An Employee Onboarding Checklist is a structured document used by Australian employers to ensure that all mandatory legal, administrative, and workplace tasks are completed when a new employee commences employment. It provides a systematic record that the employer has met its obligations under the Fair Work Act 2009 (Cth), the Superannuation Guarantee (Administration) Act 1992 (Cth), the Privacy Act 1988 (Cth), and applicable Work Health and Safety legislation. What Is an Employee Onboarding Checklist? An Employee Onboarding Checklist (also referred to as a new employee induction checklist, new starter checklist, or new hire onboarding form) is a comprehensive record of the steps an employer must take when a new employee joins the organisation. It covers the full onboarding lifecycle — from pre-start document collection through to first month goal-setting — and provides a written record that each mandatory task has been actioned. In Australia, onboarding involves a number of legally mandated obligations. Under s 125 of the Fair Work Act 2009 (Cth), employers must provide every new employee with a copy of the Fair Work Information Statement (FWIS) before or as soon as practicable after the employee commences employment. Casual employees must also receive the Casual Employment Information Statement (CEIS) at the same time. Under the Superannuation Guarantee (Administration) Act 1992 (Cth), employers must provide eligible employees with a Superannuation Standard Choice Form within 28 days of commencement and contribute a minimum of 11.5% of ordinary time earnings to the employee's nominated superannuation fund. Under ATO requirements, a Tax File Number (TFN) Declaration must be completed by the employee, and the employer must lodge it with the Australian Taxation Office within 14 days of receipt. Under the Work Health and Safety Act 2011 (Cth) and applicable state and territory WHS legislation, employers must ensure that workers receive adequate safety information, training and instruction before commencing work. When Is an Employee Onboarding Checklist Needed? An Employee Onboarding Checklist should be used by every Australian employer each time a new employee commences employment. It is particularly important in the following circumstances: - When the employer wants to ensure full compliance with all statutory onboarding obligations under Australian employment law, including the provision of the Fair Work Information Statement, Superannuation Standard Choice Form, and TFN Declaration; - When the HR team or hiring manager wants a systematic, documented record that all pre-start, day one, and first week tasks have been completed; - When the organisation is scaling rapidly and wants to standardise the new employee experience across different departments, managers and locations; - When the employer is subject to audit or review and needs to demonstrate that all legal onboarding obligations have been met; - When the employer wants to set clear performance expectations for the new employee from day one, including first month goals and a scheduled check-in date. Using a structured onboarding checklist reduces the risk of compliance failures, improves the new employee experience, and creates a contemporaneous record that can be retained on the employee's personnel file. Key Elements of an Australian Employee Onboarding Checklist A complete and compliant Australian Employee Onboarding Checklist should include the following elements: 1. Employer and employee details: The full legal name of the employer, ABN, the employee's full name, job title, department, employment type, state or territory of employment, commencement date, probationary period, and reporting manager details. 2. HR and onboarding contact: Name and email of the HR contact or onboarding manager responsible for coordinating the process and answering the employee's queries. 3. Pre-start legal requirements: A checklist of mandatory pre-start documents including the TFN Declaration, Superannuation Standard Choice Form, Fair Work Information Statement, bank account details for payroll, identity verification, right to work verification, and emergency contact collection. 4. Day one and first week tasks: A record of workplace health and safety induction, IT setup, issue of keys and access cards, provision of workplace policies and employee handbook, team introduction and workplace tour, and role-specific training. 5. First month goals: Specific, measurable goals and priorities for the employee's first 30 days, together with the date of the first formal check-in meeting. 6. Superannuation and privacy notices: A written record of the employer's superannuation obligations at 11.5% and a notice of how personal information collected during onboarding will be handled under the Privacy Act 1988 (Cth). 7. Manager and employee sign-off: Signatures by the onboarding manager, reporting manager, and the employee acknowledging receipt of documents and completion of tasks. This template is suitable for use across all Australian states and territories including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.

Create a professional letter of resignation compliant with Australian employment law. Covers National Employment Standards (NES) notice requirements under the Fair Work Act 2009 (Cth) — 1 to 4 weeks depending on length of service, plus 1 extra week for over-45s with 2+ years service. Includes final entitlements (annual leave payout, long service leave, superannuation), handover commitment, return of company property, and a professional closing. Suitable for all Australian employees covered by the national workplace relations system.

An Australian Termination Letter is a formal written notice issued by an employer to inform an employee that their employment is being terminated. Under the Fair Work Act 2009 (Cth), employers must provide written notice of termination, comply with minimum notice period requirements, pay all outstanding entitlements, and observe procedural fairness to avoid unfair dismissal liability. This document is drafted in accordance with the National Employment Standards (NES) under Part 2-2 of the Fair Work Act 2009 (Cth) and the Superannuation Guarantee (Administration) Act 1992 (Cth). What is an Australian Termination Letter? A Termination Letter (also called a notice of termination of employment, a dismissal letter, or a separation notice) is a written document that formally ends the employment relationship. It is required under the Fair Work Act 2009 (Cth) s 117, which provides that an employer must not terminate an employee's employment unless the employer has given the employee written notice of the day of termination, or has paid the employee in lieu of the notice period. For employees who have completed a minimum employment period (generally six months, or one year for small business employers with fewer than 15 employees under s 383), failure to follow the correct dismissal process can lead to an unfair dismissal application to the Fair Work Commission. When is a Termination Letter Required? An Australian Termination Letter is required in the following situations: when an employer terminates an employee for cause (misconduct or unsatisfactory performance), when an employer terminates employment without cause (no-fault termination), at the end of a probationary period, where a position is being eliminated but the termination does not constitute a genuine redundancy under s 389, and in any other situation where the employment relationship is ended by the employer's initiative. For genuine redundancies, a Redundancy Letter should be used instead. Where serious misconduct justifies summary dismissal (under the Fair Work Regulations 2009 reg 1.07), no notice period is required, but a written record of the dismissal is still strongly recommended. Key Elements of an Australian Termination Letter A compliant Australian Termination Letter should include the following elements: 1. Employer and employee identification: Full legal names, entity type (e.g. Pty Ltd), job titles, department, and commencement date. 2. Type of termination: Whether the termination is for cause (misconduct or performance), serious misconduct (summary dismissal), no-fault, or end of probation. 3. Reason for termination: A clear factual explanation of the reason for termination. The Fair Work Act 2009 (Cth) s 387(a) requires that, to avoid an unfair dismissal finding, the reason for dismissal must be sound, defensible, and well-founded. 4. Notice period: The applicable notice period under the Fair Work Act 2009 (Cth) s 117, calculated on the basis of continuous service. A five-week minimum applies to employees aged 45 or over with at least two years of continuous service. 5. Notice arrangement: Whether the employee will work out the notice period or receive a payment in lieu of notice (PILON). 6. Final pay entitlements: Wages to the termination date, accrued but unused annual leave (which must be paid out on termination under the NES), any applicable long service leave, and payment in lieu of notice. 7. Superannuation: Superannuation contributions at the applicable Superannuation Guarantee rate under the Superannuation Guarantee (Administration) Act 1992 (Cth) must be paid on all ordinary time earnings in the final pay period. 8. Redundancy pay (where applicable): Employees with at least one year of continuous service who are made genuinely redundant are entitled to redundancy pay under the Fair Work Act 2009 (Cth) s 119. 9. Return of company property: A list of company property the employee must return, with a deadline. 10. Continuing obligations: A reminder that post-employment confidentiality, non-disclosure, and restraint of trade obligations continue to apply. 11. Fair Work rights: Information about the employee's right to lodge an unfair dismissal or general protections application within 21 days of the dismissal taking effect. This template is suitable for use across all Australian states and territories — New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory — for employers in the national workplace relations system.

An Australian Redundancy Letter is a formal written document issued by an employer to notify an employee that their position has been genuinely made redundant and that their employment will end as a result. Under the Fair Work Act 2009 (Cth), a genuine redundancy is defined in s 389 and gives employees significant statutory entitlements, including redundancy pay under ss 119–123 and notice of termination under s 117. This template is designed to comply with Australian law and assist employers in managing the redundancy process fairly and transparently. What is a Genuine Redundancy Under Australian Law? Under the Fair Work Act 2009 (Cth) s 389, a redundancy is genuine if three conditions are satisfied: first, the employee's job is no longer required to be performed by anyone because of changes in the operational requirements of the employer's enterprise; second, the employer has complied with any obligation in an applicable Modern Award or enterprise agreement to consult about the redundancy; and third, it would not have been reasonable in all the circumstances for the employee to be redeployed within the employer's enterprise or an associated entity. If all three conditions are met, the employee cannot make a successful unfair dismissal claim based on the redundancy, although general protections claims under Part 3-1 of the Fair Work Act 2009 (Cth) may still be available if the redundancy involved adverse action for a prohibited reason. When is a Redundancy Letter Needed? A Redundancy Letter is needed whenever an Australian employer is eliminating a position due to genuine operational changes — such as business restructures, workforce reductions, automation, changes in customer demand, or the closure of part or all of the business. It is distinct from a Termination Letter (which is used for dismissals for cause or no-fault terminations) and should be used specifically where the redundancy pay entitlements under ss 119–123 of the Fair Work Act 2009 (Cth) apply. Key Elements of an Australian Redundancy Letter A compliant Australian Redundancy Letter should include the following key elements: 1. Employer and employee identification: Full legal names, entity type, job title, and commencement date. 2. Reason for redundancy: A genuine and specific business reason for the redundancy that satisfies the definition in s 389(1)(a) of the Fair Work Act 2009 (Cth). 3. Consultation process: A summary of the consultation undertaken with the employee, including dates of meetings, information provided, and the employee's opportunity to suggest alternatives. Compliance with consultation obligations in applicable Modern Awards or enterprise agreements is required under s 389(1)(b). 4. Selection for redundancy: Where more than one employee could be affected, a description of the selection pool and the objective, non-discriminatory criteria used for selection. 5. Redeployment assessment: Confirmation that the employer has genuinely considered redeployment options within the employer's enterprise or associated entities, as required by s 389(2) of the Fair Work Act 2009 (Cth). 6. Notice period: The applicable notice period under the Fair Work Act 2009 (Cth) s 117 based on the employee's years of continuous service, or the contractual notice period if greater. 7. Statutory redundancy pay: The redundancy pay entitlement calculated under ss 119–123 of the Fair Work Act 2009 (Cth) based on years of continuous service. Note that small business employers (fewer than 15 employees) are exempt from redundancy pay under s 121. 8. Enhanced redundancy pay (if applicable): Details of any enhanced payment above the statutory minimum, including the basis for it. 9. Accrued annual leave: All accrued but unused annual leave must be paid out on termination as a National Employment Standard under the Fair Work Act 2009 (Cth). 10. Superannuation: Superannuation contributions at the applicable Superannuation Guarantee rate under the Superannuation Guarantee (Administration) Act 1992 (Cth) must be paid on all ordinary time earnings in the final pay period. 11. Right of appeal (optional): An offer of an internal appeal process, which while not required by law is considered best practice. Tax Treatment of Redundancy Payments in Australia Genuine redundancy payments receive favourable tax treatment under the Income Tax Assessment Act 1997 (Cth) s 83-170. A tax-free component exists up to a limit calculated as $12,524 plus $6,264 for each complete year of service (2024–25 amounts — indexed annually). Amounts above this limit are taxed as employment termination payments. Employees should be encouraged to seek advice from a registered tax agent or the Australian Taxation Office. This template is suitable for use across all Australian states and territories, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.

A Probation Review Form is a formal written document used by Australian employers to assess an employee's performance and conduct during their probationary period and to record the outcome of that review — whether the employee's employment is confirmed, the probation period is extended, or employment is terminated. A properly documented probation review is a critical element of lawful employment management under the Fair Work Act 2009 (Cth). What Is a Probation Review Form? A Probation Review Form (also referred to as a probationary period assessment, trial period review, or performance appraisal for new employees) is a structured record of a formal review meeting held between an employer and a new employee at or near the end of their agreed probationary period. The form documents the employer's ratings across key performance dimensions — including job knowledge, quality of work, initiative, teamwork and attendance — as well as a structured record of the outcome decision, the reasons for that decision, and any development goals set for the employee going forward. In Australia, probationary periods are not defined in the Fair Work Act 2009 (Cth) by that term, but the Act's concept of the minimum employment period is directly relevant. Under s 382 of the Act, an employee must have completed the minimum employment period before they are eligible to bring an unfair dismissal application to the Fair Work Commission. For employers with 15 or more employees, the minimum employment period is six months. For small business employers (fewer than 15 employees, as defined in s 23 of the Act), the minimum employment period is one year. This means that during the probationary period — provided it aligns with the minimum employment period — an employer has greater flexibility to terminate employment without the risk of an unfair dismissal claim. When Is a Probation Review Form Needed? A Probation Review Form should be used by any Australian employer at the end of a new employee's probationary period as a matter of best practice. It is particularly important in the following situations: - When the employer intends to confirm the employee's ongoing employment and wishes to document that decision on the personnel file; - When the employer has concerns about the employee's performance or conduct and is considering extending the probationary period to allow further time for improvement; - When the employer is considering terminating the employment at or near the end of the minimum employment period, and wishes to document the reasons for that decision; - When the employer's enterprise agreement or Modern Award contains specific requirements about performance review procedures for new employees; - When the organisation's internal HR policy requires a formal probation review to be conducted and documented for all new hires. Even where the employer intends to simply confirm employment, documentation of a probation review is valuable. It establishes a baseline record of performance expectations, creates a record of any development goals or areas for improvement communicated to the employee, and provides a foundation for future performance management if issues arise after the probationary period. Key Elements of an Australian Probation Review Form A compliant and effective Australian Probation Review Form should include the following elements: 1. Employer and employee identification: The full legal name of the employer, ABN, the employee's full name, job title, department, state or territory of employment, commencement date, and the scheduled end date of the probationary period. 2. Structured performance ratings: Objective, criterion-based ratings across key areas of performance such as job knowledge and technical skills, quality and accuracy of work, initiative and problem solving, teamwork and communication, and attendance and punctuality. 3. Narrative assessment: A written summary of the employee's key strengths observed during the probationary period, and a clear, constructive description of any areas that require further improvement. 4. Outcome decision: A clear statement of the review outcome — whether employment is confirmed, the probationary period is extended, or employment is terminated — together with written reasons for that decision. 5. Extended probation details: If the probationary period is being extended, the new end date must be specified and communicated in writing. 6. Development goals: Where employment is confirmed or extended, specific, measurable development goals set for the employee's next review period assist in managing ongoing performance expectations. 7. Employee comments: An opportunity for the employee to record their own comments on the review, promoting procedural fairness and two-way communication. 8. Signatures: Signatures by both the reviewing manager and the employee confirm that the review has been conducted and its outcome communicated. The employee's signature on an acknowledgement section confirms receipt and understanding — not necessarily agreement with every assessment. Fair Work Act 2009 (Cth) — Probation and the Minimum Employment Period Under the Fair Work Act 2009 (Cth), the minimum employment period under s 382 provides a window during which an employer may terminate employment without exposure to an unfair dismissal claim, provided the termination does not involve a breach of the general protections provisions (s 340) or unlawful termination provisions (s 772). Employers should note that other legal obligations — including anti-discrimination obligations under the Racial Discrimination Act 1975 (Cth), Sex Discrimination Act 1984 (Cth), Disability Discrimination Act 1992 (Cth), and applicable state and territory anti-discrimination legislation — apply throughout the employment relationship, including during the probationary period. This template is suitable for use across all Australian states and territories including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory, for employers covered by the national workplace relations system.