6 free employee retention letter and bonus templates for small business, by scenario, with the tax and at-will guidance the executive-focused samples skip. Download as DOCX.
A retention letter is the document an employer uses to keep a valued employee: it offers a retention bonus or other incentive in exchange for staying through a set date, and it spells out the amount, the conditions, the tax treatment, and the at-will status. For a small business owner, it is the practical tool for holding onto a key person, whether they have an outside offer, you are selling the business, or a critical project depends on them.
These six templates cover the retention situations a small business actually faces: a standard bonus letter, a full agreement with clawback terms, a counter-offer for an employee with an external offer, a stay bonus for a sale or merger, a key-employee letter for a critical period, and a simple plain-language version. Each is free to download, with the tax and at-will guidance the executive-focused samples skip. For the bigger picture on keeping people, the employee retention strategies guide is a useful companion.
TL;DR
A retention letter offers an employee a retention bonus in exchange for staying through a set date, stating the amount, conditions, and signatures. A retention bonus is supplemental wages, withheld at 22% federally (37% above $1M for the year). Keep the letter clear that it does not change at-will status. Download six free templates as DOCX, by scenario, from a simple bonus to a full agreement with clawback terms.
What a Retention Letter Is
An employee retention letter is a document an employer or HR issues to communicate the company's desire to keep an employee, usually paired with a retention bonus or incentive in exchange for staying through a defined period. It states the bonus amount, the stay-through date, the conditions to earn it, the tax treatment, and the at-will status, with a signature line for both parties.
It is used in specific situations rather than as a routine pay tool: an employee has received an outside offer, the business is going through a sale or merger, or a critical project or season depends on someone staying. In each case the letter does two things at once. It recognizes the employee, and it creates a clear, signed record of exactly what is being offered and what the employee must do to earn it. The numeral and naming vary, employee retention letter, retention bonus letter, stay bonus letter, but the artifact is the same.
What to Include in a Retention Letter
Every effective retention letter answers four things: who and when, the money, the conditions, and how both parties sign. The templates below are built around these four blocks. The sections show what belongs in each.
Who and when
Company name and date
Employee name, title, department
The reason for the retention offer
The money
Bonus amount, gross before taxes
Lump sum or installment schedule
The supplemental-wage tax note
The conditions
The stay-through date or event
What good standing means
Any clawback or repayment terms
Sign-off
A clear at-will status statement
Signature lines for both parties
A sign, date, and return instruction
The fields generic templates most often skip are the two that prevent problems: the supplemental-wage tax note, so the gross and net are not confused, and the at-will line, so the letter is not read as a job guarantee. Both are one sentence and both are built into the templates here.
Which Retention Letter Should You Use?
Pick the letter by the situation. The core structure is the same across all six, but each one emphasizes the terms and language that fit a specific scenario. Use this guide to choose the closest fit, then adjust.
Standard Retention Bonus
Lump sum, plain
The baseline: a single retention bonus paid if the employee stays through a set date, with a tax note and an at-will line. Use this for a straightforward stay-through incentive.
Retention Agreement (Full)
Vesting and clawback
The full contract version: installment payments, conditions to earn each one, and a repayment or clawback clause if the employee leaves early. Use this when the amount is large enough to warrant real terms.
Counter-Offer Retention
External offer received
For the most common small-business case: an employee has an outside offer and you want to keep them, with options for a pay increase, a bonus, or a role change.
Stay Bonus (Sale or Merger)
Change of control
For a sale, merger, or ownership change: a bonus for staying through the transition or closing, with an optional confidentiality line.
Key Employee Retention
Critical project or season
For retaining someone through a critical project, season, or initiative, with the incentive tied to the period or a completion milestone, and a recognition note.
Simple Small Business
Short and plain
The plain-language version for a small team: a few lines stating the bonus, the stay-through date, the tax and at-will notes, and a signature line. No formal contract language.
Match the Letter to the Situation
A straightforward stay-through bonus: Standard Retention Bonus. A large or installment-based incentive needing real terms: Retention Agreement. An employee with an outside offer: Counter-Offer Retention. A sale, merger, or ownership change: Stay Bonus. Retaining someone through a critical project or season: Key Employee Retention. A few plain lines for a small team: Simple Small Business. When in doubt, the Standard Retention Bonus letter is the baseline to adapt.
6 Free Retention Letter Templates
Download all six as a single Word document or copy individual letters. Each follows the same structure: who and when, the bonus amount and structure, the conditions and dates, the tax and at-will notes, and signature lines for both parties. Fill in the brackets and send it.
Download All 6 Retention Letter Templates
Standard bonus, full agreement, counter-offer, stay bonus, key employee, and simple. All in one DOCX.
Template 1: Standard Retention Bonus Letter (Lump Sum)
The baseline: a single retention bonus paid if the employee stays through a set date, with a tax note and an at-will line. Use this for a straightforward stay-through incentive.
Standard Retention Bonus Letter (Lump Sum)
RETENTION BONUS LETTER
Company: __
Date: __
TO
Employee name: __
Job title / department: __
Manager / supervisor: __
LETTER
Dear __,
Your work is important to us, and we want you to stay. As an incentive to remain with
[Company] through __ (retention date), we are offering you a
retention bonus under the terms below.
RETENTION BONUS TERMS
Retention bonus amount: $_____ (gross, before taxes and withholding)
Payment type: Lump sum
Retention date (stay-through date): __
Payment date: __ (on or shortly after the retention date)
To earn this bonus, you must remain actively employed and in good standing through
the retention date. If you voluntarily resign or are terminated for cause before that
date, the bonus will not be paid.
TAX NOTE
A retention bonus is treated as supplemental wages and is subject to payroll taxes
and withholding. Your actual take-home amount will be less than the gross figure
above. This is general information, not tax or legal advice.
ACKNOWLEDGMENT
This letter does not change your at-will employment status or create a contract of
employment for any specific period, except for the retention-bonus terms stated here.
Please sign, date, and return one copy to accept these terms.
__ (Manager / Owner) Date: _____
__ (Employee signature) Date: _____
Your signature confirms you accept the retention bonus terms above.
This is general information, not legal advice.
Template 2: Retention Agreement (Full, with Vesting and Clawback)
The full contract version: installment payments, conditions to earn each one, and a repayment or clawback clause if the employee leaves early. Use this when the amount warrants real terms.
Retention Agreement (Full, with Vesting and Clawback)
EMPLOYEE RETENTION AGREEMENT
Company: __
Date: __
PARTIES
Employer: __ (Company)
Employee: __
Job title / department: __
PURPOSE
The Company wishes to retain the Employee's services through a defined period and is
offering a retention bonus in exchange for the Employee's continued employment, on the
terms below.
RETENTION TERMS
Total retention bonus: $_____ (gross)
Retention period: __ to __
Payment structure: [ ] Single payment at end of period
[ ] Installments (see schedule below)
Installment schedule (if applicable):
Payment 1: $_____ on _____
Payment 2: $_____ on _____
Payment 3: $_____ on _____
CONDITIONS TO EARN THE BONUS
The Employee earns each payment only by remaining actively employed and in good
standing on the corresponding payment date. A payment is not earned if, before its
date, the Employee voluntarily resigns or is terminated for cause.
REPAYMENT / CLAWBACK
If the Employee receives any payment and then voluntarily resigns or is terminated for
cause before __ (clawback date), the Employee agrees to repay
__ (full amount / prorated amount) within _____ days.
GENERAL TERMS
This Agreement does not change the Employee's at-will employment status or guarantee
employment for any period beyond the retention terms. Taxes: the bonus is supplemental
wages, subject to withholding. This Agreement is the entire agreement on this subject
and may be changed only in writing signed by both parties.
Recommended: have an attorney review before use.
SIGNATURES
__ (Company representative) Date: _____
__ (Employee signature) Date: _____
This is general information, not legal advice.
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Template 3: Counter-Offer Retention Letter (External Offer)
For the most common small-business case: an employee has an outside offer and you want to keep them, with options for a pay increase, a bonus, or a role change.
Counter-Offer Retention Letter (External Offer)
COUNTER-OFFER RETENTION LETTER
Company: __
Date: __
TO
Employee name: __
Job title / department: __
LETTER
Dear __,
We understand you have received an offer from another employer. We value your
contributions and would very much like you to stay with [Company]. In response, we are
pleased to make the following counter-offer.
WHAT WE ARE OFFERING
[ ] Base pay increase: from $_____ to $_____ per [year / hour],
effective __
[ ] Retention bonus: $_____ (gross), payable on __ if you
remain employed through that date
[ ] Title or role change: __
[ ] Other (schedule, growth, responsibilities): __
WHY WE WANT YOU TO STAY
_
_
TAX AND STATUS NOTE
Any retention bonus is supplemental wages, subject to withholding. This counter-offer
does not change your at-will employment status except for any pay or bonus terms stated
here. This is general information, not tax or legal advice.
ACKNOWLEDGMENT
Please let us know your decision by __ (response date). If you
accept, sign and return one copy.
__ (Manager / Owner) Date: _____
__ (Employee signature) Date: _____
Your signature confirms you accept this counter-offer and agree to stay on these terms.
This is general information, not legal advice.
Template 4: Stay Bonus Letter (Sale, Merger, or Change of Control)
For a sale, merger, or ownership change: a bonus for staying through the transition or closing, with an optional confidentiality line.
Stay Bonus Letter (Sale, Merger, or Change of Control)
STAY BONUS LETTER
Company: __
Date: __
TO
Employee name: __
Job title / department: __
LETTER
Dear __,
[Company] is going through a [sale / merger / ownership change], and your continued
presence is important to a smooth transition. To recognize this, we are offering you a
stay bonus for remaining with the company through the transition.
STAY BONUS TERMS
Stay bonus amount: $_____ (gross)
Stay-through date / event: __ (for example, closing date plus
__ days)
Payment date: __
To earn the stay bonus, you must remain actively employed and in good standing through
the stay-through date or event above. If you voluntarily resign or are terminated for
cause before then, the bonus is not paid.
CONFIDENTIALITY (OPTIONAL)
[ ] The terms of this stay bonus are confidential and should not be discussed with
other employees, except as required by law.
TAX AND STATUS NOTE
The stay bonus is supplemental wages, subject to withholding. This letter does not
change your at-will employment status or guarantee employment beyond the terms here.
This is general information, not tax or legal advice.
ACKNOWLEDGMENT
Please sign, date, and return one copy to accept these terms.
__ (Manager / Owner) Date: _____
__ (Employee signature) Date: _____
Your signature confirms you accept the stay bonus terms above.
This is general information, not legal advice.
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Template 5: Key Employee Retention Letter (Critical Project or Period)
For retaining someone through a critical project, season, or initiative, with the incentive tied to the period or a completion milestone, and a recognition note.
Key Employee Retention Letter (Critical Project or Period)
KEY EMPLOYEE RETENTION LETTER
Company: __
Date: __
TO
Employee name: __
Job title / department: __
LETTER
Dear __,
You play a critical role in __ (project, season, or initiative),
and we want to make sure you are recognized and retained through it. We are offering you
a retention incentive to remain with [Company] through the period below.
RETENTION TERMS
Retention incentive: $_____ (gross)
Critical period: __ to __
Milestone or completion tied to payment (optional): __
Payment date: __
To earn this incentive, you must remain actively employed and in good standing through
the end of the critical period above. If you voluntarily resign or are terminated for
cause before then, the incentive is not paid.
RECOGNITION NOTE
Beyond the incentive, we want to acknowledge the value you bring to this work:
_
TAX AND STATUS NOTE
The retention incentive is supplemental wages, subject to withholding. This letter does
not change your at-will employment status or guarantee employment beyond the terms here.
This is general information, not tax or legal advice.
ACKNOWLEDGMENT
Please sign, date, and return one copy to accept these terms.
__ (Manager / Owner) Date: _____
__ (Employee signature) Date: _____
Your signature confirms you accept the retention terms above.
This is general information, not legal advice.
Template 6: Simple Small Business Retention Letter
The plain-language version for a small team: a few lines stating the bonus, the stay-through date, the tax and at-will notes, and a signature line. No formal contract language.
Simple Small Business Retention Letter
Company: __
Date: __
Dear __,
We value your work and want you to stay with us. As a thank-you and an incentive to
remain on the team, here are the details:
Retention bonus: $_____ (gross, before taxes)
You earn it if you are still employed and in good standing on: _____
We will pay it on: _____
A couple of notes in plain terms:
•This bonus is taxed like other supplemental pay, so your take-home will be less than
the amount above.
•This does not change the fact that your employment is at-will. It is just a bonus for
staying through the date above.
If you voluntarily leave or are let go for cause before that date, the bonus is not
paid.
Please sign below to confirm you accept these terms, and keep a copy. If you have any
questions, talk to __.
__ (Owner / Manager) Date: _____
__ (Employee signature) Date: _____
This is general information, not tax or legal advice.
Letter vs Agreement
A retention letter and a retention agreement do the same basic job, but the right choice depends on how much money is involved and how complex the terms are. The letter is lighter; the agreement reads as a contract. Match the form to the stakes.
Retention letter
Retention agreement
Best for
Modest, simple bonus
Large or complex incentive
Length
One page, plain language
Full contract with clauses
Payment
Usually a lump sum
Often installments with a schedule
Clawback
Rarely needed
Common, with repayment terms
Review
Owner can issue it
Have an attorney review
For a straightforward thank-you bonus, the letter is enough. When the amount is significant, the payments are staged, or you need clawback protection, use the agreement and have counsel review it before it goes out.
Taxes, At-Will, and Clawback
A retention letter is mostly straightforward, but a few details carry real weight: how the bonus is taxed, keeping at-will status clear, and defining the conditions and any clawback precisely. Getting these right is what separates a clean incentive from a letter that creates a problem.
A retention bonus is taxed as supplemental wages
A retention or stay bonus is not regular salary; the IRS treats it as supplemental wages, which are subject to payroll taxes and a specific federal withholding treatment. For 2026, the federal withholding rate on supplemental wages is 22 percent, rising to 37 percent on supplemental wages paid to an employee that exceed one million dollars in the calendar year. That means the employee's take-home amount is meaningfully less than the gross figure in the letter, so it is good practice to state the bonus as a gross amount and note that taxes apply. State withholding and the exact method can differ, so confirm the calculation with your payroll provider. This is general information, not tax or legal advice.
Keep at-will status clear
A retention letter creates an obligation to pay a bonus if the employee stays, but it should not accidentally create a guarantee of employment for a fixed term. In an at-will relationship, either side can still end employment at any time for a lawful reason; the retention terms are a separate promise about the bonus, not a change to that status. Spell this out in the letter: the document does not change at-will employment or guarantee employment beyond the stated terms. Leaving this ambiguous is how a simple bonus letter can be argued into an implied employment contract. A single clear sentence prevents that. This is general information, not legal advice.
Define earned, good standing, and clawback precisely
The value of a retention letter is in its conditions. Be explicit about what the employee must do to earn the bonus: remain actively employed and in good standing through a specific date, not just be on the payroll. Define what forfeits it, typically a voluntary resignation or a termination for cause before the date. If you want protection against an employee taking the money and leaving immediately, add a clawback or repayment clause stating that an early departure triggers repayment of all or a prorated portion. Vague conditions are where these letters cause disputes, so name the date, the standing requirement, and the repayment terms clearly. For a larger agreement, have an attorney review. This is general information, not legal advice.
Letter or agreement: match the form to the stakes
A short retention bonus letter and a full retention agreement do the same basic job, but at different levels of formality. A plain letter works for a modest lump-sum bonus with simple terms. A full agreement is better when the amount is large, the payments are spread over installments, or you need vesting and clawback language to protect the business; it reads as a contract, with both parties signing. Match the document to the stakes: do not wrap a small thank-you bonus in heavy contract language, and do not hand a six-figure retention package over on a one-paragraph note. When the terms get complex or the money is significant, use the agreement and have counsel review it. This is general information, not legal advice.
Retention Bonuses Are Supplemental Wages
The IRS treats a retention bonus as supplemental wages. For 2026, the federal withholding rate on supplemental wages is 22 percent, rising to 37 percent on amounts over one million dollars in a year, per IRS Publication 15 (Circular E). State the bonus as a gross figure and note that withholding applies. This is general information, not tax advice.
None of this requires an HR department, just a clear tax note and at-will line. For the rule that underlies the at-will point, the at-will employment guide explains what at-will does and does not protect.
Retention Letters for a Small Business
A large company runs retention through a compensation team and a legal department, usually around mergers and executive packages. A small business faces the real, everyday version: a key person with an outside offer, or someone you need through a busy season. The samples that rank online are mostly built for the former. Here is how to make retention work at your scale, and the two details owners most often get wrong.
Most retention templates are written for executive and M&A deals, not your 20-person shop
The retention-letter samples that rank online lean heavily toward mergers, acquisitions, and executive compensation, with six-figure packages and dense legal clauses. A small business rarely faces an M&A event, but it absolutely faces the real version of this problem: a key employee gets an outside offer, or you need someone to stay through a busy season or a big project. The templates here are built for those situations, in plain language, without the executive and deal-team overhead. Pick the one that matches your case, fill in the brackets, and you have a clear offer, instead of cutting a corporate retention agreement down to something a small business can actually use.
The two things small businesses get wrong: taxes and at-will status
Two details trip up owners writing their first retention letter. First, the bonus is supplemental wages, so the employee's take-home is less than the headline number; promising a net amount and then withholding from it causes friction, so state the gross and note that taxes apply. Second, a retention letter can be argued into an implied employment contract if it is vague, so it needs a clear line that it does not change at-will status. Both of these are one sentence each, and both are built into the templates here. Getting them right is the difference between a clean incentive and a letter that creates a problem you did not intend.
A signed retention agreement has dates you cannot afford to forget
A retention letter is full of dates that matter: the stay-through date, installment payment dates, a clawback deadline. Handle it on paper and those dates live in someone's memory until a payment is missed or a clawback window quietly passes. FirstHR fits this people side: send the retention letter or agreement for e-signature so you have a timestamped, mutually signed record, store the signed document in document management as part of the employee file, and flag the employee on their profile as a tracked retention case. Task workflows can hold the installment and clawback dates so a payment or deadline never slips. To be clear about scope, FirstHR is an onboarding and HR platform, not a law firm or a payroll system, and it does not run payroll or administer benefits, so pair it with your payroll provider and have counsel review larger agreements. The free letters below work on their own; FirstHR is how you sign, store, and track them.
Send, Sign, Store, and Track
A retention letter is only useful if it gets signed by both parties, filed, and tracked, because it is full of dates that matter. The letter is step one; capturing both signatures and holding the payment and clawback dates is what finishes the job.
Send the letter
Fill in the matching template with the amount, the stay-through date, and the conditions, and send it to the employee to review and accept.
Capture both signatures
Have both parties sign. E-signature gives you a timestamped, mutually signed record of the retention terms.
Store and flag
Store the signed document in document management and flag the employee on their profile as a tracked retention case.
Track the dates
Hold the stay-through, installment, and clawback dates as task workflows so a payment or deadline never gets missed.
The letters above work on their own. To send, sign, store, and track them without paper, FirstHR captures both signatures with e-signature, stores the signed document in document management as part of the employee file, and lets you flag the person on their employee profile as a tracked retention case so the dates do not slip. FirstHR is an onboarding and HR platform, not a law firm or a payroll system, and it does not run payroll or administer benefits, so connect those separately and have counsel review larger agreements. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A retention letter offers an employee a bonus or incentive in exchange for staying through a set date, with conditions and signatures.
Use the template that matches the scenario: standard bonus, full agreement, counter-offer, stay bonus, key employee, or simple.
A retention bonus is supplemental wages, withheld at 22 percent federally for 2026, so state the gross amount and note that taxes apply.
Keep the letter clear that it does not change at-will status, or a vague version can be read as an implied employment contract.
Define earned, good standing, and any clawback precisely; match a full agreement to large or installment-based incentives.
Both parties should sign; store the signed document and track the stay-through, installment, and clawback dates so none get missed.
Frequently Asked Questions
What is a retention letter?
An employee retention letter is a document an employer or HR issues to an employee to communicate the company's desire to keep them and, usually, to offer a retention bonus or other incentive in exchange for staying through a set period. It states the bonus amount, the stay-through date, the conditions to earn it, the tax treatment, and an at-will statement, with a signature line for the employee to accept. It is used when a business wants to retain a valued employee through a specific situation, such as an outside offer the employee has received, a sale or merger, or a critical project or busy season. The letter both recognizes the employee and creates a clear, signed record of the retention terms. For a small business, it is the practical tool for keeping a key person without a formal compensation department. This is general information, not legal advice.
What is the difference between a retention letter and a retention agreement?
They serve the same purpose at different levels of formality. A retention letter is a shorter, plain-language document that offers a retention bonus on simple terms: an amount, a stay-through date, and the basic conditions, with a signature line. A retention agreement is a fuller contract, used when the amount is larger or the terms are more complex; it typically adds installment schedules, vesting conditions, clawback or repayment clauses, and contract language, and both parties sign it as a formal agreement. The rule of thumb is to match the document to the stakes: a simple letter for a modest, straightforward bonus, and a full agreement when the money is significant or you need real protection like clawback terms. For a substantial agreement, having an attorney review it is recommended. This page includes both a letter and a full agreement version. This is general information, not legal advice.
Is a retention bonus taxed?
Yes. A retention or stay bonus is treated as supplemental wages by the IRS, which means it is subject to payroll taxes and to a specific federal withholding treatment. For 2026, the federal withholding rate on supplemental wages is 22 percent, and it rises to 37 percent on supplemental wages paid to an employee that exceed one million dollars in a calendar year. Because of this, the employee's take-home amount is meaningfully less than the gross figure stated in the letter. The practical guidance is to state the bonus as a gross amount and note that taxes and withholding apply, rather than promising a specific net figure. State withholding rules and the exact calculation method can vary, so confirm the numbers with your payroll provider. This is general information, not tax or legal advice.
What should a retention letter include?
A complete retention letter includes the company name and date; the employee's name, title, and department; the reason for the offer; the retention bonus amount stated as a gross figure; the payment structure, whether a lump sum or installments with a schedule; the stay-through date or event the employee must reach to earn it; the conditions, typically remaining actively employed and in good standing, and what forfeits the bonus; a tax note that the bonus is supplemental wages subject to withholding; an at-will statement clarifying the letter does not guarantee employment for a fixed term; any clawback or repayment terms; and a signature line for both parties. The most valuable additions that generic templates skip are the supplemental-wage tax note and the clear at-will line, which prevent the two most common problems with these letters. This is general information, not legal advice.
Does a retention letter change an employee's at-will status?
It should not, and a well-written one says so explicitly. A retention letter creates a specific promise, that the company will pay a bonus if the employee stays through a set date, but it is not meant to guarantee employment for a fixed term or remove at-will status. In an at-will relationship, either side can still end employment at any time for a lawful reason; the retention terms are a separate obligation about the bonus. The risk is that a vaguely worded retention letter can be argued into an implied employment contract, so the letter should include a clear sentence stating that it does not change at-will employment or guarantee employment beyond the stated terms. That single line keeps the bonus offer from being read as a job guarantee. This is general information, not legal advice.
What is a clawback in a retention agreement?
A clawback, also called a repayment clause, is a term that requires an employee to repay a retention bonus if they leave too soon after receiving it. It protects the employer against the situation where an employee takes the money and then resigns shortly after. A typical clawback states that if the employee voluntarily resigns or is terminated for cause before a defined clawback date, they must repay all or a prorated portion of the bonus within a set number of days. Clawback terms are most common in fuller retention agreements where payments are made up front or in installments, rather than in a simple letter that pays a single lump sum only after the employee has already stayed through the date. If you include a clawback, define the trigger, the amount, and the repayment window clearly, and consider having an attorney review it. This is general information, not legal advice.
When should a small business use a retention letter?
A small business uses a retention letter when it wants to keep a specific, valued employee through a defined situation, rather than as a routine pay tool. The most common small-business scenarios are: a key employee has received an outside offer and you want to counter it; you are selling or merging the business and need people to stay through the transition; or you have a critical project, busy season, or initiative that depends on someone staying through it. In each case, the letter pairs a financial incentive with a clear stay-through date and conditions. It is less useful as a blanket policy and most effective as a targeted tool for the handful of people whose departure would genuinely hurt. Identify the at-risk key roles first, then use the letter where it counts. This is general information, not legal advice.
Should both the employer and employee sign a retention letter?
Yes. A retention letter is a mutual arrangement, so both the employer and the employee should sign it. The employer's signature commits the company to pay the bonus on the stated terms, and the employee's signature confirms they accept those terms and agree to the conditions, such as the stay-through date and any clawback. A signed copy is what makes the arrangement enforceable and clear if there is ever a question about what was promised, so it should be kept in the employee's file. For a small business, e-signature is a simple way to capture both signatures and store the signed document, especially when the letter includes dates like installment payments or a clawback deadline that you will need to reference later. This is general information, not legal advice.
