39 templates

HR form templates

Most HR paperwork is the same few questions asked of every employee, and its value is that the answers line up: every application in the same order, every time-off request with the same dates and reason. These templates are built for that, so a column in the export is something you can sort and compare.

They collect information; they do not replace your HR system, your contracts or legal advice, and the templates say so where it matters. Respondents need no account. A CV or document upload needs a paid plan; every other field these templates use is on the free plan.

All 39 HR templates

Each one is a working form. Open it, fill it in and submit it — nothing is saved — then build it in your own account with every field already configured.

Job application

CV upload, the screening questions, and a start date.

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Time off request

Start and end as two date fields, plus who covers the work while they're out.

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Leave Request

Leave type, start date, return date, reason, and optional supporting documents.

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Expense Report

Collect reimbursement claims with dates, categories, amounts and receipts.

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Performance Review

Structured assessment of competencies, achievements and growth goals.

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Exit Interview

Gather structured feedback from departing employees before their last day.

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Employee Onboarding

Collect first-day logistics from new hires after they have accepted an offer.

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Resignation Letter

Document formal notice of resignation through a structured HR form.

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Grievance Form

Provide a structured channel for employees to formally raise workplace concerns.

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Disciplinary Action Form

Document and track disciplinary incidents and actions for employee records.

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Reference Check Form

Structured reference feedback from former employers about job candidates.

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Timesheet Form

Log and submit hours worked for payroll, billing, or project tracking.

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Benefits Enrollment

Record employee elections for health plans, dental, vision, and retirement contributions.

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Employee Referral

Let employees refer candidates for open roles and explain why each candidate is a good fit.

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Shift Swap Request

Employees request to trade shifts with a coworker for manager review and approval.

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Remote Work Request

Employees submit requests to work remotely, either once or on a regular schedule.

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Background Check Consent Form

Collect a job candidate's explicit authorization before running a background check.

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Employee Satisfaction Survey

Measure morale, management and workload satisfaction across your team with a brief internal survey.

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360 Feedback Form

Collect peer, manager and direct-report feedback about an employee's performance and competencies.

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Emergency Contact Form

Collect emergency contacts for employees, students or members.

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Employee Information Form

Collect start date, department, job title and emergency contact details.

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Interview Feedback Form

Interviewer scores candidate on skills, communication, culture fit and recommendation.

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Workers Compensation Claim Form

Collect incident details for internal worker injury reporting.

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Employee Handbook Acknowledgment Form

Confirm employees have read and agree to follow your handbook.

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Workplace Injury Report Form

Log workplace injuries with date, location and description for safety records.

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Harassment Complaint Form

Log harassment concerns internally with date, description and desired outcome.

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Promotion Request Form

Submit promotion consideration with current role, target role and justification.

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Internship Application Form

Collect internship candidates' backgrounds, field of study, and availability.

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Employee Recognition Nomination Form

Nominate a coworker for a company recognition award with specific examples.

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Employee Transfer Request Form

Accept transfer requests for team moves, locations or roles.

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Parental Leave Request Form

Notify HR of upcoming parental leave, duration and type.

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Salary Increase Request Form

Request a salary review with justification for consideration.

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Whistleblower Report Form

Internal channel for reporting suspected misconduct, fraud or compliance violations.

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Bereavement Leave Request Form

Notify HR of a bereavement leave need with dates and relationship.

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Training Registration Form

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Job Offer Acceptance Form

Candidate confirms receipt and acceptance of a job offer.

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Seasonal Hire Application Form

Hire seasonal workers for rush periods with availability and experience.

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Temp Staffing Request Form

Request temporary staff with role, duration and required skills.

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Code Of Conduct Acknowledgment Form

Employee name, department and a required checkbox confirming they read the code.

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Which HR template should you start from?

These differ less in their fields than in what has to be true after someone submits. That is the useful way to choose.

If you are comparing people

Start from the job application form. Its value is that everyone answers the same questions in the same order, which turns shortlisting into reading a column. It also takes a CV, up to 200 KB per file.

If a range of dates has to be checked, not just noted

Start from the time off request form. Start and end are two separate date fields, so overlapping requests show up in the CSV export rather than in a sentence you have to parse by hand.

If the absence is longer than a day or two

Start from the leave request form. It is the formal counterpart to the time off request form — leave type, start and return dates, and an optional document upload for a case that needs real tracking.

If the money was already spent

Start from the expense report form. It is the after-the-fact twin of the purchase requisition form: a required receipt upload and a number field for the amount, collecting the claim rather than the approval.

If you are assessing someone, not screening them

Start from the performance review form. Two rating fields plus achievements and growth areas turn a review into a structured conversation starter, for a manager assessment or a self-assessment alike.

If someone is leaving, not applying

Start from the exit interview form. The name field is optional for the same reason the email field is on the course evaluation form — candour about management or culture needs the option to stay unattributed.

If someone already accepted the offer

Start from the employee onboarding form. It is the post-hire counterpart to the job application form, deliberately excluding SSNs and bank details — those belong in a dedicated payroll system, never a public form.

If notice needs a timestamp, not just an email

Start from the resignation letter form. A required checkbox and a last-working-day field create a dated record for HR — the FAQ is explicit that it is not a legal contract release, and both parties still follow the employment contract's notice period.

If a concern needs a channel, not just a conversation

Start from the grievance form. The name field is optional so employees can raise a concern candidly — but the FAQ is explicit this is intake only, not a substitute for your formal grievance procedure or legal counsel.

If it's the employer documenting, not the employee

Start from the disciplinary action form. It records an incident and the action taken for the personnel file — the grievance form is its employee-initiated counterpart, and neither is legal advice.

If someone else has to vouch for a candidate

Start from the reference check form. It is filled out by the REFEREE, not the candidate — the FAQ is explicit that answers are one person's opinion, not independently verified fact.

If hours worked need a record, not a memory

Start from the timesheet form. Two date fields and a number field for hours turn "about 40 hours" into something you can export and reconcile — it records hours, not payroll approval.

If a choice needs recording, not processing

Start from the benefits enrollment form. A health-plan dropdown and a dependents textarea (first names only — the FAQ is explicit no SSNs or bank details belong here) record the election; your payroll system handles the actual enrollment.

If an employee is recruiting, not applying

Start from the employee referral form. It is filled out by a current employee about a candidate they know — distinct from job-application-form, which the candidate fills out directly.

If two people are trading a shift, not just missing one

Start from the shift swap request form. Two sets of date and time fields — the requester's and the coworker's — are what time-off-request-form does not need, because nobody is simply gone.

If it's about where someone works, not whether they're off

Start from the remote work request form. A one-time/recurring/ongoing radio is the field leave-request-form and time-off-request-form do not have, because the employee is still working — just not from the office.

If a candidate must agree to a check in writing

Start from the background check consent form. The consent statement sits above a required checkbox, with date of birth and a typed name beneath, so each submission records agreement to that exact wording. A typed name is not a legal e-signature.

If you want to compare morale from one survey to the next

Start from the employee satisfaction survey form. Role, work-life balance and leadership communication are sliders, so scores average straight from the CSV export, and the name field is optional. Nothing is anonymised for you.

If feedback is about one person from several angles

Start from the 360 feedback form. Each reviewer states their relationship to the person, rates three competencies on sliders and writes strengths and growth areas separately. One submission is one reviewer, so you combine them from the CSV.

If a backup contact matters as much as the first

Start from the emergency contact form. The primary contact's phone is required, the secondary is optional, and a yes or no radio records consent to share the details with first responders. Keeping the data safe is up to you.

If HR keeps a record for each new hire

Start from the employee information form. Preferred name, department and title are structured fields and a yes or no records whether an emergency contact is on file. Never collect a Social Security number or bank details here.

If each interviewer should score on the same scale

Start from the interview feedback form. Skills, communication and culture add are 1 to 5 sliders, evidence is required and the recommendation is a fixed radio. It does not combine scores; you do that from the CSV.

If you run a workplace and need internal incident reporting before filing a workers' comp claim with your insurer

Start from the workers compensation claim form. It captures the employee name and position, exact date and time of injury, location, body part affected as a dropdown, a detailed description of how the injury happened, and optional witness names, so your HR team has everything needed to file a claim with your insurer or state agency. This is internal record-keeping only; your HR team files the formal claim afterward.

If you need employees to confirm they have read and agree to follow your handbook

Start from the employee handbook acknowledgment form. It captures employee name and ID, the handbook version, a required checkbox confirming they have read and agree to follow it, and a typed name field for record-keeping. A typed name is not a legal e-signature; use your official legal process separately for binding agreements like non-competes.

If you track workplace injuries for internal safety records and need precise incident logging

Start from the workplace injury report form. It collects the exact date and time of injury, location, employee and supervisor names, a detailed description of what happened, immediate action taken (first aid, emergency services, etc.), and optional witness names, so your safety team has the facts to investigate and log the incident. This is an internal safety record; your HR or safety team decides whether to file with OSHA or insurance based on the report.

If you need an HR intake channel for employees to report workplace harassment concerns

Start from the harassment complaint form. It allows optional name entry (for anonymous reporting with noted limits), captures the incident date, a required description field, optional witness names, optional desired outcome, and an optional contact email so HR can follow up if the reporter is willing. The form is intake only; your HR team investigates according to your formal HR and legal process, and anonymity is not guaranteed.

If you want employees or managers to formally request promotion consideration

Start from the promotion request form. It captures employee name and current job title, the requested promotion target role, a required justification explaining why the employee is ready, the manager name so your committee can get context, and optional supporting achievements. The form documents the request; your promotion committee then evaluates it against your promotion criteria, and a person decides approval — the form is the intake, not the decision.

If a company needs to screen internship candidates quickly before interviews

Start from the internship application form. Collect field of study and area of interest as dropdowns so you can sort responses into tracks without reading every entry. Add a file field for resumes and a date field for graduation so your review takes minutes, not hours. The form does not make hiring decisions — you still interview candidates and choose who joins.

If a team wants to celebrate peer recognition with a structured, fair process

Start from the employee recognition nomination form. Ask for a specific example in a textarea, not a vague praise — that is what the awards committee actually needs to decide. Use a dropdown for award category so nominations group by what is being recognized. The form collects nominations; a person or committee makes the final award decision.

If hR needs to track internal moves between departments or locations

Start from the employee transfer request form. Collect current department and requested department as dropdowns so HR can see which moves are popular and who to contact first. Add a textarea for reason so the receiving manager understands the motivation. The form is a request only — approval, timing and logistics stay with HR and the receiving manager.

If you need to record parental leave for HR and payroll processing

Start from the parental leave request form. Use a date field for leave start and a dropdown for leave type so HR knows the calendar dates and can apply the correct benefits immediately. Add expected duration in text so there is no ambiguity. The form is a notice; HR calculates pay, benefits and legal entitlements separately based on policy and law.

If an employee is asking for a raise and you need to document the request

Start from the salary increase request form. Put the justification in a required textarea — that is what your manager needs to have a real conversation with you. Do not use the form to state a final dollar amount; state what you are asking for and your reasoning. The form is a proposal; your manager and HR decide whether a raise is possible.

If you need an internal channel for reporting misconduct or compliance issues anonymously

Start from the whistleblower report form. Make the description field required and ask for specific dates and facts — vague reports send your compliance team back for details. Leave the email field optional so reporters can stay anonymous. The form is the intake tool only; your legal and compliance teams decide what protections apply and what action to take.

If an employee needs to notify HR of a death in the family

Start from the bereavement leave request form. Use a date field for leave start and return date so HR can see the calendar impact and coordinate coverage. Add a text field for relationship to the deceased so HR applies the right policy — different relationships have different entitlements. The form gets the notice to HR; HR confirms whether leave is paid and processes benefits.

If you are running an internal training and need to track who signed up

Start from the training registration form. Use a dropdown for training session so employees pick from the real list of available classes without typos. Add a date field for session preference if you offer multiple times. The form captures interest; your training team manages attendance, materials and completion tracking separately.

If a candidate needs to confirm they received and are accepting the job offer

Start from the job offer acceptance form. Add a required checkbox for the candidate to explicitly acknowledge acceptance — that proves active choice, not an accidental submission. Collect a typed name and start date so there is no ambiguity about what they are accepting. A typed name is not a legal signature; your official offer letter signed separately governs the contract.

If you are hiring seasonal workers for a busy period and need to screen quickly

Start from the seasonal hire application form. Use checkboxes for position interest so applicants can apply for multiple roles at once, and date fields for availability so you know exactly when they can start and end. Collect phone number as the primary contact so you can reach them the same day. The form is the first screen; you still interview and make hiring decisions separately.

If a department needs temporary workers but your staffing desk has no standard request format

Start from the temp staffing request form. Add a manager name, department and role field so requests are routable immediately, then use the duration dropdown and required skills field to let the staffing desk prioritize by time commitment and ability match. Limitation: the form collects the request; your staffing desk or agency handles actual placement and availability matching.

If employees need to acknowledge receipt of a code of conduct but a legal signature is not required

Start from the code of conduct acknowledgment form. Collect the required checkbox confirmation, typed name and date field so HR has a timestamped record that each person affirmed the policy. Limitation: a typed name is not a legal signature; your company remains responsible for enforcement through its own compliance process.

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