HR & Workplace Documents
Employment contracts, policies, and procedures for compliant, professional workplaces.
Australian employment law is one of the most employee-protective frameworks in the world. The Fair Work Act, modern awards, the National Employment Standards, and unfair dismissal protections create a detailed set of obligations for employers — obligations that must be reflected in every employment document issued.
The documents in this guide are designed for HR professionals, people managers, and business owners building compliant employment frameworks in Australia. They cover the full employee lifecycle — from job description and offer letter through to performance management and separation — with content designed to satisfy Fair Work Commission scrutiny.
Getting HR documents right is not just about compliance — it is about creating a workplace where expectations are clear and disputes are rare. Clear employment contracts prevent misunderstandings. Well-drafted performance improvement plans give employees a genuine opportunity to improve and protect employers against unfair dismissal claims. A comprehensive employee handbook sets the cultural and conduct standards that define a professional workplace.
15
document templates
3 min
average drafting time
AU
Australian law compliant
Values & Behaviour
Define culture, ethics standards, and expected conduct across your organisation.
Code of Conduct
Establish ethical standards and professional conduct expectations for all directors, officers, and employees.
Whistleblower Policy
A Corporations Act compliant whistleblower policy covering eligible disclosures, protected disclosers, and investigation obligations.
Company Policies
Operational policies every team member needs to understand and follow.
Employee Handbook
Comprehensive documentation of company policies, culture, entitlements, and expectations for all employees.
Social Media Policy
Clear guidelines for employee social media use — protecting brand reputation, client confidentiality, and workplace harmony.
Expense Reimbursement Policy
Set clear rules for what business expenses will be reimbursed, approval thresholds, and how to submit claims.
Performance Improvement Plan (PIP)
Document a structured plan supporting an employee to meet required performance standards — a critical step before termination.
Basic HR Documents
Employee lifecycle documents from first offer to offboarding.
Offer Letter
Issue a formal, professional offer of employment with role, salary, and start date — before the employment contract is signed.
Employment Contract
Comprehensive Fair Work Act compliant employment terms for full-time, part-time, and casual employees.
Employee Onboarding Checklist
A structured checklist covering pre-start setup, Day 1, first-week priorities, and 30/60/90 day check-ins for new employees.
Probation Review Form
A structured form to assess performance during probation and formally document whether the employee is confirmed, extended, or not continuing.
Termination Letter
A formal, Fair Work Act compliant letter ending the employment relationship — stating the reason, notice period, and final entitlements.
Employee Reference Letter
A professional reference confirming employment dates, role, and key strengths — drafted by the employer for a departing employee.
Employee Confidentiality Agreement (NDA)
A standalone employee NDA covering trade secrets, client data, and post-employment confidentiality — designed for the employment context.
Employment Separation Agreement
Document agreed separation terms — severance, final pay, references, and mutual release — when an employee leaves.
Job Description
Create a structured job description covering responsibilities, requirements, reporting lines, and performance expectations.
Frequently asked questions
What are the minimum NES entitlements I must provide to employees?
The National Employment Standards provide 11 minimum entitlements: maximum weekly hours (38 + reasonable additional), flexible working arrangements (for eligible employees), parental leave, annual leave (4 weeks), personal/carer's leave (10 days), compassionate leave, community service leave, long service leave, public holidays, notice of termination, and redundancy pay. These cannot be excluded by employment contract.
How do I manage an underperforming employee in Australia?
Performance management in Australia must follow the procedural fairness requirements of the Fair Work Act. This means: identifying the performance issue clearly, giving the employee a genuine opportunity to respond, providing support to address the issue (training, coaching), setting clear improvement goals with reasonable timescales, and only considering termination if the process has been followed and improvement has not occurred.
Can I terminate an employee without a reason?
No. The Fair Work Act requires a valid reason for dismissal relating to the employee's capacity or conduct, or for genuine redundancy. Summary dismissal (without notice) is only available for serious misconduct. For performance-related termination, procedural fairness requirements must be followed including notifying the employee of the reason and giving them an opportunity to respond.
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