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Employment Forms

Timesheets, expense reports, leave requests, and employment verification forms. Free templates — download PDF or Word, no signup required (2026).

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.

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.

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).

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.

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.

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.

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.

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).

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.

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.

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.

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.

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.

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.

EPS Transfer Application Colombia

Official application to transfer health insurance coverage from one EPS to another within Colombia's Régimen Contributivo, under Ley 100 de 1993 Article 204, Ley 1122 de 2007 Article 25, and Decreto 780 de 2016.

Annual Leave Request Form Colombia (Solicitud de Vacaciones)

An Annual Leave Request Form (Solicitud de Vacaciones) for Colombia governed by Article 186 of the Código Sustantivo del Trabajo (CST) and Ley 50 de 1990 Article 5, allowing workers to formally request their statutory 15 business days of paid annual leave per year of service.

Employer Certificate Germany (Arbeitgeberbescheinigung / Arbeitsbescheinigung SGB III)

German employer certificate under SGB III §312 — the mandatory document the employer must issue to the employee on termination so they can claim unemployment benefits (ALG I) from the Bundesagentur für Arbeit.

Payslip / Wage Statement Germany (Entgeltabrechnung)

German payslip template covering the statutory itemisation duty under GewO §108 — with gross pay, tax deductions, social insurance contributions, and net pay breakdown.

Breastfeeding Leave Request Spain (Solicitud de Permiso de Lactancia)

A Breastfeeding Leave Request (Solicitud de Permiso de Lactancia) for Spain — governed by Estatuto de los Trabajadores (RDL 2/2015) Article 37.4, exercisable by either parent until the child turns nine months, with IRPF exemption under Ley 35/2006 and protection against dismissal under Ley Orgánica 3/2007 (LOI).

Working Hours Record Sheet Spain (Hoja de Control de Horario)

A Working Hours Record Sheet (Hoja de Control de Horario) for Spain — mandatory under Ley 8/2019 Article 34.9 amending ET RDL 2/2015, requiring daily registration of start and end times for every employee, with 4-year ITSS retention and Inspección de Trabajo enforcement.

Payslip Template (Nómina) Spain

A Payslip Template (Nómina) for Spain — governed by Real Decreto 2245/1985, de 20 de noviembre, which establishes the mandatory structure and content of the recibo de salarios (nómina) that Spanish employers must provide to workers each pay period under the Estatuto de los Trabajadores (RDL 2/2015).

Sick Leave Application Spain (Parte de Baja Médica)

A Sick Leave Application (Parte de Baja por Incapacidad Temporal) for Spain — governed by Real Decreto Legislativo 8/2015 (Ley General de la Seguridad Social — LGSS), Article 169, initiating the temporary incapacity (incapacidad temporal — IT) process managed by the INSS, Mutua Colaboradora, and employer, with payment of the subsidio de incapacidad temporal from the fourth day of sick leave.

Maternity Leave Application Spain

A Maternity Leave Application (Solicitud de Permiso de Maternidad) for Spain — governed by Article 48.4 of the Estatuto de los Trabajadores (RDL 2/2015) and administered by the Instituto Nacional de la Seguridad Social (INSS), providing sixteen weeks of fully paid leave with the first six weeks compulsory for the biological mother after childbirth.

Paternity Leave Application Spain

A Paternity Leave Application (Solicitud de Permiso de Nacimiento del Padre) for Spain — governed by Article 48 bis of the Estatuto de los Trabajadores (RDL 2/2015) as amended by RDL 6/2019, providing sixteen weeks of fully paid leave funded by the Instituto Nacional de la Seguridad Social (INSS) for the non-birthing parent.

Annual Leave Request Spain

An Annual Leave Request (Solicitud de Vacaciones) for Spain — governed by Article 38 of the Estatuto de los Trabajadores (RDL 2/2015), by which a worker formally requests their annual paid leave period to be scheduled and approved by the employer in accordance with the employment contract and applicable convenio colectivo.

FMLA Designation Notice

Once an employer has enough information to determine whether an employee's leave qualifies under the Family and Medical Leave Act, the employer must issue a written Designation Notice within five business days. This FMLA Designation Notice — equivalent to DOL Form WH-382 — formally designates the leave as FMLA-qualifying (or explains why it does not qualify), specifies the amount of leave counted against the employee's entitlement, sets out any paid leave substitution requirements, and notifies the employee of any fitness-for-duty certification requirement upon return. Compliant with 29 CFR §825.300(d). Fill it out step by step, preview in real time, and download as PDF or Word.

FMLA Medical Certification Form

When an employee requests FMLA leave for a serious health condition, the employer has the right to require written medical certification from a treating healthcare provider. This FMLA Medical Certification Form - equivalent to DOL Form WH-380-E (employee's own condition) or WH-380-F (family member's condition) - captures the clinical details employers need: the nature of the serious health condition, the treatment plan, expected duration, need for intermittent leave, and return-to-work prognosis. Compliant with 29 CFR §825.306. Fill it out step by step, preview in real time, and download as PDF or Word.

FMLA Leave Request Form

Need to take leave under the Family and Medical Leave Act? This FMLA Leave Request Form gives employees a clear, legally structured way to notify their employer of a qualifying leave need. Whether the leave is for your own serious health condition, care of a spouse, child, or parent, bonding with a newborn, or a qualifying military exigency, this form captures every detail HR departments require — leave dates, intermittent schedule, concurrent paid leave elections, and medical certification status. Fill it out step by step, preview in real time, and download as PDF or Word.

FMLA Return to Work Certification

Ready to return from FMLA leave? When an employee has taken FMLA leave for their own serious health condition, the employer may require a fitness-for-duty certification from the treating healthcare provider before allowing reinstatement. This FMLA Return to Work Certification — governed by 29 CFR §825.312 — documents the provider's clinical clearance, any temporary work restrictions, the duration of those restrictions, and ongoing treatment needs. Fill it out step by step, preview in real time, and download as PDF or Word.

PAYE Deduction Schedule (Ghana)

A PAYE Deduction Schedule for Ghana under the Income Tax Act 2015 (Act 896) s.114, enabling employers to calculate, record, and remit Pay As You Earn income tax deductions to the Ghana Revenue Authority for each employee.

MPF Voluntary Contribution Form (Hong Kong)

An MPF Voluntary Contribution Form for Hong Kong enabling employees or employers to make additional voluntary contributions above the mandatory 5% to enhance retirement savings.

EPF Form 10C Withdrawal (EPS Pension)

Official EPF Form 10C for withdrawal of Employees' Pension Scheme (EPS) benefits under the Employees Provident Funds and Miscellaneous Provisions Act 1952 and EPS 1995. Used when a member has less than 10 years of eligible service and wishes to claim a refund of EPS contributions or obtain a scheme certificate.

EPF Form 13 PF Transfer Request

Official EPF Form 13 for transfer of Provident Fund accumulations from a previous employer's PF account to the current employer's PF account under the Employees Provident Funds and Miscellaneous Provisions Act 1952. Preserves continuity of service and avoids premature withdrawal penalties and tax liability.

EPF Form 31 Partial Withdrawal (Advance)

Official EPF Form 31 for partial non-refundable advance from the Provident Fund during employment, under the Employees Provident Funds Scheme 1952. Covers approved purposes including housing, education, marriage, medical emergencies, and natural calamities, subject to minimum membership and withdrawal limits.

ESI Registration Form (India)

An Employees State Insurance registration form for India under the Employees State Insurance Act 1948. Used by employers to register their establishment with ESIC and by employees to obtain their Insurance Number. Includes employer code, factory/establishment details, and employee declaration for Pehchan card issuance.

Expense Claim Form (India)

An employee expense claim and reimbursement form for India for claiming business travel, accommodation, client entertainment, and operational expenses incurred on behalf of an employer. Includes GST invoice tracking, advance settlement, and supervisor approval workflow aligned with standard Indian corporate reimbursement policies.

Form 16 Salary Certificate (India)

A Form 16 salary certificate and TDS certificate template for India under Section 203 of the Income Tax Act 1961. Enables employers to issue a TDS certificate to employees confirming salary paid and tax deducted at source during a financial year, as required for income tax return filing and loan applications.

Gratuity Claim Form I (Employee Application)

Official Form I under the Payment of Gratuity Act 1972 for an employee or nominee to claim gratuity from the employer upon superannuation, retirement, resignation after 5 years, death, or disablement. Establishes the employee's entitlement and triggers the employer's statutory obligation to pay within 30 days.

Gratuity Nomination Form F

Official Form F under Section 6 of the Payment of Gratuity Act 1972 for an employee to nominate a person to receive gratuity in the event of their death. Must be submitted within 30 days of completing one year of service, and updated within 30 days of any change in family composition.

Leave Application Form (India)

A formal leave application form for employees in India under the Shops and Establishments Act and Factories Act 1948. Covers all leave types: earned leave, casual leave, sick leave, maternity leave, and other leave. Includes leave balance reference and supervisor approval workflow.

Maternity Leave Application (India)

A formal maternity leave application for India under the Maternity Benefit Act 1961 as amended in 2017. Requests paid maternity leave entitlement of up to 26 weeks for the first two children, with provisions for nursing breaks, work-from-home arrangements, and crèche facility under Section 11A.

Overtime Claim Form (India)

An overtime claim form for Indian workplaces complying with the Factories Act 1948 and Minimum Wages Act 1948. Used by employees to formally claim overtime wages for hours worked beyond normal working limits. Documents overtime hours with date-wise details, calculates payable amounts at double the ordinary rate of wages as required under Section 59 of the Factories Act 1948.

Payslip Template (India)

A comprehensive payslip template for Indian employers complying with the Payment of Wages Act 1936, the Code on Wages 2019, and Income Tax Act 1961 TDS requirements. Documents salary components (basic, HRA, DA, allowances), statutory deductions (PF, ESIC, TDS, PT), and net take-home pay. Serves as the official wage record required by Indian labour law.

Employee Expense Reimbursement Form (Kenya)

A Kenya Employee Expense Reimbursement Form for claiming business expenses incurred on behalf of an employer, compliant with the Employment Act No. 11 of 2007 and the Income Tax Act Cap. 470 administered by the Kenya Revenue Authority.

NSSF Beneficiary Nomination Form (Kenya)

A Kenya NSSF Beneficiary Nomination Form under Section 32 of the National Social Security Fund Act No. 45 of 2013, enabling NSSF members to nominate beneficiaries to receive their provident fund savings on death — compliant with NSSF Fund Rules and the Retirement Benefits Authority (RBA) guidelines.

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