Трудовые договоры, приказы, договоры поставки, акты и доверенности — готовые формулировки, которые можно прочитать прямо здесь. В системе тот же шаблон заполняется из карточек компании, сотрудника и контрагента.
Акт сдачи-приёмки выполненных работ (оказанных услуг) — первичный учётный документ по ст. 9 Федерального закона от 06.12.2011 № 402-ФЗ «О бухгалтерском учёте».
Доверенность на получение товарно-материальных ценностей.
Договор с работником о полной индивидуальной материальной ответственности (ст. 244 ТК РФ; должность должна входить в перечень Постановления Минтруда от 31.12.2002 № 85).
Договор возмездного оказания услуг с заказчиком.
Договор поставки товара между поставщиком и покупателем.
Договор гражданско-правового характера с самозанятым исполнителем (422-ФЗ) с формулировками, снижающими риск переквалификации в трудовой договор.
Политика оператора в отношении обработки персональных данных (политика конфиденциальности) по ч. 2 ст. 18.1 152-ФЗ; при сборе данных через сайт подлежит публикации.
Приказ о назначении лица, ответственного за организацию обработки персональных данных (ч. 1 ст. 18.1 152-ФЗ), с перечнем допущенных к ПД сотрудников.
Приказ (распоряжение) о предоставлении отпуска работнику по унифицированной форме Т-6 (форма-обычай; право на отпуск — ст. 114, 123 ТК РФ).
Приказ (распоряжение) о приёме работника на работу.
Приказ (постановление, распоряжение) о проведении инвентаризации по форме ИНВ-22. Инвентаризация перед годовой отчётностью обязательна (402-ФЗ, ФСБУ 28/2023).
Приказ (распоряжение) о прекращении трудового договора.
Публичная оферта о продаже товаров дистанционным способом (интернет-магазин, доставка): ст. 435–437 ГК РФ, ст. 26.1 ЗоЗПП, Правила продажи ПП № 2463.
Согласие клиента/гостя/покупателя на обработку персональных данных по ст. 9 152-ФЗ: бронирования, программы лояльности, онлайн-записи.
Трудовой договор между работодателем и работником.
Рабочий лист для подготовки уведомления об обработке персональных данных по ст. 22 152-ФЗ с сопроводительным поручением. Сама подача — через форму на портале РКН (pd.rkn.gov.ru).
Соглашение о полной индивидуальной материальной ответственности работника (кассиры, кладовщики).
Гражданско-правовой договор подряда (оказания услуг) с физическим лицом-исполнителем.
Заявление работника о предоставлении ежегодного оплачиваемого отпуска.
Заявление работника о прекращении трудового договора по инициативе работника.
Соглашение о неразглашении конфиденциальной информации с сотрудником/подрядчиком.
Employment agreement between a company and an employee.
Full individual liability agreement for an employee entrusted with cash or inventory (cashiers, storekeepers).
Independent contractor / freelance services agreement with an individual.
Non-disclosure agreement with an employee or contractor.
Employee notice of resignation.
Service agreement between a client and a service provider.
Employee request for annual paid leave.
Written response to a casual employee's "employee choice" notification that they believe they no longer meet the casual employee definition and wish to convert to permanent employment — a written res…
Written casual employment contract fixing "no firm advance commitment" — the primary evidence of genuine casual status under the new statutory definition in s 15A of the Fair Work Act 2009, plus the…
Client consent and health-history form for a beauty/personal-appearance treatment — a de-facto requirement of public liability/treatment-risk insurance, with additional state-specific infection contr…
Written employment contract for a permanent full-time or part-time employee. Not required by law — the National Employment Standards and the applicable Modern Award apply automatically and cannot be…
Daily food safety records demonstrating management of "prescribed activities" (receiving, storing, processing, displaying, transporting food) required under FSANZ Standard 3.2.2A for Category 1 food…
Onboarding checklist covering the Fair Work Information Statement (FWIS), the Casual Employment Information Statement (CEIS) for casuals, TFN declaration, superannuation choice, and a right-to-work c…
Privacy policy aligned to the Australian Privacy Principles (APPs) under the Privacy Act 1988. Many small businesses with turnover under AU$3 million are currently exempt — except health service prov…
Refund and returns policy consistent with the Australian Consumer Law consumer guarantees, which cannot be excluded — a "no refunds" sign or statement is itself unlawful and misleading.
Checklist to be completed BEFORE dismissing an employee, for employers with fewer than 15 employees — following the Small Business Fair Dismissal Code is, in practice, the main defence against an unf…
Work health and safety risk assessment and incident register — every PCBU (person conducting a business or undertaking) has a duty to manage risks so far as reasonably practicable under the model Wor…
Njoftim me shkrim i punëmarrësit për dorëheqje nga marrëdhënia e punës, me respektimin e afateve të njoftimit (neni 143).
Kartela e regjistrimit të mysafirit për hotele/guesthouse — bazë për regjistrin e mysafirëve, raportimin e shtetasve të huaj në polici brenda 24 orëve dhe taksën vendore të fjetjes (ligji nr. 93/2015…
Kontratë pune me shkrim (me afat të pacaktuar ose të caktuar) mes punëdhënësit dhe punëmarrësit (Kodi i Punës, neni 21; për afat të caktuar — neni 140).
Oferta publike/kushtet e shitjes për tregtinë online (informacion paraprak, ligji nr. 9902/2008 + nr. 10128/2009) + politika e kthimit (e drejta e tërheqjes 14-ditore për shitjet në distancë).
Marrëveshje me shkrim mbi përgjegjësinë materiale të punëmarrësit (arkëtarë, barmenë, magazinierë, administratorë) për vlerat e besuara.
Ftesë për takim paraprak (neni 144) + njoftim me shkrim për zgjidhjen e kontratës së punës (neni 143) — procedura më e formalizuar në rajon.
Pëlqim i informuar i klientit për përpunimin e të dhënave personale (ligji nr. 124/2024 «Për mbrojtjen e të dhënave personale», i harmonizuar me GDPR-në).
Procesverbal i marrjes në dorëzim të mallrave/shërbimeve — dokument bazë kontabël (praktikë, jo detyrim ligjor i posaçëm).
Procesverbal inventarizimi për magazinë/bar/kuzhinë/arkë/mjete themelore — bazë për konstatimin e mungesave/teprica dhe fshirjeve.
Urdhër i brendshëm për emërimin e punëmarrësit në një pozicion pune (praktikë kontabël, jo detyrim ligjor).
Mandatory 3-part compliance set for any surveillance camera under the Camera Act of 21 March 2007 and the Royal Decree of 8 May 2018: an ONLINE-ONLY declaration via aangiftecamera.be, an entrance pic…
Under the 2014 unified statute (Wet betreffende het eenheidsstatuut), the notice period runs in weeks by seniority; the notice MUST be served by registered letter or bailiff — never handed over in pe…
Required for EACH flexi-job period, on top of the one-time framework agreement. Minimum HoReCa rate €12.78/h from 1 March 2026; from 1 July 2026 a 150% anti-poaching cap applies to the base rate only.
Mandatory ONE-TIME agreement before a worker's first flexi-job engagement. From 1 July 2026 the flexi-job regime opens to ALL sectors (subject to sectoral opt-out); the worker must work ≥4/5 of a ful…
A full-time indefinite contract is legally valid even if concluded orally, but any special clause (training clause, non-compete) requires a WRITTEN agreement to be enforceable. Pay may never fall bel…
MUST be individually written per worker and signed before work starts — an unwritten or late part-time contract exposes the employer to a presumption of full-time employment on inspection. Minimum 1/…
Mandatory under GDPR Article 13, supervised in Belgium by the Gegevensbeschermingsautoriteit / Autorité de protection des données (GBA/APD). Publication is mandatory on the guest menu/ webshop site;…
MUST be in writing no later than the start of work. 2025–2026 reform confirmed a quota of 650 hours/year, taxed via an 8.13% solidarity contribution instead of ordinary RSZ; hours tracked via Student…
Mandatory for any online store under Book VI of the Wetboek economisch recht (WER) / Code de droit économique (CDE) — includes the 14-day right of withdrawal and the mandatory model withdrawal form;…
Mandatory for EVERY employer from the 1st employee under the Arbeidsreglementenwet of 8 April 1965 — unique among EU countries. A copy must be filed with the regional labour inspection (Toezicht op d…
Required for EVERY shift under an intermittent contract, at least 3 calendar days in advance (Article 452-A §1 CLT). Silence is treated as refusal — and refusal is never a disciplinary fault. A stron…
Article 49 CDC gives a 7-day right of withdrawal for distance/off-premises purchases (refunding delivery too). In-store "changed my mind" exchanges are not a legal requirement, but an announced polic…
De facto mandatory in writing: the eSocial admission event must be filed no later than the day before the employee's first working day. Optional trial period (contrato de experiência) up to 90 days t…
Only valid in writing (Articles 443 §3 and 452-A CLT, 2017 reform) — constitutionality confirmed by the STF (ADI 5826, 2024). Widely used in hospitality for on-call shifts; each shift additionally re…
Mandatory WRITTEN manual for every food-service establishment, individually prepared per unit, accompanied by the 4 mandatory POPs. Must be available to staff and to sanitary inspectors (vigilância s…
Mandatory whenever personal data is processed (website, bookings, Wi-Fi, loyalty programs). Small businesses (agentes de pequeno porte, Resolução CD/ANPD nº 2/2022) may skip a formal DPO but still ne…
Mandatory written form + ratification (homologação) before the trade union (or an MTE office), with two witnesses — otherwise the arrangement risks reclassification as an ordinary employment relation…
Notice period per Article 487 CLT + Lei 12.506/2011; settlement (TRCT) due within 10 calendar days (Article 477 §6 CLT) — union homologação was abolished by the 2017 reform, so payment is made direct…
Mandatory written notice, signed by the employee, at least 30 days before the vacation period starts (Article 135 CLT). Splitting into up to 3 periods and cash-allowance rules per the 2017 reform.
De facto mandatory first rung of the disciplinary ladder under established labour-court practice — without a documented history of warnings, a later dismissal for cause (justa causa, Article 482 CLT)…
Menu-wide allergen information matrix covering the 14 legally recognised allergens — required under the Food Information Regulations 2014 / retained EU Food Information for Consumers Regulation 1169/…
UK GDPR-compliant privacy notice for guests and customers, covering bookings, orders, CCTV, guest Wi-Fi, and loyalty programmes — required under Articles 13/14 UK GDPR and the Data Protection Act 201…
Written disciplinary and grievance procedures following the Acas Code of Practice — a reference to this document is a statutory requirement of the s.1 written statement, and failure to follow the Aca…
Full contract of employment incorporating the s.1 ERA 1996 written statement plus employer-protective terms (confidentiality, post-termination restrictions, deductions).
Written fire risk assessment, now required for ALL premises regardless of employee count, since the "5 employee" threshold under the Regulatory Reform (Fire Safety) Order 2005 was removed by s.156 of…
General workplace risk assessment covering hazards, persons at risk, existing and further control measures — a written record is required at 5 or more employees under the Management of Health and Saf…
Refund/returns policy for goods sold in-store and at a distance, plus the model cancellation form required for distance/online sales under the Consumer Contracts Regulations 2013 — failing to provide…
Checklist and evidential record of a right-to-work check — the only defence ("statutory excuse") against a civil penalty of up to £45,000 (first breach) or £60,000 (repeat breach) per illegal worker.
Written policy on the fair allocation of tips, service charges, and gratuities — required in writing wherever tips are paid "more than occasionally and exceptionally" under the Employment (Allocation…
Statutory statement of the main terms of employment — a "day one" right under s.1 Employment Rights Act 1996 for every employee and worker, not just a recommended document.
Mandatory website/social-media legal notice under § 5 Digitale-Dienste-Gesetz (DDG — the successor, since 2024, to the former § 5 Telemediengesetz "TMG") — must be reachable within two clicks from an…
Employment contract for a marginal, low-wage "Minijob" position — registration with the Minijob-Zentrale (Knappschaft-Bahn-See) is mandatory and the monthly earnings cap and hourly rate must both sta…
Open-ended (unbefristet) employment contract that embeds every particular required by the Nachweisgesetz (NachwG) — written fixation of essential employment terms is mandatory from DAY ONE (fine of u…
Website/business privacy notice under Article 13 of the Datenschutz-Grundverordnung (DSGVO, the German-facing text for the EU GDPR) plus the Bundesdatenschutzgesetz (BDSG) — a Data Protection Officer…
Full or interim employment reference — under § 109 GewO, an employee may at any time request a reference that is simultaneously truthful (wahr), benevolent (wohlwollend) and complete (vollständig); G…
Mandatory 14-day right-of-withdrawal notice plus the statutory model withdrawal form for distance/online sales, under § 312g BGB and Art. 246a EGBGB (Anlage 2) — an incorrect or missing notice EXTEND…
Written notice of ordinary (time-limited) termination of employment — § 623 BGB requires paper Schriftform with a wet-ink signature; electronic form (e-mail, WhatsApp, fax, DocuSign) is EXPRESSLY exc…
Mandatory working-time recording — the obligation to record working time already exists NOW under a euro-conform reading of § 3 ArbSchG, per the Federal Labour Court decision of 13 September 2022 (BA…
Mandatory occupational risk assessment under §§ 5–6 Arbeitsschutzgesetz (ArbSchG) — required of EVERY employer, even one with a single employee; the assessment must be documented and reviewed, and st…
Formal disciplinary warning — while not codified in a single statute, German labour courts have established that a valid Abmahnung is a de-facto PREREQUISITE before a behaviour-based dismissal (verha…
Terms and conditions for online sales / online ordering. There is no general statutory cooling-off right for online purchases in Hong Kong — return conditions are set by contract, subject to the Sale…
Written employment contract. A written contract is not mandatory under the Employment Ordinance (EO, Cap. 57), but the employer must notify the employee in writing, on request, of the conditions of e…
Checklist for enrolling a new employee into a Mandatory Provident Fund (MPF) scheme within the statutory deadline under the Mandatory Provident Fund Schemes Ordinance (MPFSO, Cap. 485).
Wage and employment record for an individual employee, kept for the preceding 12 months as required by the Employment Ordinance (EO, Cap. 57) s.49A and produced to the Labour Department on inspection.
Personal Information Collection Statement issued at the point personal data is collected from a customer (booking form, e-shop registration, salon intake form, Wi-Fi log-in) — required by Data Protec…
Terms for prepaid service packages and gift cards/vouchers (salons, restaurants, shops) — drafted with a voluntary cooling-off block in anticipation of the Trade Descriptions Ordinance (TDO, Cap. 362…
General privacy policy statement setting out the business's overall personal data policies and practices, required by Data Protection Principle 5 (openness) of the Personal Data Protection Ordinance…
Refund and exchange policy for goods sold in-store or online — Hong Kong has no statutory right of return for a simple change of mind, but any policy stated to customers must be honestly represented…
Termination notice combined with the severance payment (SP) / long service payment (LSP) calculation — split into a pre-transition and post-transition portion following the abolition of MPF offsettin…
Written warning to an employee for misconduct or poor performance — progressive discipline documentation that supports a later summary dismissal (EO s.9) or protects against an unreasonable dismissal…
Mandatory allergen information per dish under Regulation (EU) 1169/2011 and ΕΦΕΤ guidance for non-prepacked food — must be available in the menu or on request; direct synergy with the product's dish…
Recommended booking and no-show policy for hotels/rooms-to-let, salons and restaurants — for accommodation it is partly framed by Ν.1652/1986 (hotel-guest relations regulation): deposit, cancellation…
Mandatory written employment contract for indefinite, full-time hiring — the hiring must be declared to ΕΡΓΑΝΗ II on form Ε3 BEFORE the employee's first day of work (checked on first-morning Labour I…
The workhorse contract for seasonal HoReCa hiring — chains of fixed-term contracts are capped at 3 consecutive contracts / 3 years with the same employer before automatic conversion to an indefinite…
Mandatory HACCP record-keeping under Regulation (EC) 852/2004, checked by ΕΦΕΤ (Hellenic Food Authority) — temperatures, cleaning, goods receiving; simplified procedures are available to micro-busine…
Mandatory terms of sale for an online store under Ν.2251/1994 (Consumer Protection Law) — must include pre-contractual information, the 14-day right of withdrawal (υπαναχώρηση) and the standard withd…
Mandatory privacy policy under the GDPR (Regulation (EU) 2016/679) and its Greek implementing statute Ν.4624/2019 — covers purposes, legal bases, recipients, retention, data-subject rights and the co…
Mandatory written termination — without the written form the dismissal is void (άκυρη); must be filed as form Ε6 in ΕΡΓΑΝΗ II within 4 working days; severance is calculated on the Ν.4093/2012 scale (…
Mandatory written information under Π.Δ. 156/1994, updated by Ν.5053/2023 (transposing Directive (EU) 2019/1152) — basic terms must reach the employee within the FIRST WEEK, the remaining terms withi…
The most-cited document in the catalogue — a living checklist of every mandatory ΕΡΓΑΝΗ II filing and its deadline, plus the ψηφιακή κάρτα εργασίας (digital work-time card) status; keep it current, d…
ბრძანება დასაქმებულისთვის ანაზღაურებადი შვებულების მიცემის შესახებ (წელიწადში 24 სამუშაო დღე, მუხ. 31).
ბრძანება დასაქმებულის სამუშაოზე მიღებისა და თანამდებობაზე დანიშვნის შესახებ.
ბრძანება დასაქმებულთან შრომითი ურთიერთობის შეწყვეტის (გათავისუფლების) შესახებ.
საქონლის დაბრუნებისა და გაცვლის წესები; დისტანციური ვაჭრობისას — 14-დღიანი უარის უფლება («მომხმარებლის უფლებების დაცვის შესახებ» კანონი, 2022).
მარაგების, სალაროსა და ძირითადი საშუალებების ინვენტარიზაციის აქტი — ჩამოწერისა და დანაკლისის დადგენის საფუძველი.
მარტივი წერილობითი მინდობილობა საქონლის მიღებაზე ან წარმომადგენლობაზე (ნოტარიული ფორმა საჭიროა მხოლოდ უძრავი ქონების გარიგებებისთვის).
საქონლის/მომსახურების მიღება-ჩაბარების აქტი — პირველადი სააღრიცხვო დოკუმენტი.
მონაცემთა სუბიექტის ინფორმირებული თანხმობა პერსონალურ მონაცემთა დამუშავებაზე («პერსონალურ მონაცემთა დაცვის შესახებ» კანონი, 2023).
წერილობითი ხელშეკრულება დასაქმებულის სრული მატერიალური პასუხისმგებლობის შესახებ (შრომის კოდექსის 54-ე მუხლი).
წერილობითი შრომითი ხელშეკრულება დამსაქმებელსა და დასაქმებულს შორის (შრომის კოდექსის მე-12 და მე-14 მუხლები).
Written declaration of the 14 legally recognised allergens for non-prepacked food — Ireland uniquely requires this in WRITING before purchase under S.I. No. 489 of 2014; oral information alone is not…
GDPR-compliant privacy notice for customers and guests, covering bookings, orders, and CCTV — required under Articles 13/14 GDPR and the Data Protection Act 2018, enforced by the Data Protection Comm…
Statutory statement of the core terms of employment that must be given in writing within 5 days of starting work — the strictest such deadline in the EU, under the Employment (Miscellaneous Provision…
Combined grievance and disciplinary procedures following the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000) — de-facto mandatory: not following fair procedures i…
Food safety management records built on HACCP principles plus daily temperature logs — required under Article 5 of Regulation (EC) No. 852/2004 for every registered food business, following the FSAI…
Refund/returns policy for goods sold in-store and at a distance, plus the model cancellation form required for distance/online sales — 14-day cooling-off under the Consumer Rights Act 2022.
Combined written safety statement and risk assessment — mandatory in writing for every employer regardless of size, under sections 19 and 20 of the Safety, Health and Welfare at Work Act 2005.
Mandatory written policy and publicly displayed notice on the fair distribution of tips, gratuities and mandatory service charges under the Payment of Wages (Amendment) (Tips and Gratuities) Act 2022…
Daily working time record in the prescribed OWT1 form — required under s.25 of the Organisation of Working Time Act 1997 and S.I. No. 473 of 2001, retained for 3 years, and the single most commonly r…
Full written statement of the remaining terms of employment, due within one month of the start date (reduced from two months by the EU (Transparent and Predictable Working Conditions) Regulations 202…
Mandatory written allergen information for non-prepackaged food (Regulation (EU) No 1169/2011 "INCO" + RD 126/2015) — must be available to the customer BEFORE ordering, listing which of the 14 EU-reg…
Mandatory daily time-tracking log for EVERY employee (ET art. 34.9, RD-ley 8/2019) — must be kept for 4 years; a missing or falsified record is an infracción grave under the LISOS (€751–7,500 per com…
Final settlement due to EVERY departing employee regardless of the reason for termination — itemises outstanding salary, unused holiday, prorated extra payments (pagas extra) and any severance indemn…
Narrow, cause-justified fixed-term contract (ET art. 15) — MUST be in writing with a concrete, specific justification, capped at 6 months (extendable up to 12 by convenio); without a genuine cause it…
Compliance checklist for the official complaint-form (hojas de reclamaciones) scheme required by EACH autonomous community — the actual forms are the official regional booklet, NOT generated by this…
Open-ended employment contract — the STATUTORY DEFAULT since the RD-ley 32/2021 labour reform confined temporary hiring to narrow, cause-justified exceptions; must be in writing (Estatuto de los Trab…
The MAIN statutory tool for seasonal/recurring HoReCa, hotel and shop staffing (ET art. 16) — an open-ended contract with recurring active periods; each new active period must be triggered by a writt…
Combined two-part document: the mandatory prior hearing notice (trámite de audiencia previa — Tribunal Supremo doctrine of 2024 applying ILO Convention 158, codified into ALEH VI with effect from 13.…
Privacy notice under Articles 13/14 of the RGPD and the LOPDGDD 3/2018, following the AEPD (Agencia Española de Protección de Datos) two-layer model (short layer + full layer) — required for any proc…
Written notice calling a fijo-discontinuo worker back for a new active period (ET art. 16.3) — notice periods are set by the applicable convenio (typically 7 days in hostelería, 3 days for extraordin…
Mandatory written allergen information for menus (Regulation (EU) No 1169/2011 — the 14 EU-regulated allergens); information must reach the customer BEFORE ordering, in writing or verbally backed by…
Daily obligation for hotels/B&Bs/agriturismi — ALL guests must be reported to the Questura within 24 hours of arrival (6 hours if the stay is under 24 hours) via alloggiatiweb.poliziadistato.it (art.…
Mandatory privacy notice under GDPR art. 13 (and the Codice Privacy D.lgs 196/2003) for any processing of customer personal data — bookings, loyalty, Wi-Fi, and (for hotels) the Alloggiati Web transf…
The mandatory FIRST step before any disciplinary sanction or dismissal (art. 7, Statuto dei Lavoratori, L. 300/1970) — a written charge giving the employee at least 5 days to respond before any sanct…
Mandatory terms of sale for online stores under the Codice del Consumo (D.lgs 206/2005, artt. 45-67) — must include the 14-day right of withdrawal and the standard withdrawal form (Allegato I); the l…
Mandatory written pre-employment information letter (D.lgs 152/1997 as amended by D.lgs 104/2022 "Decreto Trasparenza", softened by DL 48/2023 for items that may instead reference the applicable CCNL…
Mandatory HACCP self-control plan for anyone handling food (Regulation (EC) No 852/2004) — covers hazard analysis, critical control points, monitoring and corrective actions; checked routinely by NAS…
Checklist confirming the UNILAV notice was filed with the Centro per l'Impiego BEFORE the employee's first day (no later than 24:00 of the day preceding the start) — the single most heavily sanctione…
The signature HoReCa staffing tool (D.lgs 81/2015, artt. 13-18) — a written contract signed once, then triggered by individual calls; available without cause only to workers under 24 (until their 25t…
Mandatory for every employer with at least 1 employee (D.lgs 81/2008, artt. 17, 28-29) — a non-delegable duty of the employer; must be signed with a data certa and updated after process changes or in…
Түгендеу актісі. Инвентаризационная опись ТМЦ/кассы; инвентаризация — минимум раз в год (Правила ведения бухучёта, приказ МФ РК от 31.03.2015 № 241).
Орындалған жұмыстар (көрсетілген қызметтер) актісі. Первичный учётный документ по форме Р-1 (приказ МФ РК от 20.12.2012 № 562; ст. 7 Закона о бухучёте).
Толық материалдық жауапкершілік туралы шарт. Письменный договор о полной индивидуальной материальной ответственности (ст. 123 ТК РК).
Дербес деректерді өңдеу саясаты. Обязательный документ-политика собственника/оператора базы ПД (ст. 25 Закона РК № 94-V).
Демалыс беру туралы бұйрық. Акт работодателя о предоставлении оплачиваемого ежегодного трудового отпуска (24 к.д. — ст. 88 ТК РК).
Жұмысқа қабылдау туралы бұйрық. Акт работодателя о приёме на работу на основании трудового договора (ст. 34 ТК РК).
Еңбек шартын тоқтату туралы бұйрық. Акт работодателя о прекращении трудового договора; сведения вносятся в ЕСУТД.
Жария оферта. Публичный договор онлайн-продажи по Правилам электронной торговли РК; возврат товара — 14 дней (ст. 30 ЗоЗПП РК).
Дербес деректерді жинауға және өңдеуге келісім. Согласие субъекта на сбор и обработку ПД по ст. 7–8 Закона РК № 94-V.
Еңбек шарты. Письменный трудовой договор по ст. 28, 33 ТК РК с обязательной регистрацией в ЕСУТД (enbek.kz).
Written employment agreement for an indefinite-term employee, built around an ESA-compliant termination clause. A written contract is not legally required in any province, but without one — or with a…
✅ Ontario: food premises regulation (O. Reg. 493/17) requires refrigeration at or below 4°C, freezer storage at or below -18°C, and hot holding at or above 60°C, with records available to the local p…
✅ Mandatory at point of sale of gift cards: an expiry-date ban applies in effectively every province (Ontario CPA 2002/O. Reg. 17/05; British Columbia; and similar rules elsewhere), with ⚠️ Quebec's…
Short, conditional job offer letter. Protective terms belong in the full employment agreement, provided to the candidate together with this offer — not after their first day, which can create a "no c…
De-facto mandatory onboarding checklist covering federal + provincial tax withholding forms (TD1), Social Insurance Number (SIN) verification, workers' compensation registration, and, in Ontario, the…
✅ Ontario: a written occupational health and safety policy and program is mandatory once an employer has MORE THAN 5 workers (OHSA s.25(2)(j)), reviewed at least annually; 6–19 workers requires a des…
✅ De-facto mandatory under the federal Personal Information Protection and Electronic Documents Act (PIPEDA) Openness/Accountability principles — the policy must be publicly available. ⚠️ Quebec: dir…
Refund and return policy. No province requires a bricks-and-mortar retailer to accept the return of a non-defective item — but once a return policy is stated, it becomes binding on the business; onli…
✅ Ontario: mandatory pre-contract disclosure for online sales over $50, under the Consumer Protection Act, 2002 (CPA 2002) and O. Reg. 17/05 ("internet agreements") — seller identity, exact descripti…
Combined workplace harassment (including sexual harassment) and workplace violence policy, including a risk assessment component. ✅ Ontario: mandatory for ALL employers under OHSA Part III.0.1; must…
Employment contract compliance record for the mandatory MOL attestation — Labor Law Article 38 requires a written Arabic contract in 3 copies, attested by the Ministry of Labour before the contract "…
End-of-service gratuity calculation under Article 54 of the Labor Law — at least 3 weeks (21 days) of basic wage per year of service, once the employee has completed 1 year of continuous service, cal…
Guest registration record required under Law No. 20 of 2018 and Qatar Tourism rules — operating without a Qatar Tourism licence is prohibited, and the identity data and stay dates of every foreign gu…
Internal work regulation and disciplinary penalty schedule (اللائحة الداخلية ولائحة الجزاءات) that employers with more than 10 employees must file with the MOL Labour Department for approval (silence…
Privacy policy under the Personal Data Privacy Protection Law (PDPPL, Law No. 13 of 2016), in force since 2017 — the first national data-protection law in the Gulf, regulated by the National Data Pri…
Local purchase order (LPO) — the de-facto standard of Gulf business practice: suppliers and hotels typically will not ship or deliver without a signed LPO, and for one-off deals it also serves as a s…
Refund and exchange policy under Consumer Protection Law No. 8 of 2008 — a defective or non-conforming good or service entitles the consumer to repair, replacement, re-performance, or a refund (Artic…
Seasonal outdoor-work order under Ministerial Decision No. 17/2021 — the strictest heat-stress rule in the GCC: outdoor work banned 10:00–15:30 from 1 June to 15 September, plus a year-round stoppage…
Written termination notice under Article 49 of the Labor Law (as amended by Law No. 18 of 2020) — 1 month notice where service is under 2 years, 2 months where service is 2 years or more; without ful…
Written disciplinary warning issued after notifying the employee and hearing their explanation — a de-facto requirement under the employer's MOL-approved internal work regulations, and the documented…
The disciplinary penalties table (جدول الجزاءات) that Article 35 of Labor Law No. 6/2010 requires every employer to POST in a visible location at the workplace — sanctions issued outside a posted tab…
Employment contract compliance record for the mandatory PAM-format Arabic contract — the Private Sector Labor Law No. 6 of 2010 requires a written contract in Arabic, in 3 copies (one filed with the…
End-of-service indemnity (مكافأة نهاية الخدمة) calculation under Article 51 of Labor Law No. 6/2010 — 15 days' wage per year for the first 5 years plus 1 month per year thereafter for monthly-paid em…
Guest registration record required under the residency law (Amiri Decree-Law No. 114/2024) — hotel and furnished-apartment operators must notify the Ministry of Interior (MOI) of a foreign guest's ar…
Privacy policy under CITRA's Data Privacy Protection Regulation — Resolution No. 42/2021, replaced by Resolution No. 26/2024 (in force 19 February 2024): explicit consent before collection, a guardia…
Local purchase order (LPO) — the de-facto standard of Gulf business practice: suppliers typically will not ship or deliver without a signed LPO, and for one-off deals it also serves as a surrogate co…
Refund and exchange policy under Consumer Protection Law No. 39/2014 and its executive regulation (Ministerial Decision No. 27/2015) — a defective or non-conforming good must be replaced or refunded…
Seasonal outdoor-work order under Ministerial Decision No. 535/2015 — outdoor work is banned from 11:00 to 16:00 between 1 June and 31 August, covering delivery riders on motorcycles and other outdoo…
Written termination notice under Article 44 of Labor Law No. 6/2010 — 3 months' notice for monthly-paid employees, 1 month for others; compensation may substitute for unserved notice, and during the…
Written disciplinary warning (إنذار كتابي) — the documented chain of warnings on which a dismissal under Article 41(g) of Labor Law No. 6/2010 ("repeated violation of the employer's instructions") ul…
Not itself named by the LFT — its form is set by consistent labour-court practice — but de facto mandatory: without a documented chain of actas administrativas, a later rescission for cause under Art…
Must be in writing, in duplicate — one copy per party (Articles 24–25 LFT). Absence of a written contract is deemed the employer's fault (Article 26). Optional probation period (Article 39-A) up to 3…
De facto standard of COFEPRIS-aligned practice for esthetic/beauty procedures. Health-related answers (allergies, skin conditions) are sensitive personal data under the LFPDPPP and require the client…
Mandatory (Articles 422–425 LFT), drafted by a joint patrón–trabajadores commission and deposited at the Centro Federal de Conciliación y Registro Laboral (CFCRL). Since 15.12.2025 must include seati…
Mandatory online-sale disclosures under Articles 76 bis and 76 bis 1 LFPC. Distance purchases carry a 5-business-day right of withdrawal (Article 56 LFPC); an announced in-store exchange policy becom…
Mandatory whenever personal data is collected (LFPDPPP, DOF 20.03.2025, in force since 21.03.2025). The INAI was dissolved; its functions passed to the Secretaría de Anticorrupción y Buen Gobierno. S…
Mandatory under Article 132-XXXI LFT (in force since 01.05.2019), to be agreed with the workers. Non-compliance is subject to fines of 50–5,000 UMA. Covers both hostigamiento (vertical, by a superior…
Mandatory written policy for every work centre, including those with 15 or fewer workers (points 5.1, 5.4, 5.5, 5.7, 8.1–8.2 of NOM-035-STPS-2018). Centres with 16–50 workers must additionally identi…
De facto mandatory in writing: courts require the employee's handwritten signature on the resignation, and the finiquito documents the proportional payments due under Articles 79, 80 and 87 LFT. Reco…
Mandatory (Article 47 LFT): delivered personally to the employee at the moment of dismissal, or filed with the Tribunal Laboral / Centro de Conciliación within 5 business days if personal delivery is…
Fixed-term employment contract with the written particulars required by article 7:655 BW and the EU Transparent and Predictable Working Conditions Directive — written under the Ketenregeling (art. 7:…
Agreement of assignment (overeenkomst van opdracht) with a self-employed contractor (ZZP'er), drafted to reflect genuine independence and reduce the risk of requalification as an employment relations…
Statutory written notice of whether a fixed-term contract of 6 months or more will be renewed — the aanzegplicht under article 7:668 BW; missing the 1-month deadline triggers a penalty of up to one m…
On-call employment contract (zero-hours or min-max) under the Wet arbeidsmarkt in balans (WAB) rules — call notice period, and the statutory obligation to offer fixed hours after 12 months of on-call…
Open-ended (permanent) employment contract with the written particulars required by article 7:655 BW, including probation, notice periods, and an optional non-compete clause.
AVG/GDPR-compliant privacy notice for guests and customers — required under articles 13/14 AVG (the Dutch implementation of the GDPR) for essentially any business processing personal data (bookings,…
Mandatory workplace risk inventory & evaluation with an accompanying action plan — required of EVERY employer under article 5 Arbeidsomstandighedenwet (Arbowet); its absence is fined €3,000–13,500 on…
Mutual termination agreement ("met wederzijds goedvinden") — the most common route to end Dutch employment, with the wording needed to preserve the employee's right to WW (unemployment benefit) and t…
Internal protocol for sickness absence and reintegration, following the statutory timeline of the Wet verbetering poortwachter (Gatekeeper Improvement Act) — missing the deadlines can result in a 3rd…
General terms and conditions (algemene voorwaarden) for a webshop, plus the model form for withdrawal (modelformulier voor herroeping) that must be provided before a distance sale — required under ar…
Standalone trial period clause available to ALL employers since 23 December 2023 (Employment Relations (Trial Periods) Amendment Act 2023) for a genuinely new employee — valid only if in writing and…
Booking, cancellation, and no-show policy — deposits and no-show fees are lawful in New Zealand when clearly disclosed before the booking is made, and are not an unfair penalty provided the amount is…
Written casual employment agreement — a written agreement is required for every employee in New Zealand regardless of employment type. "Casual employee" is not a defined term in statute, so the terms…
Three-part disciplinary letters pack (meeting invitation, meeting minutes, outcome letter) built around the section 103A "fair and reasonable employer" test — skipping these steps is, in practice, th…
Combined Food Control Plan diary and temperature log built around the MPI template Food Control Plan "Simply Safe & Suitable", required under the Food Act 2014 for most cafés, restaurants, and food r…
Health and safety risk register and incident register — every PCBU (person conducting a business or undertaking) has a primary duty under the Health and Safety at Work Act 2015 to manage risk so far…
Written individual employment agreement (IEA) — mandatory in writing for every employee under the Employment Relations Act 2000 (the Employer must hold a signed copy or current signed terms, s 64), w…
Privacy policy aligned to the 13 Information Privacy Principles (IPPs) of the Privacy Act 2020, combined with the mandatory privacy officer designation required of every "agency" — including a three-…
Refund and returns policy consistent with the non-excludable guarantees of the Consumer Guarantees Act 1986 (CGA) — a "no refunds" sign or statement is itself misleading conduct under the Fair Tradin…
Combined wage-and-time record (section 130, Employment Relations Act 2000) and holiday-and-leave record (section 81, Holidays Act 2003) for one employee — both must be kept for 6 years, including aft…
Online-trading terms and conditions under Federal Decree-Law No. 14/2023 on Trading by Modern Technological Means — covers websites, apps, and social-media trading (Instagram Shop, WhatsApp Business)…
Addendum to the standard MOHRE employment contract for terms the government form does not cover — bonus schemes, tips/service charge, training bonds, confidentiality — none of which may reduce the em…
End-of-service gratuity calculation under Article 51 of the Labour Law — 21 days' basic wage per year for the first 5 years, 30 days per year after that, capped at 2 years' wage, payable within 14 da…
Offer letter that must be issued and accepted before the MOHRE work permit application and standard employment contract are generated — its terms must match the eventual MOHRE contract exactly, since…
Local Purchase Order — the de-facto standard purchasing document across the UAE and the wider Gulf region; many suppliers and hotels will not ship goods or perform services without a signed LPO.
Privacy policy under Federal Decree-Law No. 45/2021 on the Protection of Personal Data ("PDPL") — legal basis for processing, data subject rights, breach notification, and cross-border transfer restr…
Refund and exchange policy that must be displayed at the point of sale in Arabic and English under the Consumer Protection Law — a blanket "no refund / no exchange" notice is unlawful against defecti…
Written termination notice under the Labour Law — Article 43 (termination with 30–90 days' notice for a legitimate reason) or Article 44 (termination without notice, closed list of grounds, written i…
Annual trade licence renewal checklist — late renewal is subject to a fine of around AED 250 per month and blocks visa-related transactions, and prolonged non-renewal can lead to administrative closu…
Disciplinary warning letter under Article 39 of the Labour Law — a closed list of sanctions that must be imposed within 30 days of discovering the violation, after the employee has been given a writt…
Mandatory certificate issued on the employee's LAST working day, without being requested (maximum 7 days if objectively impossible sooner) — a strict template set by rozporządzenie; late issuance exp…
The workhorse HoReCa staffing contract; minimum rate 31,40 zł brutto/hour in 2026 and a mandatory ewidencja godzin (hours record, kept 3 years) to prove compliance; full "ozusowanie" (ZUS contributio…
Informed consent for salon procedures (colouring, perms, manicure/pedicure, device-based cosmetology) — protects against claims and covers the explicit-consent requirement for health data as a specia…
Mandatory written employment contract (art. 29 Kodeks pracy) — if not signed before the start of work, the employer must give WRITTEN confirmation of the terms BEFORE admission to work (the "syndrom…
Mandatory information clause under art. 13 RODO (GDPR) — used at booking, loyalty sign-up, salon intake forms, or hotel check-in, wherever a customer's personal data is first collected.
Mandatory written information under art. 29 §3 Kodeks pracy — must reach the employee within 7 days of admission to work; expanded by the 2023 Work-Life Balance reform to cover training entitlements,…
Employee leave request — recommended, since tracking leave is mandatory; covers standard wypoczynkowy leave and the special categories urlop na żądanie (4 days/year, no advance notice), opiekuńczy (5…
Mandatory terms of sale for an online store under the ustawa o świadczeniu usług drogą elektroniczną (art. 8) and the ustawa o prawach konsumenta — must include the 14-day right of withdrawal and the…
The most popular and least conflict-prone way to end an employment relationship in Poland — no reason is legally required, both sides agree the terms and the termination date freely.
Unilateral termination with notice — must be in writing; since the 26.04.2023 reform, a concrete, real reason is mandatory for BOTH indefinite AND fixed-term contracts, and the employee must be infor…
Employment contract compliance checklist and accompanying terms for the mandatory Qiwa registration — every private-sector contract must be registered on Qiwa before the employee starts work, and fro…
End-of-service award calculation under Articles 84–85 of the Labor Law — half a month's wage for each of the first 5 years plus one month's wage for each year after that, based on the employee's LAST…
De-facto standard final-settlement document closing out all mutual claims on termination of an employment contract — outstanding wages, unused leave, and the end-of-service award, on the standard Sau…
Guest registration record and Shomoos transmission checklist — the Ministry of Interior's Shomoos system requires every guest's details to be transmitted in real time at check-in, with fines per unre…
Privacy policy under the Personal Data Protection Law (PDPL, Royal Decree No. M/19 of 2021), in full force since 14 September 2024 and enforced by SDAIA, which issued 48 violation decisions in 2025–2…
Return and refund policy required in writing before checkout under the E-Commerce Law (2019) — a 7-day return window for unused online purchases, mandatory shelf/menu prices inclusive of 15% VAT, and…
Nutrition disclosure sheet mandatory on all restaurant menus — physical and online, including delivery aggregators — since 1 July 2025 under the Saudi Food and Drug Authority (SFDA) directive: calori…
Internal work regulation that employers with 10 or more employees must file with HRSD for approval (silence after 60 days = approved) — disciplinary sanctions and fines are only lawful under an appro…
Written disciplinary warning under the approved work organization regulation — Articles 66–73 require sanctions to follow the approved regulation, with the employee notified in writing and given a ch…
Compliance checklist for the ZATCA e-invoicing mandate — Phase 1 (generation) applies to all VAT-registered businesses since 4 December 2021; Phase 2 (integration) is rolling out in waves, with Wave…
Data breach response plan under the PDPA Data Breach Notification Obligation (in force since February 2021) — the Personal Data Protection Commission (PDPC) must be notified within 3 calendar days of…
Internal due-inquiry pack for alleged employee misconduct — under section 14 of the Employment Act, an employee may be dismissed for misconduct without notice only after a due inquiry giving the empl…
Combined Data Protection Officer (DPO) appointment record and PDPA privacy notice — under section 11(3) of the Personal Data Protection Act (PDPA), EVERY organisation must appoint at least one DPO, w…
Combined employee, salary/hours, and leave record required under the Employment (Employment Records, Key Employment Terms and Pay Slips) Regulations 2016 — retained for 2 years (1 year after the empl…
Written employment contract bundled with the Key Employment Terms (KETs) that the Employment Act requires every employer to issue, in writing, within 14 days of an employee's start date, for any empl…
Itemised pay slip that must accompany every salary payment (or be issued within 3 working days of payment) under the Employment (Employment Records, Key Employment Terms and Pay Slips) Regulations 20…
Employment agreement for a part-time employee (under 35 hours/week) — Key Employment Terms are still mandatory, and the Employment (Part-Time Employees) Regulations require pro-rated annual/sick leav…
Refund and returns policy consistent with Part 3 of the Consumer Protection (Fair Trading) Act 2003 ("Lemon Law") — a defect appearing within 6 months is presumed to have existed at delivery, and a b…
Combined temperature-control and hygiene records pack for food businesses — cleaning programme and pest control contract are conditions of the Singapore Food Agency (SFA) Food Shop Licence, and tempe…
Employer-side checklist for hiring a foreign employee under the Employment of Foreign Manpower Act (EFMA) — from quota and In-Principle Approval (IPA) through security bond, insurance, medical exam,…
Chair/booth rental agreement for a salon or barbershop — the stylist rents a workstation as an independent tenant rather than working as an employee.
Core employee handbook (at-will, EEO, anti-harassment, leave, discipline, social media, safety) plus a signed receipt acknowledgment — required in practice to be enforceable in court.
Agreement with an independent contractor paid on a 1099 basis — a key defense against worker misclassification claims.
Release of claims and assumption of risk for services with inherent risk (salon chemical services, hotel pool/fitness use, physical services) — enforceability against ordinary negligence varies signi…
Written offer of employment covering position, pay, and benefits, with an at-will employment disclaimer — the de facto U.S. hiring standard.
Website/app privacy policy — de facto required for any business with a website, since California CalOPPA applies with no revenue threshold, plus 20+ state comprehensive privacy laws.
Standard B2B purchase order — under the Uniform Commercial Code, supplier acceptance of a purchase order forms a binding contract on its stated terms.
Letter confirming the end of employment, final pay, benefits continuation, and return of company property — a separate formal separation notice is legally required in roughly 20 states.
Website/service terms of use combined with a refund and return policy — posting a clear return policy is required in a number of states if the store wants to deviate from the default.
Restaurant tip pool distribution policy plus the FLSA §3(m) tip-credit notice required before an employer may claim a tip credit toward minimum wage.
Objektif sebebe dayanan belirli süreli yazılı iş sözleşmesi (İş Kanunu m. 11) — sezonluk iş, proje, ikame.
İşveren ile işçi arasında belirsiz süreli yazılı iş sözleşmesi (4857 sayılı İş Kanunu m. 8).
Çalışanların kişisel verilerinin işlenmesine ilişkin aydınlatma metni (6698 sayılı KVKK m. 10; Kurul kararı 2020/404).
İş sözleşmesinin işverence feshine ilişkin yazılı bildirim; fesih sebebi açık ve kesin belirtilir (İş K. m. 17, 19).
İş ilişkisi sona erdikten sonra alacakların ödendiğine dair ibra sözleşmesi; geçerlilik şartları TBK m. 420.
İnternet üzerinden satış için ön bilgilendirme formu ve mesafeli satış sözleşmesi (6502 sayılı Kanun m. 48; Mesafeli Sözleşmeler Yönetmeliği).
Müşterilerin kişisel verilerinin işlenmesine ilişkin aydınlatma metni — web sitesi/QR menü, kamera, rezervasyon, üyelik (KVKK m. 10).
Mal, ekipman veya işin teslimine ve teslim alınmasına ilişkin tutanak (sevk irsaliyesine eşlik eder).
Günlük ticari işlemler için adi yazılı yetki belgesi; resmî işlemler için noter onaylı vekâletname gerekir.
İşyeri demirbaş ve ekipmanlarının işçiye zimmetle teslimine ilişkin tutanak (sorumluluk — TBK m. 400).
Mandatory allergen-information notice for non-prepackaged food — Regulation (EU) No 1169/2011 (INCO) as implemented in France by décret n°2015-447 requires written information about which of the 14 r…
Checklist for the déclaration préalable à l'embauche (DPAE), the mandatory pre-hiring declaration to URSSAF — this is a CHECKLIST, not the official government form itself (the DPAE is filed online vi…
General terms of online sale plus the statutory model withdrawal form (Code de la consommation, préinformation art. L221-5, model form under art. R221-1) — a defective or missing withdrawal notice EX…
The mandatory "pack of three" documents owed to EVERY departing employee regardless of the reason for leaving: the certificat de travail (D1234-6), the reçu pour solde de tout compte (L1234-20), and…
Fixed-term (CDD) employment contract — MUST be in writing (Code du travail, art. L1242-12) and transmitted to the employee within 2 working days of hiring (art. L1242-13); the absence of a written co…
Single-shift "extra" employment contract for the HoReCa sector (CDD d'usage) — a SEPARATE, written contract is required for EVERY single shift/vacation, with a hard cap of 60 days' work per quarter f…
Open-ended (CDI) employment contract embedding the HCR sector classification grid — a written contract is not legally required for a full-time CDI under the Code du travail, but is the de-facto marke…
Privacy notice under Articles 13/14 of the RGPD (Règlement général sur la protection des données, the French-facing text for the EU GDPR), following the CNIL (Commission nationale de l'informatique e…
Checklist for the rupture conventionnelle, France's most commonly used way to end a CDI by mutual agreement — a rigid, government-regulated calendar (Cerfa n°14598*01, filed EXCLUSIVELY via the TéléR…
Mandatory occupational risk assessment under the Code du travail — required of EVERY employer from the FIRST employee; from 27 June 2026 (loi du 11 mai 2026 on combating social fraud), failure to hav…
De facto industry-standard civil rental agreement (Código Civil) — there is no specific Chilean statute for this arrangement (unlike Brazil's "Salão Parceiro" law). Two traps to manage: (1) risk of r…
Any change to an employment contract must be agreed IN WRITING and signed by both parties (Article 11 CT). Widely used in 2026 for the Ley 21.561 transition to a 42-hour workweek; must also be regist…
The 6-month legal warranty (garantía legal — Ley 19.496 Arts. 19–21, as amended by Ley 21.398) lets the consumer choose refund/replacement/repair; distance sales carry a 10-business-day right of with…
Mandatory in writing (Article 177 CT) and only enforceable against the employee once RATIFIED before a ministro de fe (notary public or the Inspección del Trabajo); must be delivered within 10 BUSINE…
Must be in writing (Article 9 CT); maximum term of 1 year (2 years for managers and holders of a professional or technical title), renewable only ONCE (Article 159 No. 4 CT) — a second renewal, or wo…
Mandatory for ALL employers, regardless of size (Article 211-A CT, Ley 21.643, in force since 01.08.2024; procedure detailed in Decreto Supremo 21/2024): risk identification with a gender perspective…
Must be in writing within 15 days of the actual start of work (Article 9 Código del Trabajo — CT — fine 1–5 UTM) and registered in the Dirección del Trabajo's Registro Electrónico Laboral (Mi DT port…
Currently governed by Ley 19.628; from 01.12.2026 governed by Ley 21.719, which requires informing data subjects, stating the legal basis, ARCO+portability rights and oversight by the new Agencia de…
Mandatory (Article 162 CT): written notice stating the legal cause and the facts, and the state of the employee's social-security contributions (cotizaciones); a copy must reach the Inspección del Tr…
De facto mandatory: disciplinary sanctions are valid only if provided for in the Reglamento Interno de Orden, Higiene y Seguridad (RIOHS) — Article 154 No. 10 CT (verbal/written warning, fine up to 2…
CCNT/L-GAV-compliant hourly-wage contract for irregular/on-call hospitality shifts, modelled on the official L-GAV sample contract — vacation, public-holiday and 13th-salary supplements must be itemi…
CCNT/L-GAV-compliant employment contract with a fixed monthly salary for hospitality and hotel staff — the Landes-Gesamtarbeitsvertrag des Gastgewerbes (L-GAV / CCNT) is declared generally binding (a…
Full or interim employment reference — under article 330a OR, an employee may at any time request a certificate that is simultaneously truthful (wahr) and benevolent (wohlwollend); Switzerland has a…
Mandatory self-control concept for every food business under the Foodstuffs Act and Ordinance (Lebensmittelgesetz "LMG" / Lebensmittel- und Gebrauchsgegenständeverordnung "LGV"), benchmarked to the "…
Written employment contract for non-hospitality small businesses (retail, beauty salons, offices, online shops) — Swiss law does not require a written contract (art. 319 ff. OR allow an oral agreemen…
General terms and conditions for a Swiss online shop, plus an optional (purely voluntary) return policy — Switzerland grants consumers NO statutory right of withdrawal, online or offline; a return po…
Privacy notice under the revised Federal Act on Data Protection (Datenschutzgesetz "DSG" 2023, in force since 1 September 2023, internationally referred to as the revFADP/nLPD) — the DSG is lighter t…
Reservation, cancellation and no-show terms for restaurants, hotels and salons — Swiss restaurants increasingly charge no-show fees; a fee is legally enforceable as a contractual penalty only where t…
Written notice of termination of employment — Swiss law allows an oral notice, but written form is the standard for evidentiary purposes; this template flags the mandatory blocked periods (Sperrfrist…
Mandatory working-time recording under article 46 of the Arbeitsgesetz (ArG) and article 73 ArGV 1 — cantonal labour inspectorates (kantonale Arbeitsinspektorate) actively audit hospitality and fine…
Mandatory terms of sale for an online store under distansavtalslagen (2005:59), e-handelslagen and prisinformationslagen — must include full pre-contractual information plus the 14-day ångerrätt and…
Mandatory upon the employee's request under 47 § lagen om arbetslöshetsförsäkring (ALF) — used by the a-kassa (unemployment fund) to assess benefit eligibility and level; normally filed electronicall…
The default form of employment under 4 § LAS whenever a fixed term is not expressly agreed in writing. Sweden has no statutory minimum wage — pay is governed entirely by the applicable kollektivavtal…
The standard fixed-term form for HoReCa/retail hiring since the 01.10.2022 LAS reform, which replaced allmän visstidsanställning with SÄVA. Converts automatically to tillsvidareanställning after 12 c…
Mandatory HACCP-based self-check program under livsmedelslagen (2006:804) and Regulation (EC) 852/2004 — must be in place before registering the food business with the kommun, which itself must happe…
Mandatory written form under 8–10 §§ LAS — must include besvärshänvisning (appeal instructions) and företrädesrätt information, and must be preceded by turordning (seniority-order selection, 22 § LAS…
Mandatory REAL-TIME ELECTRONIC personnel ledger for restaurant and hairdressing/beauty businesses under 39 kap. skatteförfarandelagen (SFL) — Skatteverket runs unannounced kontrollbesök and levies a…
Mandatory privacy policy under Articles 13–14 GDPR and the Swedish dataskyddslagen (2018:218), supervised by IMY — must specifically address personnummer, which under 3 kap. 10 § dataskyddslagen may…
The operational core of systematiskt arbetsmiljöarbete (SAM) under AFS 2023:1, in force since 01.01.2025 (replacing the former AFS 2001:1) — a written risk assessment is mandatory for EVERY employer…
Mandatory written information under 6 c–e §§ LAS, in force since 29.06.2022 to implement EU Directive 2019/1152 — the basic package must reach the employee within 7 CALENDAR DAYS of the start of empl…
Checklist for obtaining a Certificate of Acceptability (CoA) under Regulation R638 — required by every food premises before it may begin operating.
Workplace disciplinary code and procedure aligned to Schedule 8 (Code of Good Practice: Dismissal) of the LRA — the standard the CCMA measures a dismissal against, and the anchor of the whole discipl…
Dismissal letter plus certificate of service — the written termination notice required by s.37(4) BCEA and the certificate of service required on any termination by s.42 BCEA.
E-commerce terms and conditions with the disclosures required by s.43 ECTA and the 7-day cooling-off right under s.44 ECTA, for any business selling online.
Statutory written particulars of employment — a day-one requirement under s.29 BCEA for every employee, covering pay, hours, leave, and notice.
Notice of a disciplinary hearing, setting out the charges and the employee's rights, as required by item 4 of Schedule 8 (Code of Good Practice: Dismissal) of the LRA.
PAIA manual describing how to request access to records held by the business — compulsory for every private-sector entity since 1 January 2022 under s.51 PAIA.
Statutory payslip issued at every payment, as required by s.33 BCEA, itemising hours, overtime, deductions and net pay.
POPIA-compliant privacy notice for customers, explaining what personal information is collected and why, as required by s.18 of the Protection of Personal Information Act.
Written record of a first or final written warning, issued as part of progressive discipline under Schedule 8 of the LRA — the paper trail the CCMA expects before dismissal for repeated misconduct.
Culturally standard employee guarantor agreement obtained at hiring — under the April 2020 Civil Code (民法) reform (根保証 rules), a guarantee that does not state a maximum liability amount (極度額) is void…
Signed employment contract, typically combined in practice with the Notice of Working Conditions ("労働条件通知書兼雇用契約書") — a written contract is not itself required by the Labor Standards Act (労働基準法), but…
Service agreement with an individual freelance sole proprietor, plus the mandatory written notice of terms required under Article 3 of the Freelance Act (フリーランス保護法, formally 特定受託事業者に係る取引の適正化等に関する法律),…
Statutory written notice of working conditions that every employer must issue to every employee at hiring, under Article 15 of the Labor Standards Act (労働基準法, Article 5 of its Enforcement Regulations…
Privacy policy required de facto under the Act on the Protection of Personal Information (個人情報保護法, "APPI") Articles 17-21 and 32 — since the 2017 reform there is no minimum records-held threshold, so…
Booking, cancellation, and no-show policy for restaurants, salons, and hotels — recommended given the scale of no-show damage in Japan, estimated at approximately ¥200 billion per year in a METI (経済産…
Mandatory Rules of Employment for any workplace (事業場) with 10 or more employees, counting part-timers, under Articles 89-90 of the Labor Standards Act (労働基準法) — must be filed with the Labor Standards…
Sanitation control plan required for all food businesses under the Food Sanitation Act (食品衛生法) — "HACCP-based sanitation management" (HACCPの考え方を取り入れた衛生管理), mandatory since June 2021, with a simplifie…
Mandatory seller-disclosure page for any online sale (通信販売) under Article 11 of the Act on Specified Commercial Transactions (特定商取引法) — required for online shops, restaurants taking online orders or…
Combined Employee Register (労働者名簿), Wage Ledger (賃金台帳), and Attendance Book (出勤簿) that every employer must maintain under Articles 107-109 of the Labor Standards Act (労働基準法), from the first employee…
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