Leave Request Form (Solicitud de Feriado Anual) for Chile governed by Código del Trabajo Article 67, by which a worker formally requests paid annual vacation, documents the agreed leave period, and ensures compliance with minimum rest entitlement requirements enforced by the Dirección del Trabajo.
Sick Leave / Medical Certificate Form Chile
A Sick Leave / Medical Certificate Form for Chile — governed by Código del Trabajo Article 195 and Ley 18.469 — used by workers to formally notify their employer of a medical leave of absence, documenting the COMPIN or ISAPRE licence number, diagnosis code, and subsidy entitlement under the Sistema de Licencias Médicas administered by the Superintendencia de Seguridad Social (SUSESO).
Postnatal Parental Leave Application Chile
A Postnatal Parental Leave Application for Chile — governed by Código del Trabajo Article 197 bis, allowing the mother to transfer up to 6 weeks of the postnatal parental leave period to the father, documenting the worker's election between full-time and part-time modalities and notifying the employer and the Comisión de Medicina Preventiva e Invalidez (COMPIN) or ISAPRE.
Prenatal Leave Application Chile
A Prenatal Leave Application for Chile — governed by Código del Trabajo Article 195 — documenting the worker's right to 6 weeks of compulsory prenatal leave before the expected delivery date, with notification to the employer and the Comisión de Medicina Preventiva e Invalidez (COMPIN) or ISAPRE for subsidy processing.
Cesantías Free Investment Agreement Colombia (Acuerdo de Libre Inversión de Cesantías)
An agreement between employer and employee in Colombia governing the free investment of cesantías (severance pay) under the new labor regime of Ley 50 de 1990, designating an authorized Fondo de Cesantías (Porvenir, Protección, Colfondos, Old Mutual) for the annual deposit and investment management of severance funds.
AFP Pension Fund Affiliation Form Colombia
Official AFP pension fund affiliation form for Colombia, used to enroll workers in the Régimen de Ahorro Individual con Solidaridad (RAIS) under Ley 100 de 1993 and regulated by the Superintendencia Financiera de Colombia.
ARL Occupational Risk Affiliation Form Colombia
Official ARL occupational risk affiliation form for Colombia, required to enroll workers in an Administradora de Riesgos Laborales under Decreto 1072 de 2015 and Ley 1562 de 2012, covering work accidents and occupational diseases.
Cajas de Compensación Familiar Affiliation Form Colombia
Official affiliation form to enroll an employer and its workers in a Caja de Compensación Familiar in Colombia, enabling access to family subsidy (subsidio familiar), health services, education, recreation, and housing programs under Ley 21 de 1982.
EPS Health Insurance Affiliation Form Colombia (Formulario de Afiliación a EPS)
An EPS Health Insurance Affiliation Form (Formulario de Afiliación a EPS) for Colombia governed by Ley 100 de 1993 Article 157 and Decreto 806 de 1998, registering a worker and eligible dependents in the contributive health insurance regime through an Entidad Promotora de Salud selected by the worker.
Payroll Deduction Authorization Form Colombia (Autorización de Descuento de Nómina)
A Payroll Deduction Authorization Form (Autorización de Descuento de Nómina) for Colombia governed by CST Article 113 and Decreto 1072 de 2015, providing the mandatory written consent required before an employer may deduct voluntary amounts from a worker's salary for loans, cooperative contributions, insurance premiums, or other authorized purposes.
Overtime Authorization Form Colombia (Autorización de Horas Extra)
An Overtime Authorization Form (Autorización de Horas Extra) for Colombia governed by CST Article 162 and Decreto 1072 de 2015, documenting employer authorization for work beyond ordinary hours with the mandatory surcharges established in CST Articles 168, 169, and 179 for daytime, nighttime, Sunday, and holiday overtime.
Severance Pay Liquidation Review Letter Colombia (Carta de Revisión de Liquidación de Cesantías)
A formal letter requesting the employer to review and correct the severance pay (cesantías) liquidation calculation under the Código Sustantivo del Trabajo Article 249 and Ley 50 de 1990. Addresses discrepancies in base salary computation, included and excluded income components, and proportional accrual periods.
Payroll Payment Receipt Colombia (Comprobante de Pago de Nómina)
A Payroll Payment Receipt (Comprobante de Pago de Nómina) for Colombia governed by CST Article 57 and Decreto 1072 de 2015, documenting salary payments, mandatory deductions for EPS, AFP, and income tax withholding, plus all legally required payment details for each pay period.
Employee Attendance Control Form Colombia (Control de Asistencia del Trabajador)
An Employee Attendance Control Form (Control de Asistencia del Trabajador) for Colombia governed by CST Article 57 and Decreto 1072 de 2015, recording daily attendance, absences, tardiness, and leave types to maintain compliance with the Código Sustantivo del Trabajo and the employer's Reglamento Interno de Trabajo.
Social Security Changes Notification Colombia — PILA (Formulario de Novedad de Seguridad Social)
A Social Security Changes Notification Form (Formulario de Novedad de Seguridad Social) for Colombia covering all PILA novedades — new hires, terminations, salary changes, leave periods, EPS and AFP transfers, and disability periods — as required by Decreto 1406 de 1999 and Decreto 2353 de 2015.
Special Leave Request Form Colombia (Formulario de Solicitud de Permiso Especial)
A Special Leave Request Form (Formulario de Solicitud de Permiso Especial) for Colombia covering the full range of statutory leave entitlements under the Código Sustantivo del Trabajo, Decreto 1072 de 2015, and related legislation, including bereavement, calamity, voting, union, medical, and paternity leave.
Severance and Social Benefits Calculation Colombia (Liquidación de Prestaciones Sociales)
A Severance and Social Benefits Calculation (Liquidación de Prestaciones Sociales) for Colombia governed by the Código Sustantivo del Trabajo Articles 249 and 306 and Ley 50 de 1990, detailing the mandatory computation of cesantías, intereses sobre cesantías, prima de servicios, vacaciones, and all accrued prestaciones sociales owed upon termination of an employment relationship.
Complaint for EPS Denial of Service Colombia
Formal complaint against an EPS for denial or delay of health services included in the Plan de Beneficios en Salud (PBS), filed with the Superintendencia Nacional de Salud, under Ley 1751 de 2015, Ley 1122 de 2007, and Sentencia T-760 de 2008.
Disability Subsidy Claim EPS Colombia
Formal claim to an EPS for payment of the disability subsidy (subsidio por incapacidad temporal) for periods of medical leave due to illness or non-occupational accident, under Ley 100 de 1993, Decreto 780 de 2016, and the Código Sustantivo del Trabajo Articles 227–228.
Daily Working Hours Log Colombia (Registro de Horas de Trabajo)
A Daily Working Hours Log (Registro de Horas de Trabajo) for Colombia governed by CST Article 159 and Ley 2101 de 2021, documenting daily entry and exit times, overtime hours, and rest periods to comply with the maximum 42-hour working week and overtime payment obligations under the Código Sustantivo del Trabajo.
Cesantías Partial Withdrawal Application Colombia (Solicitud Retiro Parcial Fondo)
Formal application for a partial withdrawal of cesantías (severance savings) from a Colombian AFP cesantías fund for authorized purposes — housing or education — while the employment contract remains active, governed by Ley 50 de 1990 Article 14 and Decreto 1072 de 2015 Article 2.2.1.1.1.
Employment History Report Request Colpensiones Colombia
Official request to Colpensiones for a certified Employment History Report (Historia Laboral) showing all pension contribution weeks, employers, and periods in the RPM regime, under Ley 100 de 1993, Ley 797 de 2003, and Decreto 1406 de 1999.
EPS Disability/Sick Leave Application Colombia (Solicitud de Incapacidad ante la EPS)
An EPS Disability/Sick Leave Application (Solicitud de Incapacidad ante la EPS) for Colombia governed by Ley 100 de 1993 Article 206 and Decreto 1072 de 2015, formalizing the employer notification of a worker's temporary disability certified by the EPS, with salary subsidy calculations under the Código Sustantivo del Trabajo.
EPS Beneficiary Inclusion Request Colombia
Formal request to include a family member as a health insurance beneficiary (beneficiario) in a Colombian EPS (Entidad Promotora de Salud) under the Régimen Contributivo, pursuant to Ley 100 de 1993 Articles 163–164, Ley 1751 de 2015, and Decreto 780 de 2016.
Breastfeeding Break Request Colombia (Solicitud de Licencia de Lactancia)
A Breastfeeding Break Request (Solicitud de Licencia de Lactancia) for Colombia governed by CST Article 238, granting nursing mothers two 30-minute paid breaks per workday during the first six months following childbirth, with employer obligations reinforced by Ley 1823 de 2017 (Ley Salas Amigas de la Familia Lactante).
Maternity Leave Application Colombia (Solicitud de Licencia de Maternidad)
A Maternity Leave Application (Solicitud de Licencia de Maternidad) for Colombia governed by Article 236 of the Código Sustantivo del Trabajo (CST) as modified by Ley 1468 de 2011, requesting the statutory 18 weeks of paid maternity leave with EPS reimbursement and fuero de maternidad protections.
Paternity Leave Application Colombia (Solicitud de Licencia de Paternidad)
A Paternity Leave Application (Solicitud de Licencia de Paternidad) for Colombia governed by CST Article 236 and Ley 2114 de 2021, requesting the two-week paid paternity leave granted to fathers or same-sex partners upon the birth or adoption of a child, with EPS reimbursement through the Sistema General de Seguridad Social en Salud.
Early Retirement Application Colombia (Solicitud de Pensión Anticipada)
An Early Retirement Application (Solicitud de Pensión Anticipada) for Colombia covering the pensión anticipada de vejez route available under Ley 100 de 1993, Ley 797 de 2003, and Acto Legislativo 01 de 2005, for workers in both the Régimen de Ahorro Individual (AFP) and Régimen de Prima Media (Colpensiones) who meet the early retirement conditions.
Public Service Time Recognition for Pension Colombia (Solicitud de Reconocimiento de Tiempo de Servicio Público)
A formal application to recognize public service time for pension calculation purposes in Colombia, governed by Ley 100 de 1993, Decreto 691 de 1994, and Ley 797 de 2003, submitted to Colpensiones or the applicable pension fund to credit years of service in public entities toward the worker's retirement history.
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