Relieving Letter: Free Template & Examples
A relieving letter is a document from your employer confirming that you have left the job and have been released from your duties. Australian law does not require employers to give one, and the National Employment Standards set no right to it, so it is usually a courtesy or a company policy.
What you are owed at exit is your final pay, so check that first. Many Australian employers use a statement of service or a reference letter in the same way.
How a relieving letter works
The letter sits at the end of the resignation or termination process. The steps below show where it fits.
- You give notice in writing, and the employer accepts it and confirms your last day of work in writing.
- You hand over keys, tools, passwords and open tasks, and the employer signs off that the handover is complete.
- The employer pays your final pay, including unused annual leave, on or after your last day, as the award or agreement requires.
- The employer issues the letter, stating your job title, employment dates and that you have been released from duties.
- You keep the letter with your final payslip, since a new employer or agency may ask for proof of your past roles.
Examples of a relieving letter
The wording changes with the industry, but the purpose stays the same. These examples show where it turns up.
- A labourer finishes a fixed-term job on a construction site, and the site manager confirms the dates and the end of the engagement in a short letter.
- A warehouse picker resigns and moves interstate, and the new employer asks for a letter confirming the old job ended cleanly.
- A cleaner leaves a contract site and asks for a letter that lists the role, the hours and the end date for a rental application.
- An office administrator is released early from notice by agreement, and the letter records the agreed last day and the handover tasks completed.
- A casual worker with several short stints through an agency asks for one letter that lists each placement and its dates.
Relieving letter rules and key numbers
The letter is not a legal entitlement, so the real rules sit around it. The table shows what the NES and your award say about the exit itself.
| Item | What the rule is | Where to confirm it |
|---|---|---|
| Relieving letter | Not required by the NES; it depends on your contract, policy or agreement | Your contract and workplace policy |
| Notice from the employer | 1 week up to 1 year of service; 2 weeks for 1 to 3 years; 3 weeks for 3 to 5 years; 4 weeks above 5 years; plus 1 week if over 45 with at least 2 years of service | Fair Work Ombudsman notice period page |
| Unused annual leave | Paid out when employment ends | Final payslip |
| Payslip | Must be given within 1 working day of payday | Fair Work Ombudsman pay slips page |
| Employment records | Employers must keep time and wage records for 7 years | Fair Work Ombudsman records page |
| Unfair dismissal | Apply to the Fair Work Commission within 21 days of the dismissal taking effect | Fair Work Commission |
Related relieving letter terms
- Resignation letter: the written notice you give your employer to end your job, which usually starts the exit process.
- Notice period: the time between giving notice and your last day, set by the NES, an award or your contract.
- Severance pay: a payment on leaving that may include redundancy pay or an agreed amount.
- Unfair dismissal: a claim that a dismissal was harsh, unjust or unreasonable, which you must lodge within 21 days.
Relieving letter FAQ
Is a relieving letter mandatory in Australia?
No. The National Employment Standards do not require an employer to give one. Your contract, award or enterprise agreement might mention it, so check those. You should still receive final pay and a payslip, and you can ask your employer politely for a letter or a statement of service.
What should a relieving letter include?
Include your full name, job title, employment type, start and end dates, and a line confirming that you have been released from your duties. Employers sometimes add a short note on conduct. It should be factual and signed by someone authorised, such as a manager or HR.
What can you do if your employer refuses to give you the letter?
Ask in writing and explain why you need it. If your employer still refuses, keep your final payslip, contract and email notice as proof of employment. For unpaid wages or leave, contact the Fair Work Ombudsman on 13 13 94, which provides free help.
Next steps
This is general information, not legal, tax or financial advice, so check the Fair Work Ombudsman, the ATO or an employment lawyer for your situation. If your job ended through redundancy, use our redundancy calculator to check your pay.
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