Whether the role is covered by an industrial instrument such as a bonus or enterprise agreement affects various minimum conditions and rights, including the worker`s agreed hours of work, breaks, minimum wage and other benefits such as penalties, overtime and allowances. National Employment Standards (NES) provide for certain minimum rights applicable to all workers, whether they have a contract, are migrant workers, juniors or occasional employees. These include the most exceptional hours of work, flexible work applications, minimum leave, including annual leave, care leave, compassionate leave, parental leave, parental leave, long-term leave, public holidays, minimum dismissal and redundancy pay. Where an industrial instrument is an application such as a bonus or enterprise agreement, it may provide for additional minimum rights such as minimum wage, normal working time, penalties, overtime rules and certain allowances. As an HR Assured client, you have access to a complete suite of compliant standard contracts as well as a team of experienced industrial relations consultants who help you create tailored contracts tailored to your business needs. If you need help writing an employment contract, contact HR Assured for a free consultation on 1300 345 875 or book online. Casual workers work for an employee on a demand-appropriate basis. Unlike an indeterminate agreement, the rights of casual workers mean that they have no guarantee of employment in progress (so that working hours are irregular) and that they are not entitled to sick leave or paid annual leave. Casual employment contracts can be terminated at any time without notice. An employment contract is the most effective way to define the conditions of your employment relationship. It should describe everything the employee needs to know about the work for you, including workers` rights, work schedules, pay and more.
This will put an end to the risk of misunderstanding or confusion. The employment contract may be based on an employment agreement between an employer and a group of employees or on sectoral bonuses. Employment contracts should also be distinguished from agreements with independent contractors. It goes without saying that you can choose to create more generous terms of employment than those of the applicable industrial instrument. However, it is important to ensure that the treaty does not violate the terms of the industrial instrument when it applies to the role. Employee advisors can review your employment contracts and make recommendations to ensure they comply with labour law. For soothed reviews, please contact Employsure at 1300 207 182 for more information. All workers in Australia have a common employment contract (written or not) that sets out terms and conditions with their employer. This contract is subject to the Australian government and, in some cases, to the legal requirements of the government and the territory. Finally, all new workers must receive a fair declaration of work at the beginning of employment. While each employment contract is unique, there are essential elements that should be included in an agreement, regardless of the size of your business or sector.
This is a selection of working conditions: we can give advice on the minimum legal requirements in an employment contract.