Client Resources

Client Resources

Resources to assist you with managing your business.

Tools + Templates to Help You Stay Compliant and Confident

We’ve curated our favorite go-to client resources for HR, payroll, and compliance.

Already a client? Good news—your HR Nerd already knows this stuff and exactly how to use it.

HR Templates + Docs

Quick-reference files for onboarding, offboarding, and everyday people management.

  • Offer Letter Template (Coming Soon)

  • Termination Checklist (Coming Soon)

  • PTO Policy Sample (Coming Soon)

  • Employee Info Form (Coming Soon)

  • Exit Interview Template (Coming Soon)

  • Job Description Builder (Coming Soon)

Need help tailoring one of these to your business? Just email your Nerd.

Compliance Must-Knows

Key policies, laws, and deadlines to keep an eye on—don’t worry, we’ll remind you.

  • When to Update Your Employee Handbook (Coming Soon)

Terminations

State Requirements for Separation Notices

CaliforniaAll employees who are discharged, laid off, take a leave of absence, or have a similar change in their employment status must be given immediate written notice, along with Form DE 2320. Employees must be paid their final paycheck on their last day worked.

This isn’t required in the case of voluntary termination or if work is stopped due to a labor dispute.

Sample Termination Notice (Meets Minimum State Requirements)   Form DE 2320 — For Your Benefit, California’s Program for the Unemployed

Form DHCS 9061 — Notice to Terminating Employees, HIPP Program

ColoradoAt the time of separation, employers must provide a form employees can use to apply for unemployment benefits.Employer Separation Form 22-234 – Notice of Potential Availability f Unemployment Insurance Benefits
ConnecticutRegardless of the reason for separation, all departing employees must be provided with Form UC-61.

Employees must also provide employees with a copy of their termination notice and inform employees that they can submit a written statement disagreeing with its content. This documentation must be kept on file.

Form UC-62T —Unemployment Separation Packet/Notice
GeorgiaRegardless of the reason for separation, employers must complete form DOL-800.

This form must be delivered to the employee, signed, and dated on an employee’s last day of work or, if this isn’t possible, mailed to their last known address within three days.

Form DOL-800 — Separation Notice
IllinoisEmployers must provide Form CLI111L to all employees separated from employment for seven or more days.

The form must be delivered on an employee’s last day or sent to their last known address within five calendar days.

Form CLI111L —What Every Worker Should Know About Unemployment Insurance
IowaWhen an employee leaves or refuses employment and the employer believes they are not qualified for unemployment benefits, the employer must complete a Notice of Separation form, 60-0154. The Notice of Separation can also be filed online.Form 60-0154 — Online Notice of Separation or Refusal of Work Under Conditions That May Disqualify
LouisianaRegardless of the reason for separation, employers must file (online only) a separation notice within three days of the date of separation.

This documentation includes an explanation of the cause of separation and details of payments made to the employee.

Form LWC-77 — Separation Notice
MarylandEmployers must provide separated employees a notice of UI availability.Employer Letter or Email to an Employee about the Availability of Unemployment Compensation
MassachusettsAll employees separated from work, whether temporary or permanent, must receive Form 0590-A. This form must be delivered in person or sent to the employee’s last known address as soon as possible and within 30 days of separation.Form 0590-A — How to File a Claim for Unemployment Insurance Benefits
MichiganForm UIA 1711 must be provided at the time of separation unless employers are filing claims on behalf of the employee.

This is not necessary if a copy of the form has been previously delivered to the employee or if a written statement, detailing the equivalent information, is provided.

Form UIA 1711 — Unemployment Compensation Notice to Employee
NevadaNotice DETR-ESD must be provided to all departing employees at the time of separation.Notice DETR-ESD — Employer Notification to Employees of the Availability of Unemployment Compensation
New JerseyRegardless of the reason for separation, all employees who will be separated from employment for at least 7 days must be provided with Form BC-10. This form must be provided at the time of separation.Form BC-10 — Instructions for Claiming Unemployment Benefits
New YorkAll employers subject to the state’s unemployment law must inform employees of their right to apply for unemployment insurance benefits.

Regardless of the reason for separation, Form IA 12.3 must be completed for all employees who quit, are terminated, are laid off either temporarily or permanently, or have their hours reduced to 30 or fewer hours/week.

Form IA 12.3 — Record of Employment
PennsylvaniaRegardless of the reason for separation, employers must notify separating employees of the availability of unemployment compensation. Form UC-1609 details the various pieces of information that must be provided.Form UC-1609, Employer Information
Rhode IslandAll employers must provide notice to separating employees of the availability of unemployment compensation at the time of the employee’s separation from employment. Employers can give notice via flyer, text, letter, email, or other communication, provided upon separation.Sample notice language
South CarolinaAll employers must provide separating employees with a notice detailing UI availability, using a standardized form.Notice of the Availability of Unemployment Insurance Benefits
TennesseeWithin 1 day of separation, employers must provide departing employees with Form LB-0489, unless the employee has been employed less than a week or will be recalled within a week.

Employers must complete Form LB-0489, unless they have separately arranged to submit the date and cause of separation electronically, with a mail-in claim or a mass separation notice.

Form LB-0489 — Separation Notice

Need Something You Don’t See?

Send us an email or drop a request and we’ll send what you need. (No judgment. That’s why we’re here.)

Nerd-Approved Tools

What we actually use—and recommend to you.

Payroll + Tax Resources

Keep things smooth and compliant from setup to year-end.

Paycheck Tools

IRS Withholding Calculator

Gross-Up Calculator by Paycheck City

HR Nerd Hiring Budget Calculator

Required Documents for New Hires

These are included within preferred HR Nerd payroll providers

State Leave Laws at a Glance

StateSick leave details
Alaska
  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: Depends on employer size.
  • Carryover: Yes, amount depends on employer size.
  • Accrual starts: July 1, 2025, or when employment begins (whichever is later).
  • Use: As soon as it’s earned.
Arizona
  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: Depends on employer size.
  • Carryover: Yes, amount depends on employer size.
  • Accrual starts: When employment begins.
  • Use: As soon as it’s earned.
California

The cities below also have sick leave requirements:

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 80 unused hours.
  • Accrual starts: After 30 days.
  • Use: After a 90-day waiting period.
Colorado

Poster: Paid leave, whistleblowing, and protective equipment

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 48 hours per year.
  • Carryover: Yes, up to 48 unused hours per year.
  • Accrual starts: When employment begins.
  • Use: As soon as it’s earned.
Connecticut
  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: After a 120-day waiting period.
Washington, D.C.
  • Earning sick leave:Depends on employer size.
  • Maximum: Depends on employer size.
  • Carryover: Yes, amount depends on employer size.
  • Starts: When employment begins.
  • Use: After a 90-day waiting period.
Illinois

  • Earning sick leave: 1 hour for every 40 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours per year.
  • Accrual starts: When employment begins
  • Use: After a 90-day waiting period.
Indiana sick leave policy*

  • Earning sick leave: 7.5 hours for every two months worked (full-time employees)
  • Carryover: Rolls over, and accumulates.
Maine

First state to offer paid leave (not specific to sick time).

  • Earning sick leave: 1 hour for every 40 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: After a 120-day waiting period.
Maryland

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 40 hours per year or no more than 64 hours at any time.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: After a 106-day waiting period.
Massachusetts
  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: After a 90-day waiting period.
Michigan

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: Depends on employer size.
  • Carryover: Yes, up to 72 unused hours or 40 for a small business (10 employees or less).
  • Accrual starts: Feb 21, 2025 or when employment begins (whichever is later).
  • Use: After a 90-day waiting period.
Minnesota

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 48 hours per year.
  • Carryover: Yes, up to 80 unused hours.
  • Accrual starts: When employment begins, or Jan 1, 2024 (whichever is later).
  • Use: As soon as it’s earned.
Missouri (starts May 1, 2025)
  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: Depends on employer size.
  • Carryover: Yes, up to 80 unused hours.
  • Accrual starts: May 1, 2025 or when employment begins (whichever is later).
  • Use: Depends on employer size.
Nebraska (starts Oct 1, 2025)

  • Nebraska voters passed Initiative 436 requiring Nebraska employers to provide paid sick leave.
  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: Depends on employer size.
  • Carryover: Yes, amount depends on employer size.
  • Accrual starts: When employment begins.
  • Use: Depends on employer size.
Nevada
  • Earning sick leave: 0.01923 hours for every hour worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: After a 90-day waiting period.
New Jersey

Scroll down on the agency website and click the “For employers” tab.

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: After a 120-day waiting period.
New Mexico

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 64 hours per year.
  • Carryover: Yes, up to 64 unused hours.
  • Accrual starts: When employment begins.
  • Use: Once earned.
New York

Requires employers with five or more employees or net income of more than $1 million to provide paid sick leave to employees and for employers with fewer than five employees and a net income of $1 million or less to provide unpaid sick leave to employees.

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: Depends on employer size.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: Once earned.
Oregon

Info on the new Paid Family and Medical Leave (PFML) program–effective Jan 1, 2023–can be found in this article.

  • Earning sick leave: 1 hour for every 30 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours, capping total balance at 80 hours.
  • Accrual starts: When employment begins.
  • Use: After a 90-day waiting period.
Pennsylvania

Rhode Island
  • Earning sick leave: 1 hour for every 35 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: After a 90-day waiting period.
Texas

Private employers do not have to give employees sick days, but the state has info to help with sick leave.

Vermont
  • Earning sick leave: 1 hour for every 52 hours worked.
  • Maximum: 40 hours per year.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: Once earned.
Virginia

This only applies to employers of certain healthcare workers.

Washington

  • Earning sick leave: 1 hour for every 40 hours worked.
    • This applies regardless of full-time, part-time, temporary, or seasonal status.
    • If a local ordinance requires more generous paid sick leave benefits for employees than state law, those requirements will apply.
  • Maximum: Not limited.
  • Carryover: Yes, up to 40 unused hours.
  • Accrual starts: When employment begins.
  • Use: After a 90-day waiting period.

Need Something You Don’t See?

Send us an email or drop a request and we’ll send what you need.
(No judgment. That’s why we’re here.)

Last update: June 2nd, 2025