Prompts
Juristische KI-Prompts für Employee Rights
15 prompts you can paste straight into HAQQ or any other assistant. Every one is written out in full. Open it, copy it, change the bracketed parts.
Resignation LetterMemoStarterDraft / Generate
Write a professional resignation letter for my role as [position] at [company], with effective date [date], giving [X] weeks' notice. Keep the tone positive, thank the employer, and avoid any statement that could be read as a grievance, to protect my reference. Format it as a signed one-page letter. Flag any notice-period or accrued-leave rule you are not certain applies, rather than stating it as fixed, since these vary by employer and jurisdiction.
Severance ReviewMemoAdvancedReview / Redline
Act for the employee. Review the attached severance agreement and explain in plain language: 1. The payout amount and timing. 2. Benefits continuation. 3. The release of claims, and what it gives up. 4. Non-compete and non-solicit restrictions. 5. References. 6. Any clawback provision. Flag terms I should negotiate. Mandatory rules: quote the actual clause text behind each explanation and flag. Do not state that a restriction or release is enforceable under [jurisdiction] law without flagging it for confirmation, since enforceability of non-competes and waivers varies by jurisdiction. This is a review aid, not legal advice.
Wrongful TerminationMemoExpertStrategy / Scenario
I am the employee. Governing law: [jurisdiction]. Facts: I was dismissed on [date] from [company]. The reason given was [reason given]. Deliverables: 1. Whether the dismissal may be wrongful, unlawful, or discriminatory under [jurisdiction], and the specific legal basis for each theory that applies. 2. Whether the stated reason holds up against the facts, and what would undermine it, such as pretext, timing, or inconsistent treatment of others. 3. The filing deadlines that apply to each possible claim, counted from the dismissal date. 4. The evidence to preserve now, before it is lost: correspondence, performance reviews, witness names, and comparator information. 5. The competent forum or agency for each claim, and whether an internal complaint must be exhausted first. 6. My realistic next step this week, given the deadlines identified. Mandatory rules: cite the specific statute, regulation or case standard behind each legal theory. If a deadline, forum or standard cannot be attributed to a named source, flag it and tell me to confirm with a local employment lawyer before it expires. This is a drafting and analysis aid, not legal advice.
Workplace Harassment ComplaintMemoAdvancedDraft / Generate
Act for the employee filing the complaint. Draft a written complaint to HR at [company] documenting harassment by [name], covering: 1. Each incident, dated, with what happened. 2. Witnesses to each incident. 3. The action requested, such as investigation or separation from the accused. Mark the complaint confidential and request an investigation. Mandatory rules: include only incidents and details I provide, do not add or infer facts. Do not characterize the conduct as meeting a specific legal definition of harassment under [jurisdiction] law; flag that as a question for HR or counsel to assess. Quote the words actually used rather than paraphrasing them, cite the policy provision behind any rule you rely on, and mark anything you cannot source for HR or counsel to confirm.
Discrimination at WorkMemoExpertDraft / Generate
I am the employee. Governing law: [jurisdiction]. Facts: the discrimination is based on [protected ground]. The incidents occurred on [dates] at [company]. Deliverables: 1. The draft complaint itself, describing each incident, the adverse action taken, and how it connects to [protected ground]. 2. The comparators, meaning employees treated differently in similar circumstances, I should identify and describe, and why they strengthen the claim. 3. The specific statute or provision prohibiting this kind of discrimination in [jurisdiction], cited for each claim made. 4. The retaliation risk if I file, and the specific anti-retaliation protection that applies once I do. 5. The right forum for this complaint, whether internal, an agency, or court, in [jurisdiction], and the filing deadline for each. 6. The evidence to gather before filing, and how to preserve it. Mandatory rules: cite the specific statute or provision behind each legal claim and the anti-retaliation protection. If you cannot confirm a deadline, forum or protection from a named source, flag it for me to verify with a local employment lawyer before filing. This is a drafting aid, not legal advice.
Unpaid Wages ClaimMemoStandardDraft / Generate
I am the employee. Draft a demand letter to [employer] for unpaid wages of [amount] earned between [dates], including any overtime, accrued vacation, commissions, and statutory interest owed under the law of [jurisdiction]. Cite the specific wage statute or provision behind each figure you calculate. If you cannot verify a rate or entitlement from a named source, flag it for me to confirm before I send the letter. Format as a one-page demand letter with a response deadline.
Non-Compete ReviewMemoAdvancedReview / Redline
Review the non-compete clause I am attaching. I am the employee bound by it, and the governing law is [jurisdiction]. Deliverables: 1. Quote the actual clause language for scope, geography, and duration before analysing each, so the analysis is tied to the real wording. 2. Whether the clause is likely enforceable in [jurisdiction], citing the specific statute or the legal test courts apply there. 3. Whether the consideration given for the clause, such as a new job offer, a raise, or continued employment, is adequate under that test. 4. The carve-outs and narrower alternatives I could realistically negotiate, ranked by how much they reduce my risk against how likely my employer is to accept them. 5. What happens if I breach the clause as written, including the remedies available to my employer. Mandatory rules: quote the clause text you are relying on for every point, do not paraphrase it and then assess the paraphrase. If enforceability under [jurisdiction] cannot be confirmed from a named statute or case, flag it and tell me to confirm with a local employment lawyer before I act on this analysis. This is a drafting aid, not legal advice.
Reasonable AccommodationMemoStandardDraft / Generate
I am the employee. Draft a written request to my employer for reasonable accommodation due to my [disability / condition], asking for [specific adjustments] and referencing the supporting medical documentation I will attach. Format it as a one-page letter addressed to HR. Where the request relies on a specific accommodation-rights provision, name it; if you cannot confirm which law applies, flag it for me to check rather than asserting a right that may not exist in my jurisdiction.
Unemployment AppealMemoStandardDraft / Generate
I am the claimant. Draft an appeal of the denial of my unemployment benefits dated [date], explaining why my separation from [employer] qualifies under the rules of [jurisdiction]. Cite the specific eligibility rule or statute the denial appears to have misapplied. If you cannot identify or confirm the governing rule from a named source, flag it and tell me to check the appeal deadline and procedure with the relevant agency before filing.
Whistleblower ReportMemoExpertDraft / Generate
I am the employee reporting internally. Governing law: [jurisdiction]. Facts: the wrongdoing is [type of wrongdoing], witnessed at [company] on [dates]. Deliverables: 1. The draft internal report itself: a factual, dated account of what I witnessed, without speculation about intent. 2. The specific law or regulation the conduct described may violate, cited by name. 3. The anti-retaliation protection that applies to me once I report, and the specific statute behind it. 4. The internal channel to use to report, such as compliance, legal, or a designated officer, and what to keep as my own record of having reported. 5. The external channel available if the internal report is not acted on, and the conditions under which reporting externally is protected. 6. The evidence to preserve now, and what not to remove from company systems in doing so. Mandatory rules: cite the specific statute or regulation behind the wrongdoing alleged and the anti-retaliation protection claimed. If you cannot confirm a channel, protection or deadline from a named source, flag it and tell me to confirm with an employment lawyer before I file the report externally. This is a drafting aid, not legal advice.
Independent Contractor AgreementAgreementStandardDraft / Generate
Draft an independent contractor agreement for [scope] at [rate], covering IP ownership, expenses, tax responsibility, an explicit no-employee-status clause, termination, indemnities and confidentiality. Output as a signed agreement ready for both parties. Where a clause depends on a specific misclassification test or tax rule, name the source; if you cannot confirm it, flag it for the parties to verify with a local adviser before signing.
Remote Work AgreementAgreementStandardDraft / Generate
Draft a remote work agreement allowing me to work from [location] [N] days per week, covering equipment provided, expense reimbursement, working hours, security obligations, data protection, tax considerations, and the conditions for reverting to in-office work. Output as a signed agreement ready for both parties. Where a data protection or tax obligation depends on the law of [location], name the specific rule; if you cannot confirm it, flag it for legal review rather than stating it as settled.
Pay Equity AuditChecklistAdvancedCompliance / Due Diligence
I am an employee assessing my own pay. Governing law: [jurisdiction]. Facts: my role is [role / title], my experience is [years of experience], my location is [location], and my current pay is [current compensation]. Deliverables: 1. The market data points to compare against, such as role, level, location and industry, and where to source them. 2. A checklist to compare my pay against peers in the same role, controlling for experience and location. 3. The protected characteristics that could make a pay gap unlawful under [jurisdiction], and the evidence that would support a claim. 4. The internal steps to raise the issue with my employer before escalating, such as a pay transparency request, HR, or internal review. 5. The external step if the internal route does not resolve it, and the relevant agency or forum in [jurisdiction]. Mandatory rules: cite the specific pay equity statute or provision behind any legal threshold you state. If you cannot confirm a rule, agency or deadline from a named source, flag it for me to verify rather than stating it as settled. This is a self-assessment aid, not legal advice.
Non-Disclosure NegotiationMemoStandardStrategy / Scenario
Review the NDA I am attaching, imposed on me by my employer. Identify overbroad clauses covering duration, scope, return of materials, and mutual obligations, and propose specific redline wording that protects both sides. Quote the actual clause text you are critiquing rather than paraphrasing it. If an enforceability judgment depends on the law of [jurisdiction], name the rule you are relying on; if you cannot confirm it, flag it for a local employment lawyer to review before I respond.
Internship AgreementAgreementStarterDraft / Generate
Draft an internship agreement for a student doing [N] months at [company], covering stipend, learning objectives, assigned supervisor, working hours, IP assignment, confidentiality, the path to conversion into employment, and the governing law of [jurisdiction]. Output as a signed agreement ready for both parties. Where a term depends on a specific labour rule in [jurisdiction], such as a minimum stipend or maximum hours for interns, name the rule and flag it for confirmation if you cannot attribute it to a named source.