Free Templates
Employment Forms
Free employment form templates for hiring, managing, and offboarding — from offer letters to termination notices.
Every hire creates a legal relationship. Getting your employment paperwork right protects both your business and your employees — clearly setting expectations from day one. These free templates cover the full employment lifecycle: the offer that starts the relationship, the agreement that governs it, the contractor agreement for 1099 workers, and the termination letter that ends it professionally. All are customizable and free to use.
US Employment Law Basics for Small Businesses
In 49 of 50 US states, employment is at-will by default: either the employer or the employee can end the relationship at any time, for any legal reason, without advance notice — unless a written contract says otherwise. Montana is the sole exception, requiring “good cause” for discharge after a probationary period under the Montana Wrongful Discharge from Employment Act (WDEA). Including explicit at-will language in your offer letter or employment agreement is best practice even in at-will states, because it prevents employees from later claiming an implied promise of permanent employment.
Federal law sets the floor for employment terms. The Fair Labor Standards Act (FLSA) requires payment of at least $7.25/hr (federal minimum wage) and overtime at 1.5× the regular rate for hours over 40 per week — unless the employee qualifies for an exemption (executive, administrative, professional, or highly-compensated employee tests). Many states set higher minimums: California $16/hr, New York $16/hr (NYC: $17/hr), Washington $16.28/hr. Always verify your state and locality before setting compensation terms. The FLSA also governs record-keeping: employers must keep payroll records for three years.
Offer letter vs. employment agreement: An offer letter confirms key terms — job title, compensation, start date, and at-will status — in 1–2 pages and is appropriate for most hourly and salaried hires. A full employment agreement (typically 5–15 pages) adds enforceable IP assignment, confidentiality obligations, non-solicitation restrictions, and severance terms. Use a full agreement for executives, senior technical employees, and any hire with significant access to trade secrets or equity. Use our free Employment Agreement Generator to get a state-specific contract in under 3 minutes.
Employee vs. independent contractor: The IRS uses a 20-factor test (grouped into behavioral control, financial control, and type of relationship) to determine worker classification. Misclassifying an employee as a 1099 contractor exposes businesses to back payroll taxes, penalties, workers’ compensation liability, and FLSA claims. California applies the stricter ABC test under AB5 — a worker is presumed an employee unless they are free from control, perform work outside the hiring entity’s core business, and are customarily engaged in an independently established trade. Use the Independent Contractor Agreement below for properly classified 1099 workers, and consult a labor attorney if classification is uncertain.
State law matters. Employment law varies significantly by state — especially in California, New York, Illinois, and Washington. Verify non-compete enforceability, final pay timing, and leave requirements for your state before using these templates.
Offer Letter
Start HereProfessional offer letter covering position, start date, compensation, benefits, and at-will terms. The first document every new hire should receive.
Download Template →Employment Agreement
A comprehensive employment contract defining job duties, compensation, benefits, confidentiality, non-compete, and termination procedures.
Use Contract Generator →Termination Letter
Documents the end of an employment relationship — resignation acceptance or involuntary termination. Covers final pay and return of property.
Download Template →Independent Contractor Agreement
PopularEstablishes a contractor relationship (not employee) with project scope, payment terms, IP ownership, and confidentiality. Avoids misclassification.
Use Contract Generator →Employee Handbook Acknowledgment
A simple acknowledgment form employees sign confirming they've received and read your employee handbook. Protects you in disputes over policy awareness.
Download Template →Frequently Asked Questions
What's the difference between an offer letter and an employment agreement? +
An offer letter is a brief, informal document confirming the job offer. An employment agreement is a detailed, binding contract that governs the entire employment relationship. For most at-will roles, an offer letter is sufficient. For senior hires, executives, or specialized roles, a full employment agreement is recommended.
Do I need to use an independent contractor agreement? +
Yes — anytime you hire a 1099 contractor. The agreement establishes their status as an independent contractor (not an employee), specifies deliverables, payment terms, and who owns the intellectual property created. Without it, you risk worker misclassification claims and unclear IP ownership.
Is at-will employment the default in the US? +
In most US states, yes. At-will means either party can end the employment relationship at any time, for any legal reason, without notice. Exceptions include employment contracts with defined terms, union agreements, and certain protected-class terminations. Always include at-will language explicitly in your offer letter.
What should a termination letter include? +
At minimum: effective date of termination, final paycheck timing (follow your state's final pay laws), information about benefits continuation (COBRA), instructions for returning company property, and whether severance applies. Keep it factual and professional — avoid emotional language.
Do employment forms need to be state-specific? +
Employment law varies significantly by state. California, New York, and other states have stricter requirements around non-competes, final pay timing, paid sick leave, and discrimination protections. Use our templates as a starting point, but verify compliance with your state's specific employment laws before use.