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Employee documents

Recall to work letter

Give an employee a written return offer with the proposed role, pay, location, schedule and contact for a response. Keep a record of when the employee receives it.

Choose the return offer

When and how to respond

Confirm receipt, any protected absence, collective agreement and state or local recall rights. For a qualified worker and covered California enterprise in 2026, the employer ordinarily has five business days from establishing the position to make its offer. The worker has at least five business days from receipt. Record the physical delivery and use email and text when that contact information is available. A vacancy arising after December 31, 2026 requires a fresh scope check. The statute preserves earlier violations.

California recall statute

Pay and unemployment

Identify the agency handling the claim even if the new worksite is elsewhere. Texas considers prior wages, unemployment duration, safety and other factors. Illinois evaluates individual suitability and good cause. A letter cannot determine the outcome of a claim. For a New York job, choose the wage notice matching the pay arrangement and distinguish a new hire from changed terms. Covered New York City fast food schedules generally require 14 days’ notice. The retail and utility safety rules generally require 72 hours. A covered Chicago worker starting employment should receive a good-faith estimate of the first 90 days. Chicago covered schedules are generally posted 14 days before they begin.

Texas claimant handbook · New York wage notices

Protected leave and coverage

Compare the actual job offered with any restoration rights after protected leave. Ask the plan administrator when active enrollment resumes for each covered person. Returning to payroll does not automatically end elected COBRA coverage. Verify continuing employment or the date the original Form I-9 was completed separately.

Federal FMLA return rights

Group layoff notices

Document whether a previously announced action was cancelled, postponed or extended. Federal WARN procedures distinguish postponements under 60 days from longer ones. An individual recall letter cannot establish service on other employees or government recipients.

Federal WARN postponements

Recall to work examples

Select a worksite example or compare a specific recall, leave or scheduling scenario.