DoorbookAccommodation and wage-deduction consent
Set out the room, the rules and every agreed charge before move-in. This private browser form gives the employee a clear copy and leaves the local cap for you to check.
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01 Identify
Tie the consent to one person and room
Record the company, employee, identity document, department, room, bed and move-in date so the agreement cannot be mistaken for another accommodation record.
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02 Agree
Name each charge and the cap
Choose how utilities are charged, record the deposit payment plan and enter the deduction cap you have checked for the local context and customer standard.
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03 Sign
Give the employee a signed copy
The document separates consent to occupy from consent to deduct. Sign with two witnesses and the company, then keep a copy with the accommodation record.
Accommodation and wage-deduction consent
Accommodation and wage-deduction consent
Read each part before signing. Charges and the cap are agreed figures to check against current local requirements.
Questions to check
A written, itemised consent is easier for an employee to understand and easier for an accommodation file to defend.
Why are there two parts?
Occupying a room and consenting to a payroll deduction are different decisions. Keeping them separate makes the employee’s agreement clearer.
What should I put in the utility amount field?
For actual-cost charging, enter the agreed rate or recording basis used by your process. For a flat charge, enter the flat amount and make sure the arrangement is explained locally.
Is the deduction cap a universal legal limit?
No. It is an editable reference figure. Check current local regulation, the employee’s written consent requirement and the customer’s social-audit standard before using it.
Can the deposit be deducted from wages?
Only use the payment plan you have agreed and checked locally. The form names the deposit and records how it is paid down; it does not decide whether a deduction is permitted.
Who should witness the signature?
Use two people who can identify the signing employee and date the document. Follow your internal process for independence and record keeping.