KIBBO · EMPLOYMENT
3 templates, 7 generators, 1 analyzer, 10 checklists, 10 directory sections, and 23 in-depth guides — covering the US, UK, EU, and Australia, all indexed here.
The two situations most people land on this page for — go straight to the right sequence.
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Every analyzer, generator, template and checklist Kibbo has built for job scams, contracts and workplace disputes, grouped by what it actually does.
Upload an employment contract PDF and get a plain-English breakdown of non-compete scope, missing severance terms, probation length and other clauses worth a closer look.
3 free analyses per day, no account required. Unlimited access unlocks with a one-time $9 access code — no subscription.
Unpaid wages, overtime, accrued vacation/PTO, a bonus or commission owed, an unpaid trial shift, or unpaid mandatory training time — one consolidated letter, keeping legal framing general rather than guessing at a specific statute.
Dispute a till shortage, damaged equipment, uniform cost, disciplinary, or unexplained deduction taken without valid consent — demands full repayment within a reasonable timeframe.
A polite but firm request for a reference from a former employer who's gone silent, refused, or offered only dates of employment — framed as a professional ask, not a legal demand.
Document the employer conduct — a single serious incident or a pattern over time — that left resignation as the only option. Uses "constructive discharge" terminology automatically for the US, flags the UK's 2-year service rule.
A formal complaint to HR — verbal harassment, unwanted contact, discriminatory harassment, or retaliation after a prior complaint — requesting a specific, timely response and investigation.
Request remote/hybrid work, reduced hours, changed times, or a compressed week — honest about the UK/AU statutory right to request (not a guaranteed outcome) vs. no general US equivalent.
A Subject Access Request, CV/application deletion, unauthorized-sharing complaint, or full record deletion after leaving — covers the full candidate-to-former-employee lifecycle, GDPR-aware for EU/UK.
Recruiter and company details, a payment request log (valuable even if you never paid), and an evidence checklist — structured for exactly what the FTC and IC3 ask for. PDF + Word.
Extracts the duration, geographic scope, restricted activity and compensation offered from your clause, plus a red flags checklist and space for your questions before consulting a lawyer. PDF + Word.
A chronological record of what your employer actually said — date, contact, channel, what was agreed, next steps promised — plus a Key Contacts tab. PDF + Excel.
Red flags to spot a fake job offer before you respond, and exactly what to do once you've identified one.
ChecklistWhen it's actually legitimate for an employer to ask for your SSN, and what to do if you've already shared it too early.
ChecklistCore terms to verify and restrictive clauses to read carefully, with UK-specific notes on written statements and notice periods.
ChecklistUK DBS check levels explained, your rights if something comes back incorrect, and red flags to watch for.
ChecklistThe exact wording to check — duration, geographic scope, restricted activity — and whether separate compensation was offered.
ChecklistTrack your real take-home pay after platform fees and expenses, and why your worker classification matters.
ChecklistVerify a recruitment or relocation agency is legitimate before sharing your CV, ID, or financial details.
ChecklistYour EU/UK privacy rights during a job application, after a rejection, and if your CV was shared without consent.
ChecklistWhat to confirm before and during an unpaid trial shift, and what to do if it should have been paid.
ChecklistSigns you may actually be misclassified as an independent contractor, and why classification matters.
A quick preview of what's in each section of the full Employment directory — expand a section or click through to see every entry.
The regulators with actual jurisdiction over employment matters: EEOC (US, workplace discrimination), FTC Job Scam Resources (US), FBI Internet Crime Complaint Center (IC3, for job scams involving fraud or identity theft).
See all Employment Authorities →The official statement of what employment rights actually exist, by region — not a complaint portal: Fair Work Commission (AU), GOV.UK Employment Rights (UK), Acas (UK), European Labour Authority (EU).
See all Employment Rights →Where to actually report a fake job offer, by region: FTC ReportFraud (US), Scamwatch (Australia), Report Fraud — City of London Police (UK), Europol (EU cross-border coordination).
See all Job Scam Reporting →Official sources on what a background check can and can't include, by region: Disclosure and Barring Service (UK), National Police Checks via the AFP (Australia), FCRA background-check rights (US).
See all Background Checks →Who regulates what happens to your personal data during and after a job application, by region: ICO (UK), OAIC (Australia), European Data Protection Board (EU), plus the full list of national EU/EEA data protection authorities.
See all Privacy & Data Protection Resources →Official minimum wage and pay-transparency information, by region: UK National Minimum Wage, Australia's Fair Work Pay Calculator, and the EU Pay Transparency Directive.
See all Wages & Pay Resources →Official guidance specific to gig and platform work: the EU Platform Work Directive, establishing a rebuttable presumption of employment for platform workers.
See the Gig Economy Resource →Verify a recruitment or relocation agency independently before you pay a fee or share personal documents: the UK's EAS Inspectorate, EURES (EU cross-border employment network), and Australia's Migration Agents Registration Authority.
See all Recruitment Agency Resources →Where to actually file a complaint, by region — distinct from Employment Rights above: EEOC charge filing (US), Employment Tribunal (UK), Fair Work Commission complaints (Australia), European Labour Authority (EU).
See all Employment Complaints Resources →The underlying laws cited throughout this block, for reference: FCRA (US), Employment Rights Act 1996 (UK), Fair Work Act 2009 (Australia), GDPR (EU), and the EU Pay Transparency Directive.
See all Employment Laws →23 in-depth guides — never merged across regions, since employment law differs sharply by jurisdiction.
Reshipping fraud, identity harvesting, task scams — the FTC's own taxonomy of job scams, and what employment platforms are actually obligated to do about them.
There's a specific stage where an employer is allowed to ask for your SSN — and it isn't the first interview. Here's the three-stage timeline and why jumping it can mean discrimination exposure too.
If your background check consent was buried inside a job application with a liability waiver attached, the disclosure may be legally invalid — and that's a $100-$1,000 statutory violation, per applicant.
Your background check has an inaccurate criminal record or outdated debt entry? The consumer reporting agency has a hard 30-day deadline to fix it or delete it — here's the exact timeline.
That "$35/hour" banner ad is calculated from the best hour of the best driver's best week. Uber paid $20M over exactly this — here's how to work out your own real numbers instead.
The nationwide ban is dead — formally removed from federal regulations in February 2026. But "no rule" doesn't mean "no enforcement," and one 2026 case freed 18,000 workers anyway.
A training repayment clause isn't automatically enforceable just because you signed it — the sum must be a genuine cost, and it must shrink over time or it's an unlawful penalty.
No UK recruitment agency can lawfully charge you to find a job — with only a handful of narrow, capped exceptions. Here's what the law actually bans, and who enforces it.
Not every job can demand an Enhanced DBS check, and most convictions become "spent" faster than people think after the 2023 reforms — updated rehabilitation periods explained.
The UK Supreme Court ruled a contract's "independent contractor" label doesn't matter if the real working relationship says otherwise — and "Worker" status brings real rights most gig workers don't claim.
If your zero-hours contract bans you from working for anyone else, that clause is legally void — and firing you for taking a second job is automatically unfair, no matter how long you've worked there.
Recruitment agencies forwarding your CV to client companies without telling you isn't standard practice — it's a GDPR violation that can trigger fines up to €20 million or 4% of global turnover.
A general medical questionnaire as a hiring condition is prohibited by default under GDPR — and even where a check is legitimate, HR should only ever see "fit for duty," never your actual medical file.
The transposition deadline has passed — but only 4 of 27 EU countries met it. Whether a pay range in a job ad is your legal right depends entirely on which country you're job-hunting in.
If a platform controls your rates, dispatches your tasks, and rates your performance, EU law now presumes you're an employee — and the platform has to prove otherwise, not you.
Once you've voluntarily sent crypto to a task scam, the transaction is irreversible on the blockchain — and Australian consumer law can't reach an offshore operator anyway. Here's what recourse actually exists.
An unpaid trial in Australia can legally last a few hours to demonstrate a skill — not a full unsupervised Friday night shift. Here's the FWO's actual line, and how to recover unpaid wages if it's crossed.
An employer can't legally advertise a job at a rate that undercuts the award — and the penalties for getting caught are five times higher for a company than for an individual.
An employer can require a police check before you're hired — but forcing an existing employee to pay for a new one just for internal auditing is generally an unlawful deduction.
When Indeed or LinkedIn plugs in an automated background screening tool, that integration itself falls under FCRA — and a faulty name-matching algorithm can trigger the same statutory damages as a human error.
Your umbrella company can't quietly deduct employer's National Insurance from your agreed contract rate without disclosing it — and "loan" or "grant" schemes instead of PAYE are a tax avoidance red flag, not a perk.
An algorithm suspending or terminating your gig account isn't the end of the conversation — GDPR gives you the right to demand a human actually looks at it, and the Platform Work Directive makes that mandatory.
A rideshare or delivery worker unfairly deactivated now has 21 days to challenge it at the Fair Work Commission — and the first successful case under this new law has already been decided.