Employment contracts are not always required to be in writing to be valid. Employment contracts can be either written or verbal, and they can be explicit or implied. However, having a written employment contract is highly recommended as it helps to clarify the terms and conditions of employment, protecting both the employer and the employee.
Even if a written contract is not provided, employees are entitled to certain minimum employment conditions and rights under the Fair Work Act 2009 in Australia. These include the National Employment Standards (NES), which cover aspects such as minimum wages, leave entitlements, and termination notice.
Here are some key points to consider regarding employment contracts:
Terms & conditions
Employment contracts typically outline the terms and conditions of employment, including job duties, working hours, remuneration, and any other relevant details. These details can provide clarity and help avoid disputes.
Employment contracts may include a probationary period during which the employer assesses the employee's performance. The terms of the probationary period, including its duration and conditions, are usually specified in the contract.
Variation of terms
Employment contracts may address how and when terms can be varied. Any changes to the contract should ideally be agreed upon by both parties and documented in writing.
Contracts often include provisions related to termination, specifying notice periods required by both the employer and the employee. Additionally, the contract may outline circumstances under which immediate termination is permissible.
Confidentiality & restrictive covenants
Some contracts include clauses related to confidentiality, non-compete agreements, and other restrictive covenants to protect the employer's interests. These clauses need to be reasonable and are subject to legal scrutiny.
Award or enterprise agreement reference
If applicable, the employment contract may refer to the relevant modern award or enterprise agreement that covers the employee. These instruments can provide additional terms and conditions beyond the National Employment Standards.
Dispute resolution procedures
Contracts may outline procedures for resolving disputes between the employer and the employee, such as through mediation or arbitration.
Employment contracts should comply with all relevant employment laws and regulations. Employers should stay informed about any changes in legislation that may affect employment conditions.
Flexible working arrangements
Some contracts may include provisions related to flexible working arrangements, allowing employees to request changes to their working hours or location.
Review & update
Employment contracts should be periodically reviewed and updated, especially when there are changes to the employee's role, responsibilities, or other relevant factors.
It's important to note that specific industries and occupations may have additional requirements and regulations, so employers and employees should be aware of any relevant industry awards or enterprise agreements that may apply.
It's important for both employers and employees to seek legal advice if there are uncertainties about the terms and conditions of employment, especially if the arrangement is complex or if there are industry-specific regulations involved. Legal professionals can provide guidance on drafting contracts that comply with Australian employment laws.
For more information regarding employment contracts, visit the Fair Work Ombudsman. Additionally, click the button below to read our article on what an employment contract should include.
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