As restrictions ease over the coming month, businesses preparing to re-open their doors and welcome customers. With that comes the hiring of new employees, and in some instances, the re-hiring of previous employees.
It’s important to note that as part of the hiring process, a written employment contract can help to clarify an employee’s entitlements and responsibilities, and highlight relevant workplace policies and procedures from the get-go.
It’s not a requirement under the Fair Work Act to give an employee a written contract of employment but having one is best practice and can help resolve any potential disputes about pay and conditions.
Remember, a contract can’t provide for less than the legal minimums set out in the National Employment Standards and any applicable award or agreement.
Better Employment Contracts. Better Clarity.
Having well produced contracts help to create the right employment relationship between the employer and the employee. Giving both parties clarity on the terms and conditions of employment.
- Outline conditions of employment
- Clarify hours of work
- Notice period
- Minimum Entitlements
- Clause to protect your intellectual property
Changes to employment laws for casual employees
As business consider their existing workforce, its important remember the changes implemented on 27 September 2021, whereby large businesses need to assess whether any existing casual employees (employed before 27 March 2021), are eligible to be offered to convert to permanent employment.
Employers need to:
- make a written offer to convert their casual employees to permanent employment (this must be done within 21 days after making the assessment), or
- write to employees explaining why they won’t be made an offer (this needs to be done within 21 days of making the assessment but by no later than 27 September 2021).
To accept an offer to convert, employees need to respond in writing within 21 days after getting the offer. If they don’t respond, employers can assume that they’ve declined the offer.
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