HR Forms
Onboarding documents, performance reviews, disciplinary forms, and employee records. Free templates — download PDF or Word, no signup required (2026).
Anti-Discrimination and Diversity Policy (Australia)
An Australian Anti-Discrimination and Diversity Policy is a formal workplace document that sets out an employer's commitment to preventing discrimination, harassment, victimisation, and vilification in the workplace, and to fostering a culture of inclusion and equal opportunity. It reflects obligations imposed on Australian employers by an interlocking framework of Commonwealth and state and territory anti-discrimination legislation, and articulates the practical steps the organisation will take to comply with those obligations. The principal Commonwealth laws governing workplace discrimination are the Age Discrimination Act 2004 (Cth), the Disability Discrimination Act 1992 (Cth), the Racial Discrimination Act 1975 (Cth), the Sex Discrimination Act 1984 (Cth), and the Australian Human Rights Commission Act 1986 (Cth). Together these Acts prohibit direct and indirect discrimination in employment on the grounds of age, disability, race, colour, national or ethnic origin, sex, pregnancy, marital or relationship status, sexual orientation, gender identity, intersex status, and family responsibilities, among others. The Fair Work Act 2009 (Cth) s 351 provides a separate avenue of protection under the general protections provisions, prohibiting adverse action against an employee because of any of those attributes. A landmark development occurred on 12 December 2022 when the Anti-Discrimination and Human Rights Legislation Amendment (Respect@Work) Act 2022 (Cth) commenced, inserting s 47C into the Sex Discrimination Act 1984 (Cth). Section 47C imposes a positive duty on employers to take reasonable and proportionate measures to eliminate, as far as possible, sexual harassment, sex-based harassment, discrimination on the ground of sex, and conduct that creates a hostile workplace environment on the ground of sex. The Australian Human Rights Commission (AHRC) has been given enforcement powers in relation to this positive duty and has published a compliance framework identifying seven key standards against which employer conduct will be assessed: leadership, culture, knowledge, risk management, support, reporting and response, and monitoring, evaluation, and transparency. Every state and territory also has its own anti-discrimination legislation that applies to conduct occurring within that jurisdiction. These Acts extend protection to additional grounds such as sexual orientation and gender identity (in jurisdictions not yet covered by Commonwealth law), religious belief, political opinion, and criminal record, and may also govern areas beyond employment. Relevant state Acts include the Anti-Discrimination Act 1977 (NSW), Equal Opportunity Act 2010 (Vic), Anti-Discrimination Act 1991 (Qld), Equal Opportunity Act 1984 (WA), Equal Opportunity Act 1984 (SA), Anti-Discrimination Act 1998 (Tas), Discrimination Act 1991 (ACT), and Anti-Discrimination Act 1996 (NT). A well-drafted Anti-Discrimination and Diversity Policy helps employers demonstrate compliance with both the reactive obligations under these Acts (responding appropriately to complaints) and the proactive positive duty under s 47C of the Sex Discrimination Act 1984 (Cth). It also helps protect the organisation from vicarious liability: under ss 106 and 107 of the Sex Discrimination Act 1984 (Cth) and equivalent provisions in other Acts, an employer will be vicariously liable for the discriminatory or harassing acts of its employees unless the employer can show it took all reasonable steps to prevent the conduct. This policy is suitable for businesses of all sizes in all industries operating in any Australian state or territory. It should be communicated to all workers upon commencement and following any update, supported by regular training, and reviewed at least annually.
Workplace Bullying and Harassment Prevention Policy (Australia)
An Australian Workplace Bullying and Harassment Prevention Policy is a formal policy document in which an employer commits to preventing bullying, harassment, and related psychosocial hazards in the workplace. It sets out the legal obligations of the organisation under Australian law, defines the conduct expected of all workers, establishes a clear reporting and investigation procedure, and ensures that workers affected by bullying or harassment receive appropriate support and access to a fair resolution process. The primary legislative framework governing workplace bullying in Australia comprises the Fair Work Act 2009 (Cth) anti-bullying provisions and the Work Health and Safety Act 2011 (Cth) (WHS Act) psychosocial hazard obligations. Under ss 789FC to 789FI of the Fair Work Act 2009 (Cth), a worker who reasonably believes they have been bullied at work may apply to the Fair Work Commission (FWC) for an order to stop the bullying. Section 789FD defines bullying at work as repeated unreasonable behaviour by an individual or group of individuals towards a worker that creates a risk to health and safety. The definition expressly excludes reasonable management action carried out in a reasonable manner. The WHS Act 2011 (Cth) provides an additional layer of obligation. Under s 19, a person conducting a business or undertaking (PCBU) must ensure, so far as is reasonably practicable, the health and safety of workers. Safe Work Australia has published the model Code of Practice: Managing Psychosocial Hazards at Work (2022) which identifies workplace bullying and harassment as recognised psychosocial hazards that employers must systematically identify, assess, and control. Psychosocial hazards can cause psychological harm, which the WHS Act recognises as a form of harm just as serious as physical injury. A further dimension was added by the Anti-Discrimination and Human Rights Legislation Amendment (Respect@Work) Act 2022 (Cth), which inserted s 47C into the Sex Discrimination Act 1984 (Cth) with effect from 12 December 2022. This provision imposes a positive duty on employers to take reasonable and proportionate measures to eliminate, as far as possible, sexual harassment, sex-based harassment, and conduct that creates a hostile workplace environment on the ground of sex. The Australian Human Rights Commission (AHRC) has been given enforcement powers in relation to this positive duty and has published a compliance framework across seven standards: leadership, culture, knowledge, risk management, support, reporting and response, and monitoring, evaluation, and transparency. Vicarious liability is a significant risk for employers who fail to take preventive steps. Under the Sex Discrimination Act 1984 (Cth) s 106 and equivalent provisions in other discrimination legislation, an employer is liable for the harassing conduct of its employees unless it can demonstrate that it took all reasonable steps to prevent the conduct from occurring. A well-drafted and actively enforced Bullying and Harassment Prevention Policy, supported by regular training and an accessible complaint procedure, is the primary mechanism for establishing this defence. State and territory WHS legislation — including the Occupational Health and Safety Act 2004 (Vic), the Work Health and Safety Act 2020 (WA), and the WHS Acts in other jurisdictions — impose equivalent or additional obligations in relation to psychosocial hazards. State anti-discrimination Acts also apply to harassment conduct and may provide additional complaint avenues. This policy is suitable for all Australian employers, regardless of size or industry, and should be reviewed at least annually, supported by regular worker training, and actively communicated to all employees and contractors.
Workplace Code of Conduct (Australia)
An Australian Workplace Code of Conduct is a formal employer document that sets out the standards of professional behaviour, ethical conduct, and workplace values expected of all workers. It provides a clear framework for decision-making in situations that are not always expressly covered by other workplace policies, and establishes the consequences for falling below the required standards. A Code of Conduct is one of the most fundamental documents in any Australian employer's suite of workplace policies. The legal foundation for a Workplace Code of Conduct in Australia rests on the employer's implied common law right and contractual right to issue lawful and reasonable directions to employees. A direction is lawful if it does not require an employee to do something unlawful, and reasonable if there is a legitimate business justification for it. The Fair Work Act 2009 (Cth) is central to the enforcement and legal effect of a Code of Conduct: under ss 387 and 388, the Fair Work Commission will consider, when assessing whether a dismissal for a Code breach was unfair, whether the employer had a valid reason for the action, whether the employee was notified of that reason, whether the employee was given an opportunity to respond, and whether dismissal was proportionate to the conduct in question. The Australian Public Service (APS) Code of Conduct established under the Public Service Act 1999 (Cth) ss 13 and 15 provides a widely referenced model for conduct standards in the public sector. While this model is specific to Commonwealth public servants, the conduct categories it employs — honesty, respect, diligence, care of Commonwealth resources, compliance with laws, and avoidance of conflicts of interest — reflect the conduct standards expected across Australian workplaces generally and are the basis for private sector codes of conduct throughout Australia. A well-structured Code of Conduct addresses a comprehensive range of conduct obligations: honesty and integrity in dealings with the organisation and its stakeholders; respectful treatment of all persons, including the prohibitions on bullying, harassment, and discrimination under the Sex Discrimination Act 1984 (Cth), Racial Discrimination Act 1975 (Cth), Disability Discrimination Act 1992 (Cth), and Age Discrimination Act 2004 (Cth); confidentiality obligations and privacy compliance under the Privacy Act 1988 (Cth) and the Australian Privacy Principles; responsible use of organisational property and resources; compliance with all applicable laws and professional obligations; responsible use of social media; avoidance of conflicts of interest; and proper handling of gifts, benefits, and hospitality. The Code should also address outside employment (secondary employment), which is increasingly common in the modern workforce. While the Fair Work Act 2009 (Cth) limits the extent to which employers can prohibit outside employment, reasonable restrictions connected to genuine business interests — such as those that address conflicts of interest, confidentiality, or performance impacts — are permissible. Conflicts of interest and gifts management are particularly important for organisations operating in regulated industries such as financial services (where the Corporations Act 2001 (Cth) ss 181–183 impose specific duties on directors and officers), healthcare, government contracting, and professional services. Robust disclosure and management processes for conflicts of interest and gifts help organisations maintain integrity and comply with applicable regulatory requirements. The bribery and corruption provisions of the Criminal Code Act 1995 (Cth) apply to all organisations operating in Australia. The Code of Conduct should make clear that offering or accepting bribes — whether in the form of cash, gifts, or other benefits — to improperly obtain or retain business is unlawful and will result in immediate disciplinary action, including referral to law enforcement authorities. This Workplace Code of Conduct is suitable for Australian businesses of all sizes and industries. It should be incorporated by reference into all employment contracts, acknowledged in writing by all workers upon commencement and following any amendment, and enforced consistently and in accordance with procedural fairness principles under the Fair Work Act 2009 (Cth).
Workplace Drug and Alcohol Policy (Australia)
An Australian Workplace Drug and Alcohol Policy is a formal employer document that establishes rules for the use of drugs and alcohol in the workplace, defines the testing program that will be implemented, sets out the consequences of a positive test result or policy breach, and identifies the support available to workers with drug or alcohol dependency issues. It reflects the organisation's obligations under Australian workplace health and safety law, employment law, and the technical standards governing drug and alcohol testing. The primary legal obligation underpinning a Workplace Drug and Alcohol Policy is found in the Work Health and Safety Act 2011 (Cth) (the WHS Act). Under s 19, a person conducting a business or undertaking (PCBU) must ensure, so far as is reasonably practicable, the health and safety of workers engaged by the PCBU. The presence of an impaired worker in a workplace — whether impaired by alcohol, illicit drugs, or prescription medication — is a recognised hazard that the PCBU must manage using the risk management framework set out in the WHS Regulation 2017 (Cth). Workers also have duties under s 28 of the WHS Act to take reasonable care for their own health and safety and the safety of others, and to comply with reasonable WHS instructions and policies issued by the PCBU. Australian workplaces that conduct drug and alcohol testing must follow technical standards to ensure the legal defensibility of test results and to protect the privacy and dignity of workers. The key standards are AS/NZS 4308:2008 (Procedures for specimen collection and the detection and quantitation of drugs of abuse in urine), AS/NZS 4760:2006 (Procedures for specimen collection and the detection and quantitation of drugs in oral fluid), and AS 3547:2019 (Breath alcohol testing devices). These standards specify collection procedures, screening cut-off levels, chain of custody requirements, and confirmatory testing procedures by a NATA-accredited laboratory. A positive test result must be confirmed by laboratory analysis before disciplinary action is taken. The Fair Work Act 2009 (Cth) is also central to any drug and alcohol testing program. Under the unfair dismissal provisions (ss 387–388), the Fair Work Commission will consider whether a dismissal for a positive drug test result was harsh, unjust, or unreasonable. Relevant factors include whether the policy was clearly communicated to the employee, whether the testing was conducted in accordance with the applicable Australian Standards, whether the employee was given a reasonable opportunity to respond, and whether the consequence was proportionate to the conduct and the level of safety risk in the relevant role. In enterprise-agreement-covered workplaces, the right to conduct random testing generally must be expressly provided for in the enterprise agreement or a documented written agreement with employees. The Disability Discrimination Act 1992 (Cth) is relevant where a worker tests positive for drugs as a result of taking lawfully prescribed medication for a medical condition. Employers are required to consider whether a reasonable adjustment can be made, such as temporarily reassigning the worker to non-safety-sensitive duties, before taking disciplinary action. Failure to do so may give rise to a discrimination complaint. Industry-specific drug and alcohol testing obligations arise under separate legislation in high-risk sectors. In mining, rail, aviation, and road transport, additional mandatory testing regimes apply under Commonwealth and state legislation. This policy provides a general framework that must be read alongside any applicable industry-specific requirements. A well-implemented Workplace Drug and Alcohol Policy demonstrates the PCBU's commitment to managing impairment as a WHS hazard, provides a legally defensible basis for testing and disciplinary action, and creates a supported pathway for workers who are struggling with drug or alcohol dependency to seek help before a problem becomes a workplace incident.
Employee Emergency Contact Form (Australia)
An Employee Emergency Contact Form is a formal HR document used by Australian employers to collect and record the personal, contact and medical information needed to respond effectively in the event of a workplace accident, illness or emergency involving a staff member. Maintaining up-to-date emergency contact records is a core component of workplace health and safety management under Australian law. What Is an Employee Emergency Contact Form? An Employee Emergency Contact Form (also referred to as a next-of-kin form, ICE — In Case of Emergency — form, or workplace emergency information record) is a structured document that captures the details of one or more persons to be contacted if an employee is involved in a serious accident, becomes suddenly ill, or is otherwise incapacitated at work. Beyond contact details, the form also records relevant medical information — including known medical conditions, allergies, current medications and blood type — that can assist first aid officers and emergency services in providing appropriate initial care. In Australia, the collection of emergency contact and medical information is governed by the Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs). Employers must comply with APP 3 (collection of solicited personal information), APP 5 (notification of collection), APP 6 (use and disclosure), and APP 11 (security of personal information). The Work Health and Safety Act 2011 (Cth) and its state and territory equivalents impose a primary duty of care on persons conducting a business or undertaking (PCBUs) to ensure, so far as is reasonably practicable, the health, safety and welfare of workers — which includes maintaining adequate emergency procedures and information. When Is an Employee Emergency Contact Form Needed? An Employee Emergency Contact Form should be completed at the commencement of every employment relationship, updated whenever an employee's personal circumstances change, and reviewed periodically — ideally annually — to ensure the information remains current. It is particularly important in the following situations: - When onboarding new employees as part of the standard induction process, regardless of the size of the employer or the nature of the work; - In high-risk workplaces such as construction, manufacturing, warehousing, mining, healthcare, hospitality, and transport, where the risk of a workplace accident is elevated; - Where the employer maintains a first aid program and has appointed first aid officers under the relevant Work Health and Safety regulations — the first aid officer needs access to reliable emergency information to respond effectively; - Where an employee has a known medical condition, disability, or severe allergy that could require specific emergency treatment or precautions at the workplace; - Following a workplace accident or near-miss incident, to confirm that existing emergency contact records are current and complete; - As part of the employer's broader WHS management system, business continuity planning, or ISO 45001 occupational health and safety management system compliance. Key Elements of an Australian Employee Emergency Contact Form A compliant and effective Employee Emergency Contact Form under Australian law should include the following elements: 1. Employer and workplace details: The full legal name and ABN of the employer, and the specific workplace location where the employee works, so that emergency services can be directed appropriately. 2. Employee identification: The employee's full name, job title, department, employee ID or payroll number, and a personal contact number, enabling rapid identification in a multi-employee environment. 3. Primary emergency contact: The full name, relationship to the employee, primary and alternative phone numbers, and residential address of the primary person to be contacted in an emergency. The residential address may assist emergency services or welfare officers if the contact cannot be reached by phone. 4. Secondary emergency contact: The full name, relationship and contact number of a backup person to be notified if the primary contact cannot be reached. 5. Medical information: Known medical conditions or disabilities, known allergies (including medication, food and environmental allergies), current medications the employee is taking, and blood type if known. This information is provided to assist first aid officers and paramedics — not for general HR use. 6. Doctor and health cover details: The name and phone number of the employee's general practitioner, and details of any private health fund or ambulance cover membership, which may be relevant in the event of hospitalisation or ambulance transport. 7. Consent to disclose: Explicit consent from the employee to share their medical information with the workplace first aid officer in the event of an emergency, consistent with APP 6 of the Privacy Act 1988 (Cth). 8. Privacy notice: A clear statement of the purpose of collection, the parties who may access the information, and the employee's rights under the Australian Privacy Principles, consistent with APP 5 (notification of collection of personal information). 9. Employee signature: The employee's signature and the date of completion, confirming that the information is accurate and up to date. Privacy Act 1988 (Cth) — Australian Privacy Principles Employers collecting personal and sensitive information (including health information) via an Emergency Contact Form must comply with the Australian Privacy Principles under Schedule 1 of the Privacy Act 1988 (Cth). Health information is treated as sensitive information under s 6 of the Act, attracting a higher standard of protection. Employers must take reasonable steps to protect the information from misuse, interference and loss, and from unauthorised access, modification or disclosure (APP 11). Completed forms should be stored securely — physically in locked filing cabinets or electronically with access controls — and retained only for as long as required for the purpose of collection. 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.
Employee Exit Checklist (Australia)
An Employee Exit Checklist is a structured document used by Australian employers to manage and record all tasks associated with an employee's departure from the organisation — whether by resignation, redundancy, termination, retirement, or end of contract. It ensures the employer meets all legal obligations under the Fair Work Act 2009 (Cth) and related legislation, while protecting the organisation's assets, data, and confidential information. What Is an Employee Exit Checklist? An Employee Exit Checklist (also referred to as an offboarding checklist, employee departure checklist, or separation checklist) is a comprehensive record of the steps that must be completed when an employee leaves the organisation. It spans the full offboarding process — from the return of company property and deactivation of IT access through to the calculation and payment of final entitlements under the National Employment Standards (NES), the issue of a separation certificate, and a reminder of ongoing post-employment confidentiality obligations. In Australia, the departure of an employee triggers a range of mandatory legal obligations. Under the Fair Work Act 2009 (Cth) and applicable Modern Awards, final pay — including wages for all time worked, accrued annual leave, and any redundancy pay or notice in lieu — must generally be paid within seven days of the last day of employment or on the next regular pay day. Under the NES, accrued but untaken annual leave must be paid out on termination regardless of the reason for the employee's departure. Long service leave entitlements and pro-rata payment rights on termination vary by state and territory legislation. Where employment ends by genuine redundancy, redundancy pay under the NES may also be required depending on the employee's length of service and the size of the employer. When Is an Employee Exit Checklist Needed? An Employee Exit Checklist should be used every time an employee leaves the organisation — regardless of the reason for departure. It is particularly valuable in the following circumstances: - When the employer wants to ensure that all company property is returned before the employee's last day, including laptops, mobile phones, keys, access cards, uniforms, and company vehicles; - When the IT department needs to deactivate all system access, email accounts, VPN credentials, and platform memberships promptly and consistently; - When the HR team needs to calculate and process a correct and compliant final pay, including all NES entitlements; - When the employer needs to issue a Separation Certificate to the employee for Services Australia purposes; - When the employer wants to ensure that the departing employee is reminded of their ongoing confidentiality, non-solicitation, and intellectual property obligations; - When the organisation wants to capture feedback through an exit interview to improve the employee experience. A well-completed exit checklist provides a contemporaneous record that all departure tasks were actioned, which can be critical if the former employee later makes a claim relating to underpayment, failure to pay out annual leave, or breach of confidentiality. Key Elements of an Australian Employee Exit Checklist A compliant and effective Australian Employee Exit Checklist should include the following elements: 1. Employee and departure details: Full name, job title, department, state or territory of employment, commencement date, last day of employment, reason for departure, and reporting manager. 2. Return of company property: A checklist covering all employer-issued property including laptop and computer equipment, mobile phone, keys and access cards, uniform and PPE, company vehicle, and corporate credit cards. 3. IT and systems access deactivation: A record that the employee's company email, system logins, VPN access, remote access credentials, and company social media or platform access have all been deactivated on or before the last day of employment. 4. Knowledge transfer and exit interview: A record of whether the employee has completed a handover and whether an exit interview was conducted. 5. Final pay calculation: A summary of all final pay items including outstanding wages, accrued annual leave (mandatory under the NES), long service leave entitlements, redundancy pay (if applicable), and notice in lieu. The final pay date should also be recorded. 6. Separation certificate: A record of whether the employee has requested or been issued a Separation Certificate (Services Australia form SU001). 7. Superannuation finalisation: Confirmation that final superannuation contributions at 11.5% of ordinary time earnings will be made by the next SG quarterly due date. 8. Confidentiality reminder: A written reminder to the employee of their post-employment obligations including confidentiality, intellectual property, and any applicable non-solicitation provisions. 9. Sign-off: Signatures by the HR contact, reporting manager, and the departing employee. 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.
Employee Handbook Acknowledgment (Australia)
An Australian Employee Handbook Acknowledgment is a formal document signed by an employee to confirm that they have received, read, and understood the employer's employee handbook (also called a staff handbook or policies and procedures manual). It creates a written record that the employee was made aware of the employer's workplace policies at a defined point in time, which is valuable evidence for employers if disciplinary or legal proceedings arise. In Australia, the legal framework governing employment is primarily established by the Fair Work Act 2009 (Cth) for employees covered by the national workplace relations system, which covers the vast majority of private sector employees. The Fair Work Act establishes the National Employment Standards (NES), which are the minimum entitlements that apply to all national system employees regardless of any award, enterprise agreement, or employment contract. Key NES entitlements include maximum weekly hours of work, requests for flexible working arrangements, parental leave and related entitlements, annual leave, personal and carer's leave and compassionate leave, community service leave, long service leave, public holidays, notice of termination and redundancy pay, and the Fair Work Information Statement (FWIS). The Fair Work Information Statement is a document prepared by the Fair Work Ombudsman that employers must provide to each new employee before or as soon as practicable after the employee commences employment, under s 125 of the Fair Work Act 2009 (Cth). The FWIS sets out information about the NES, modern awards, enterprise agreements, individual flexibility arrangements, the right to request flexible working arrangements, termination of employment, and the roles of the Fair Work Commission and Fair Work Ombudsman. Many employers include a confirmation that the FWIS has been received within the employee handbook acknowledgment form. An employee handbook acknowledgment serves several important practical functions. It establishes a clear record that the employee received the specific version of the handbook on a defined date, which is important when handbook policies are updated over time. It provides evidence that the employee was informed of key workplace policies — including anti-harassment and anti-discrimination policies, WHS obligations, confidentiality requirements, and codes of conduct — before the relevant events giving rise to a dispute. In unfair dismissal proceedings before the Fair Work Commission, employers frequently rely on acknowledgment forms to demonstrate that the dismissed employee was aware of the policy they were found to have breached. It is important to note that an employee handbook does not ordinarily form part of the employee's contract of employment unless it is expressly incorporated by reference in the employment contract. Many policies in a handbook, such as disciplinary procedures and bonus schemes, are considered to be policies of general application that may be amended by the employer from time to time, rather than contractual terms. However, certain provisions — particularly those that confer specific entitlements — may acquire contractual force if they are sufficiently certain and are intended to be binding. Employers should be precise in their handbooks about which policies are contractual and which are discretionary. The acknowledgment form should identify the specific version of the handbook being acknowledged, the date of acknowledgment, the employee's name and role, and the format in which the handbook was provided. Employers covered by the Fair Work Act should also confirm that the handbook is consistent with, and does not purport to exclude or reduce, the employee's minimum entitlements under the NES, any applicable Modern Award, or Enterprise Agreement. This acknowledgment form also includes optional sections for confirming receipt of the Fair Work Information Statement, workplace health and safety obligations under s 28 of the Work Health and Safety Act 2011 (Cth), and confidentiality obligations. It is suitable for all types of employees in Australia, including full-time, part-time, casual, and fixed-term employees.
Employee of the Month Nomination Form (Australia)
An Employee of the Month Nomination Form is a structured HR document used by Australian organisations to formalise the process of nominating and recognising employees who have demonstrated exceptional performance, positive workplace conduct, or outstanding contributions during a given month, quarter, or recognition period. A well-designed nomination form ensures that the recognition process is transparent, consistent, and based on objective criteria — qualities that protect the organisation from discrimination and general protections claims while maximising the motivational value of the program. Employee recognition programs are a cornerstone of modern HR management and organisational psychology. Research consistently shows that employees who feel genuinely recognised for their contributions have higher levels of engagement, lower absenteeism, greater loyalty to their employer, and are less likely to leave the organisation. In the Australian context, where the Fair Work Act 2009 (Cth) places significant emphasis on genuine workplace consultation and employee wellbeing, recognition programs contribute directly to a positive and compliant workplace culture. The Employee of the Month program is typically one element of a broader recognition framework that may also include annual performance reviews (conducted under the employer's performance management policy), long service awards, peer-to-peer recognition, and formal performance bonuses or incentives. Unlike performance bonuses — which are generally financial in nature and may be governed by the employee's employment agreement, applicable Modern Award, or Enterprise Agreement under the Fair Work Act 2009 (Cth) — the Employee of the Month award is a discretionary, non-contractual recognition that does not typically create a legally enforceable entitlement. However, employers must administer recognition programs in a way that complies with their obligations under the general protections provisions of the Fair Work Act 2009 (Cth) (Part 3-1) and under applicable anti-discrimination legislation, including the Age Discrimination Act 2004 (Cth), the Disability Discrimination Act 1992 (Cth), the Racial Discrimination Act 1975 (Cth), the Sex Discrimination Act 1984 (Cth), and state and territory anti-discrimination laws such as the Anti-Discrimination Act 1977 (NSW), the Equal Opportunity Act 2010 (Vic), and equivalent Acts in other jurisdictions. Recognition programs must be applied consistently — an employer who consistently overlooks employees from particular demographic groups for recognition, or whose nomination criteria structurally disadvantage certain employees, may be exposed to discrimination claims. The general protections provisions of the Fair Work Act 2009 (Cth) prohibit adverse action against an employee because of, or for reasons including, the exercise or proposed exercise of a workplace right, or because of a protected attribute such as race, colour, sex, sexual orientation, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction, or social origin (s 351). While the Employee of the Month program is positive in nature, organisations should ensure that the selection criteria and process do not indirectly disadvantage employees who exercise workplace rights (such as taking parental leave, requesting flexible working arrangements, or making a workplace complaint). To maximise the effectiveness and fairness of an Employee of the Month program, organisations should: develop clear, objective, and published selection criteria that are communicated to all employees; make nominations available to all eligible employees regardless of employment type (full-time, part-time, or casual) or tenure; use a structured nomination form that requires specific, evidence-based statements rather than general praise; consider a panel-based selection process rather than a single-decision-maker approach to reduce bias; ensure that the decision-making process is documented and that the supporting statement and evidence are retained on file; and avoid practices that create the perception of favouritism or that consistently exclude certain groups. A well-completed Employee of the Month Nomination Form should include: the organisation's name and the nomination period; the nominator's details and their relationship to the nominee; the nominee's name, position, department, employment type, and state; the recognition criteria that the nomination is based on; a detailed supporting statement describing the specific achievement, its impact on the team or organisation, and how it demonstrates the organisation's values; any supporting evidence such as customer feedback, performance metrics, or peer testimonials; and a nominator declaration confirming that the nomination is made in good faith. This template is suitable for use across all Australian states and territories and for organisations of all sizes, from small businesses to large corporations and public sector employers.
Employee Onboarding Checklist (Australia)
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.
Employee Warning Notice (Australia)
Issue a formal Employee Warning Notice compliant with Australian workplace law. Covers performance and conduct issues, required under Fair Work Act 2009 procedural fairness obligations before termination. Suitable for all states and territories.
Equal Opportunity Policy (Australia)
An Equal Opportunity Policy is a formal workplace document that sets out an Australian organisation's commitment to equal employment opportunity (EEO) and its obligations under federal and state anti-discrimination legislation, including the requirement under the Sex Discrimination Act 1984 (Cth) s 47C to take proactive measures to eliminate discrimination, sexual harassment, and related conduct. The policy addresses the positive duty obligations that apply under federal law and applicable state legislation, defines prohibited conduct, establishes complaint procedures, and sets out the consequences of breaching the policy. What Is an Equal Opportunity Policy? An Equal Opportunity Policy (also referred to as an EEO policy, anti-discrimination policy, or diversity and inclusion policy) is a written workplace document that reflects an organisation's commitment to providing a workplace free from discrimination, harassment, victimisation, and bullying on the basis of protected attributes. In Australia, the legal framework governing equal opportunity in employment is complex and multi-layered, involving federal legislation — including the Sex Discrimination Act 1984 (Cth), Racial Discrimination Act 1975 (Cth), Disability Discrimination Act 1992 (Cth), Age Discrimination Act 2004 (Cth), and the Workplace Gender Equality Act 2012 (Cth) — as well as state and territory anti-discrimination legislation in each jurisdiction. A critical development in the Australian EEO landscape was the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth), which introduced a positive duty under s 47C of the Sex Discrimination Act 1984 (Cth). This positive duty requires organisations to take reasonable and proportionate measures to eliminate sex discrimination, sexual harassment, sex-based harassment, hostile work environments, and victimisation — moving the compliance focus from reactive responses to complaints to proactive prevention. The Australian Human Rights Commission (AHRC) is empowered to conduct inquiries and take enforcement action against organisations that fail to comply with the positive duty. When Is an Equal Opportunity Policy Needed? An Australian Equal Opportunity Policy is needed in the following circumstances: - For all Australian organisations with employees, to demonstrate commitment to the positive duty under s 47C of the Sex Discrimination Act 1984 (Cth) and to access the reasonable steps defence to vicarious liability under s 106 of that Act; - When the organisation is subject to the Workplace Gender Equality Act 2012 (Cth) reporting obligations (generally applicable to non-public sector employers with 100 or more employees); - When the organisation operates in Victoria and is subject to the positive duty under the Equal Opportunity Act 2010 (VIC) to eliminate discrimination and sexual harassment as far as possible; - As part of a suite of workplace policies addressing conduct, complaints, and workplace culture; - Following an EEO incident or complaint, to demonstrate that the organisation has taken reasonable steps to prevent prohibited conduct. Key Elements of an Australian Equal Opportunity Policy A comprehensive and legally sound Australian Equal Opportunity Policy should include the following elements: 1. Scope: A clear statement of who the policy applies to, including employees, contractors, volunteers, job applicants, and clients. 2. Protected attributes: A comprehensive list of all protected attributes under applicable federal and state/territory legislation. 3. Definitions: Clear definitions of direct and indirect discrimination, sexual harassment, sex-based harassment, hostile work environment, victimisation, and workplace bullying. 4. Positive duty: The organisation's commitment to taking reasonable and proportionate measures to eliminate prohibited conduct, consistent with s 47C of the Sex Discrimination Act 1984 (Cth). 5. EEO commitments: The organisation's commitments to merit-based employment decisions, reasonable adjustments for disability, and gender equality reporting. 6. Responsibilities: The obligations of all employees and the enhanced obligations of managers and supervisors. 7. Complaint procedure: A clear, accessible, and confidential internal complaint procedure, together with information about external complaint pathways. 8. Consequences: The disciplinary consequences of breaching the policy, including the organisation's exposure to vicarious liability. 9. Training: The organisation's commitment to regular EEO training for all employees and specialist training for managers. This template is designed for use across all Australian states and territories.
Exit Interview Form (Australia)
Conduct structured exit interviews for departing employees in Australia. Captures feedback on reasons for leaving, workplace experience, management, and suggestions for improvement, helping employers reduce turnover and comply with Fair Work Act 2009 best practices.
Employee Expense Reimbursement Form (Australia)
An Employee Expense Reimbursement Form is a formal HR and finance document used by Australian employers to record, authorise, and process employee claims for reimbursement of legitimate business expenses incurred in the course of employment. The form provides a structured written record of each expense item, its business purpose, the amount claimed, and the supporting receipts or tax invoices attached. Once approved by the relevant manager, the form is forwarded to payroll or accounts payable for reimbursement. In Australia, employee expense reimbursements interact with three key areas of tax law: the Income Tax Assessment Act 1997 (Cth) (ITAA 1997), the Fringe Benefits Tax Assessment Act 1986 (Cth) (FBTAA), and the A New Tax System (Goods and Services Tax) Act 1999 (Cth) (GST Act). Employers and employees must understand how these laws apply to ensure that expense reimbursements are processed correctly, that appropriate deductions and input tax credits are claimed, and that any Fringe Benefits Tax (FBT) liability is correctly identified and managed. Under the ITAA 1997, employees may claim deductions for work-related expenses that are incurred in producing assessable income and are not capital, private or domestic in nature. The ATO's substantiation rules (Subdivision 900-B of the ITAA 1997) require that employees maintain written evidence (receipts, tax invoices, or other documentation) for each expense of $300 or more, and for all expenses where the total claim for the income year exceeds $300. Written evidence must show the name of the supplier, the amount of the expense, the nature of the goods or services, the date the expense was incurred, and the date the evidence was created. Employers should require all employees to submit original receipts (or certified copies) with their expense claims. FBT applies under the FBTAA to benefits provided by an employer to an employee, or to an associate of an employee, in connection with their employment. However, the 'otherwise deductible' rule in s 24 of the FBTAA provides that where an employee would have been entitled to a deduction for the expense had they paid for it themselves, the FBT taxable value of the reimbursement is reduced to nil — meaning most genuine business expense reimbursements (such as work travel, accommodation, and conference fees) are effectively exempt from FBT. Entertainment expenses — including restaurant meals and drinks — may be subject to FBT and the 50% entertainment deduction limitation under s 32-5 of the ITAA 1997. The FBT minor benefit exemption (Reg 7B of the Fringe Benefits Tax Regulations 2018) may apply to benefits with a value of less than $300 per occasion. For GST purposes, an employer can claim an input tax credit for the GST component of a reimbursed expense where: (a) the expense is a taxable supply; (b) the employee incurred the expense in the course of carrying on the employer's enterprise; and (c) the employer holds a tax invoice for the expense. Under Div 111 of the GST Act, an employer can claim input tax credits for employee reimbursements as if the employer had acquired the thing to which the expense relates. This means that employees should obtain a proper tax invoice (not just a receipt) for GST-registered suppliers for all claims over $82.50 (including GST). The ATO also publishes annual reasonable allowance amounts for travel and meal expenses under Taxation Ruling TR 2024/3 (and its predecessors), which set out the amounts that employees can claim without detailed substantiation when the employer pays a travel allowance that does not exceed the reasonable amount. Employers who pay allowances rather than reimbursements should ensure that allowance amounts comply with the relevant ATO ruling. A properly completed Employee Expense Reimbursement Form should include: the employee's full name, employee ID, job title, department, email, and state or territory; the employer's name and ABN; the approving manager's name and title; the claim period; the overall business purpose of the expenses; a detailed register of each expense item including date, category, description, amount (AUD incl. GST), GST status, and whether a receipt is attached; the total claim amount; an FBT declaration; the preferred payment method; the manager's authorisation; and a payroll/finance processing record. This template is suitable for use across all Australian states and territories and is designed to reflect current ATO substantiation requirements, FBT obligations under the Fringe Benefits Tax Assessment Act 1986 (Cth), and best practice finance and HR administration.
Fatigue Management Policy (Australia)
An Australian Workplace Fatigue Management Policy is a formal document that establishes an organisation's framework for identifying, assessing, and controlling fatigue-related risks in the workplace. Fatigue is a critical occupational health and safety issue in Australia, particularly in industries that involve shift work, extended hours, night work, or safety-critical operations such as road transport, mining, construction, healthcare, aviation, and maritime work. The consequences of inadequately managed workplace fatigue can include impaired cognitive function, slowed reaction times, poor decision-making, increased error rates, and a substantially elevated risk of workplace injury and death. The primary legal framework governing workplace fatigue management in Australia is the Work Health and Safety Act 2011 (Cth) (WHS Act) and its state and territory equivalents, which have been adopted in substantially harmonised form in all jurisdictions except Victoria (which operates under the Occupational Health and Safety Act 2004 (VIC)) and Western Australia (which enacted its harmonised legislation in 2020). Under section 19 of the WHS Act, a Person Conducting a Business or Undertaking (PCBU) — typically the employer — has a primary duty to ensure the health and safety of its workers so far as is reasonably practicable. Fatigue is expressly recognised as a psychosocial hazard under the Work Health and Safety Amendment (Managing Psychosocial Risks) Regulations 2022, which introduced specific requirements for PCBUs to identify, assess, and implement controls to manage psychosocial hazards including fatigue. Safe Work Australia has published a Code of Practice on Managing Psychosocial Hazards at Work (2022), which provides practical guidance on how to manage fatigue as a psychosocial hazard under the WHS framework. Compliance with the Code of Practice is not mandatory but provides a recognised standard against which a PCBU's response to fatigue risk will be assessed. A PCBU that follows the Code will generally be taken to have met its duty of care in relation to the hazard addressed by the Code. For the road transport industry, additional fatigue management obligations arise under the Heavy Vehicle National Law (HVNL), administered by the National Heavy Vehicle Regulator (NHVR). The HVNL applies in Queensland, New South Wales, Victoria, South Australia, Tasmania, and the Australian Capital Territory. It imposes specific work and rest time requirements on heavy vehicle drivers and creates a chain of responsibility that extends obligations to schedulers, operators, consignors, and loading managers who could reasonably have influenced whether a driver drove while fatigued. Breaches of HVNL fatigue requirements can result in substantial criminal penalties. Under the Fair Work Act 2009 (Cth) National Employment Standards (NES), employers must not request or require employees to work unreasonable additional hours. An employee may refuse a request if it would be unreasonable in all the circumstances, having regard to factors including the employee's health and safety, personal circumstances, the nature of the role, and any applicable Modern Award or enterprise agreement. Many Modern Awards also specify minimum break entitlements between shifts and maximum hours that must be observed in rostering. Effective fatigue management policies address four key areas: hazard identification and risk assessment (identifying which work activities, hours of work, and environmental conditions create fatigue risk); controls (roster design, maximum shift limits, minimum rest periods, and environmental controls such as rest facilities and lighting); responsibilities (defining the obligations of management, supervisors, and workers); and reporting and review (ensuring that fatigue incidents are captured, investigated, and used to improve controls). This policy includes optional provisions specific to heavy vehicle operations under the HVNL, making it suitable for both general workplace contexts and road transport operators. This Fatigue Management Policy is designed for a broad range of Australian industries and workplace types. It should be supplemented with industry-specific guidance, adapted to the particular hazards of each workplace, and reviewed at least annually in consultation with workers and their health and safety representatives.
Internet and Email Acceptable Use Policy (Australia)
An Internet and Email Acceptable Use Policy is a formal workplace document that sets out the rules, standards, and obligations governing the use of an organisation's information technology systems, internet connections, and email accounts by employees and other engaged persons. In Australia, such a policy must be consistent with a complex framework of federal and state/territory legislation, including the Telecommunications (Interception and Access) Act 1979 (Cth), the Privacy Act 1988 (Cth), applicable Surveillance Devices Acts, the Spam Act 2003 (Cth), and the Fair Work Act 2009 (Cth). What Is an Internet and Email Acceptable Use Policy? An Internet and Email Acceptable Use Policy (also referred to as an IT acceptable use policy, computer use policy, or electronic communications policy) is a written workplace document that defines an organisation's expectations and requirements regarding how its IT systems, internet access, and email accounts are to be used. The policy sets out what constitutes acceptable and prohibited use, informs employees of the organisation's monitoring activities, and specifies the consequences of misuse. In Australia, prior written notice of monitoring is required under the NSW Workplace Surveillance Act 2005 and similar legislation, making an acknowledged policy document a critical compliance tool. When Is an Internet and Email Acceptable Use Policy Needed? An Australian Internet and Email Acceptable Use Policy is needed in the following circumstances: - For any organisation that provides employees, contractors, or other workers with access to its IT systems, internet connections, or email accounts; - When the organisation's operations involve employees who handle confidential business information, client data, or personal information that could be disclosed or misused through IT systems; - When the organisation is subject to the Privacy Act 1988 (Cth) and the Australian Privacy Principles, and needs to manage data security risks associated with employee internet and email use; - When the organisation wishes to monitor employee internet and email activity for security or compliance purposes, as prior written notice is required under applicable state workplace surveillance legislation; - When the organisation operates in a regulated industry such as financial services, healthcare, or legal services, where IT security and data confidentiality are critical obligations; - As part of a broader suite of workplace policies addressing conduct, data security, and the use of company resources. Key Elements of an Australian Internet and Email Acceptable Use Policy A comprehensive and legally sound Australian Internet and Email Acceptable Use Policy should include the following elements: 1. Organisational details: The full legal name, ABN, and principal address of the organisation, together with the name of the policy owner and the effective and review dates. 2. Scope: A clear statement of who the policy applies to and what IT systems, devices, and services are covered, including company-owned devices, the organisation's network, email accounts, cloud services, and remote access systems. 3. Acceptable use: A clear definition of what constitutes acceptable use of the organisation's IT systems, primarily for business purposes, with any permitted incidental personal use clearly specified. 4. Prohibited use: A specific and comprehensive list of prohibited activities, including accessing illegal or offensive content, downloading unauthorised software, disclosing confidential information, breaching the Spam Act 2003 (Cth), and committing offences under the Criminal Code Act 1995 (Cth). 5. Monitoring disclosure: A prior written notice of the organisation's monitoring activities, including what is monitored, how monitoring data is used, and the data retention period. This satisfies disclosure obligations under the NSW Workplace Surveillance Act 2005 (s 10) and similar legislation. 6. Email standards: Professional communication standards for business email, including obligations under the Spam Act 2003 (Cth) for commercial electronic messages. 7. IT security obligations: Employee security responsibilities including password management, incident reporting, and compliance with security controls. 8. BYOD provisions: If applicable, rules governing personal devices used to access company systems. 9. Consequences: The disciplinary consequences of breaching the policy, including the range of action from warning through to summary dismissal for serious breaches. 10. Employee acknowledgement: A signed acknowledgement confirming the employee has read and understood the policy and consents to monitoring. This template is designed 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.
Leave Application Form (Australia)
A Leave Application Form is a formal HR document used by Australian employers to manage, record and approve employee requests for leave in a consistent and legally compliant manner. A well-structured leave application form ensures that all statutory leave entitlements under the Fair Work Act 2009 (Cth) are applied correctly and that a clear written record is maintained for payroll, rostering and compliance purposes. What Is a Leave Application Form? A Leave Application Form (also referred to as a leave request form, annual leave form, or absence request form) is a standardised document that an employee completes to formally request a period of absence from work. It captures the type of leave being requested, the dates and duration of the absence, the reason for the leave, any supporting documentation (such as a medical certificate), and the approval decision of the employee's manager and, where required, the HR department. This form creates a clear paper trail that protects both the employer and the employee in the event of any subsequent dispute about the nature of the absence or the entitlements applied. In Australia, leave entitlements for most employees are established by Part 2-2 of the Fair Work Act 2009 (Cth), which sets out the National Employment Standards (NES). The NES establishes minimum entitlements for all national system employees that cannot be displaced by an enterprise agreement, Modern Award or employment contract. Employers in Western Australia who employ state-system employees may be subject to different state industrial laws, though most private sector employers are covered by the national system. When Is a Leave Application Form Needed? A Leave Application Form should be used whenever an employee requests any type of planned or foreseeable absence from work. This includes: - Annual leave (vacation), planned well in advance under s 87 of the Fair Work Act 2009 (Cth). Full-time employees accrue four weeks of paid annual leave per year (five weeks for shift workers). Employers may direct employees to take annual leave during shutdown periods, subject to the requirements of any applicable Modern Award or enterprise agreement; - Personal and carer's leave, whether for the employee's own illness or injury (sick leave), or to provide care and support to an immediate family or household member who is ill, injured or in need of emergency care, under s 96 of the Act. Full-time employees accrue ten days of paid personal/carer's leave per year; - Compassionate leave, for the death or life-threatening illness or injury of a member of the employee's immediate family or household, under s 104 of the Act — two days per occasion, which may be paid or unpaid; - Community service leave, including jury duty (paid for the first ten days under s 111A) and voluntary emergency management activities (unpaid), under s 108 of the Act; - Parental leave and related entitlements under s 67 of the Act, including up to twelve months of unpaid parental leave with the right to request an additional twelve months; - Long service leave, which is governed by state and territory legislation that varies across jurisdictions — employers must apply the correct state or territory long service leave law depending on where the employee works; - Leave without pay (unpaid leave), which is not a statutory NES entitlement but is commonly provided under enterprise agreements, Modern Awards, or as an employer discretion. Key Elements of an Australian Leave Application Form A compliant and well-designed leave application form under Australian employment law should include the following elements: 1. Employer and employee identification: The employer's legal name and the employee's full name, job title, department, employee ID, employment type (full-time, part-time or casual) and state or territory of employment. 2. Leave type classification: A clear identification of the type of leave being requested, referencing the relevant NES provision or state legislation where applicable. This is essential for payroll coding and entitlement calculation. 3. Dates and duration: The start date, end date and total number of working days (or hours for part-time employees) of the leave period, and the expected return-to-work date. 4. Current leave balance: The employee's accrued leave balance as at the date of the application, to assist the manager and HR team in assessing whether the entitlement is available. 5. Reason and evidence requirements: A brief statement of the reason for leave, and for personal/carer's leave of two or more consecutive days, a note as to whether a medical certificate or statutory declaration is attached, as required under s 107 of the Fair Work Act 2009 (Cth). 6. Work cover arrangements: A description of arrangements made to manage the employee's workload and client responsibilities during their absence. 7. Employee declaration: A signed declaration by the employee that the information provided is true and correct. 8. Manager approval: The approving manager's decision (approved, modified or declined), signature and date. 9. HR approval and payroll notification: For complex leave types including parental leave and long service leave, an HR sign-off section and confirmation that payroll has been notified. Fair Work Act 2009 (Cth) — NES Leave Summary The National Employment Standards in Part 2-2 of the Fair Work Act 2009 (Cth) establish the minimum leave entitlements applicable to all national system employees in Australia. These entitlements apply in addition to, and cannot be reduced by, any Modern Award, enterprise agreement or employment contract. State and territory long service leave legislation supplements the NES and varies by jurisdiction. This template is suitable for use across all Australian states and territories and for all employment types — full-time, part-time and casual (noting that casual employees have different NES leave entitlements).
Employee Leave Policy (Australia)
An Employee Leave Policy is a formal workplace document that sets out the leave entitlements and procedures applicable to employees of an Australian organisation. The policy must be consistent with the minimum leave entitlements established by the National Employment Standards (NES) under Part 2-2 of the Fair Work Act 2009 (Cth) — including annual leave (s 87), personal/carer's leave (s 96), compassionate leave (s 104), community service leave (s 108), and parental leave (s 67-85) — as well as state and territory long service leave legislation and any applicable modern award or enterprise agreement. What Is an Employee Leave Policy? An Employee Leave Policy (also referred to as a leave management policy or staff leave policy) is a written workplace document that consolidates and explains all leave entitlements applicable to an organisation's employees, sets out the procedures for applying for and taking leave, and specifies the evidence requirements for different types of leave. In Australia, the NES establishes non-negotiable minimum leave entitlements for all national system employees that cannot be reduced by an employer, an award, an enterprise agreement, or a contract of employment. A comprehensive leave policy ensures that employees understand their entitlements, that managers apply leave consistently, and that the organisation complies with its obligations under the Fair Work Act 2009 (Cth) and applicable state legislation. When Is an Employee Leave Policy Needed? An Australian Employee Leave Policy is needed in the following circumstances: - For any national system employer with employees who are entitled to NES leave benefits, including annual leave, personal/carer's leave, compassionate leave, community service leave, and parental leave; - When the organisation operates across multiple states or territories and needs to address the different long service leave entitlements that apply in each jurisdiction; - When the organisation provides additional leave benefits beyond the NES minimums (such as enhanced parental leave, additional annual leave, study leave, or cultural leave) and needs a clear policy to communicate and manage these benefits; - When the organisation needs to establish clear procedures for leave applications, approvals, and evidence requirements to manage leave consistently and reduce disputes; - When the organisation needs to comply with the Fair Work Regulations 2009 (Cth) record-keeping obligations for leave accruals and balances. Key Elements of an Australian Employee Leave Policy A comprehensive and legally sound Australian Employee Leave Policy should include the following elements: 1. Annual leave: Entitlement (minimum 4 weeks under s 87 of the Fair Work Act), accrual method, approval process, management of excessive balances, and any annual leave loading provisions. 2. Personal/carer's leave: Entitlement (minimum 10 days per year under s 96), accrual and carry-over rules, notification requirements, and evidence requirements under s 107. 3. Compassionate leave: Entitlement (2 days per occasion under s 104), definition of immediate family and household members, and any enhanced provisions. 4. Community service leave: Entitlement for jury duty and emergency management activities under ss 108-112, including make-up pay for jury duty under s 111. 5. Parental leave: Unpaid parental leave entitlements under ss 67-85, notice requirements, and right of return provisions, together with information about government-funded Parental Leave Pay. 6. Long service leave: State and territory-specific entitlements under applicable long service leave legislation, noting the significant variation between jurisdictions. 7. Additional leave: Any benefits provided above the NES minimums, clearly specified to avoid ambiguity. 8. Application and approval procedure: The process for requesting and approving all types of leave. 9. Record-keeping: The organisation's obligations to maintain accurate leave records under the Fair Work Regulations 2009 (Cth). This template is designed 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.
Lone Worker Policy (Australia)
A Lone Worker Policy is a formal workplace health and safety document that establishes the systems, procedures and standards required to protect the health, safety and welfare of employees and other workers who work in isolation or without close direct supervision. Under the Work Health and Safety Act 2011 (Cth), a person conducting a business or undertaking (PCBU) has a primary duty of care to ensure, so far as is reasonably practicable, the health and safety of all workers — including those who work alone. What Is a Lone Worker Policy? A Lone Worker Policy (also referred to as a working alone policy, isolated worker policy, or lone working safety procedure) is a written work health and safety (WHS) document that defines who is a lone worker within an organisation, identifies the specific risks associated with working in isolation, specifies the controls implemented to manage those risks, and sets out the check-in and emergency response procedures that all lone workers and their supervisors must follow. A lone worker is any worker who performs work in physical or functional isolation from other workers — that is, without a co-worker physically present and without easy access to assistance in the event of an emergency. This includes employees who work alone at a fixed worksite outside of standard business hours; who travel to client premises, remote sites or regional locations unaccompanied; who work from home without another person present; who perform fieldwork, patrols, inspections or home visits; or who work in any environment where the absence of a colleague means that an injury, medical emergency, or violent incident could go undetected. When Is a Lone Worker Policy Needed? A Lone Worker Policy is needed by any Australian organisation whose operations regularly involve workers performing tasks in isolation. This includes but is not limited to: - Construction and trades businesses whose workers carry out solo site inspections, maintenance, or after-hours work; - Healthcare and disability support providers whose workers conduct home visits, in-home care, or community outreach; - Security businesses whose workers conduct patrols or monitor unattended facilities; - Real estate agencies whose workers conduct property inspections alone; - Agricultural and environmental organisations whose workers operate in rural or remote locations; - Retail businesses whose workers open or close premises alone; - Any organisation operating a remote office, depot, or facility where a single worker may be present; - Transport and logistics companies whose drivers travel alone on long-distance or regional routes. A Lone Worker Policy is not just best practice — for many of these industries it is an essential element of demonstrating that the PCBU has discharged its primary duty of care under s 19 of the Work Health and Safety Act 2011 (Cth) and has managed the foreseeable risks of lone working so far as is reasonably practicable, as required by s 17. Key Elements of an Australian Lone Worker Policy A compliant and effective Australian Lone Worker Policy should include the following elements: 1. Organisation identification: The full legal name of the PCBU, ABN, address, state or territory, the name of the WHS officer or policy owner, and the policy effective and review dates. 2. Definition of lone workers: A clear, organisation-specific definition of who is a lone worker, including all roles and scenarios covered by the policy. 3. Risk assessment: A structured identification of the foreseeable risks associated with lone working in the organisation's specific operating environment, together with the controls implemented to eliminate or minimise those risks, applying the hierarchy of controls under the Work Health and Safety Regulation 2017 (Cth). 4. Check-in procedure: A mandatory, documented check-in procedure that specifies the required frequency, method, and monitoring contact for all lone working activities. Regular check-ins are a critical administrative control that allows the organisation to confirm the worker's safety and to act promptly if contact is lost. 5. Missed check-in escalation: A clear, step-by-step escalation procedure that details exactly what action must be taken — and by whom — if a lone worker fails to make a scheduled check-in, including when emergency services must be contacted. 6. Emergency protocols: Specific procedures for workers to follow in the event of a medical emergency, injury, fire, or threat of violence, and the organisation's corresponding emergency response obligations, including notifiable incident reporting requirements under s 38 of the Work Health and Safety Act 2011 (Cth). 7. Training requirements: The specific training that must be completed by all lone workers before they are permitted to work alone, including first aid, personal safety, and any role-specific hazard training. 8. Responsibilities: Clear allocation of WHS responsibilities between the PCBU, supervisors, and lone workers, including the worker's own duty to take reasonable care under s 28 of the WHS Act. 9. Consultation: Acknowledgement of the employer's obligation to consult with workers on WHS matters affecting them under s 47 of the Work Health and Safety Act 2011 (Cth). 10. Worker acknowledgement: A signed acknowledgement page, including the worker's emergency contact details, confirming they have read and understood the policy. This template is designed for use across all Australian states and territories. Note that Western Australia and Victoria have their own WHS legislation (the Work Health and Safety Act 2020 (WA) and the Occupational Health and Safety Act 2004 (Vic) respectively) which differs in some respects from the model WHS laws. Employers operating in those states should seek specific local legal advice.
Modern Award Compliance Checklist (Australia)
Create a Modern Award Compliance Checklist under the Fair Work Act 2009 (Cth) to document your business's compliance with pay rates, penalty rates, overtime, leave entitlements, superannuation, and record-keeping obligations. Suitable for all Australian industries and occupations covered by modern awards.
Performance Review Form (Australia)
A Performance Review Form is a formal written document used by Australian employers to assess an employee's performance against agreed key performance indicators (KPIs), objectives, and behavioural competencies over a defined review period. It creates a structured, documented record of the employer's assessment, the employee's achievements, areas requiring improvement, and the goals and development plan for the next period — all essential elements of lawful performance management under Australian employment law. What Is a Performance Review Form? A Performance Review Form (also referred to as a performance appraisal form, annual review form, staff performance review, or employee performance evaluation) is a document completed during or after a formal performance review meeting between an employee and their manager. It captures ratings across key performance dimensions, records specific achievements and areas for improvement, sets goals and a development plan for the next review period, and provides an opportunity for the employee to record their own self-assessment and comments. In Australia, fair and documented performance management is closely linked to the procedural fairness requirements of the Fair Work Act 2009 (Cth). Where an employer is considering dismissing an employee for performance reasons, the employer must be able to demonstrate that the employee was given clear notice of the performance concerns, an adequate opportunity to respond, and a reasonable opportunity to improve before any dismissal decision was made. A properly completed performance review form creates an important contemporaneous record that these requirements have been met. Performance management decisions must also comply with Australian anti-discrimination legislation, including the Age Discrimination Act 2004 (Cth), Disability Discrimination Act 1992 (Cth), Racial Discrimination Act 1975 (Cth), Sex Discrimination Act 1984 (Cth), and applicable state and territory anti-discrimination laws. Performance ratings must be based on observable, work-related behaviours and outcomes — not on personal characteristics, protected attributes, or the exercise of a workplace right. When Is a Performance Review Form Needed? A Performance Review Form should be used by any Australian employer that conducts formal performance reviews of its employees. It is particularly important in the following circumstances: - When conducting annual, mid-year or quarterly performance reviews as part of the organisation's standard HR cycle; - When an employee's performance or conduct has been identified as below expectations and the employer wants to document concerns and set an improvement plan; - When an employee is being considered for a promotion, salary increase, or additional responsibilities, and the employer wants to document the basis for that decision; - When the employer's enterprise agreement or Modern Award contains requirements about performance review processes; - When the employer wants to create a clear, documented record of performance expectations, achievements, and agreed goals that can be retained on the employee's personnel file. Key Elements of an Australian Performance Review Form A compliant and effective Australian Performance Review Form should include the following elements: 1. Employer, employee, and reviewer details: The full legal name of the employer, ABN, the employee's full name, job title, department, state or territory of employment, commencement date, the reviewer's name and title, and the type and dates of the review. 2. Review period and type: A clear statement of the period being assessed and the type of review being conducted (annual, mid-year, post-probation, or performance improvement). 3. KPI and target achievement: A detailed record of the specific KPIs, targets, and objectives set at the beginning of the review period, together with the actual results achieved against each. 4. Performance ratings: Objective, criterion-referenced ratings across key dimensions including KPI achievement, quality of work, communication, initiative, leadership (if applicable), and attendance. Using a consistent 1-5 scale promotes fairness and comparability. 5. Achievements and areas for improvement: Written assessments of the employee's key achievements and specific, constructive areas requiring improvement, based on observable evidence. 6. Review outcome: A clear statement of the outcome of the review, including whether a performance improvement plan is required. 7. Development plan and goals: Specific, measurable performance goals and professional development activities for the next review period, together with the employer's commitments to support the employee. 8. Employee self-assessment: An opportunity for the employee to record their own reflections and comments on the review, promoting procedural fairness and two-way communication. 9. Signatures: Signatures by both the reviewing manager and the employee confirm that the review was conducted and communicated. 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.
Employee Privacy Notice (Australia)
Issue a compliant Employee Privacy Notice and Collection Statement under Australian Privacy Principle 5 (APP 5) of the Privacy Act 1988 (Cth). Covers the employee records exemption under s7B(3), notification of personal and sensitive information collection, payroll and TFN handling under the Income Tax Assessment Act, workplace health and safety information, superannuation, overseas disclosure obligations under APP 8, access and correction rights under APP 12 and 13, and the Notifiable Data Breaches scheme under Part IIIC of the Privacy Act 1988. Includes an employee acknowledgment signature block for HR compliance records.
Probation Review Form (Australia)
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.
Social Media Policy (Australia)
A Social Media Policy is a formal workplace policy document that sets out the rules, responsibilities and standards governing the use of social media by employees and other workers engaged by an organisation, both in a professional capacity (on company accounts) and on personal accounts during and outside work hours. An Australian Social Media Policy must be consistent with the Fair Work Act 2009 (Cth), Privacy Act 1988 (Cth), and applicable anti-discrimination and defamation laws. What Is a Social Media Policy? A Social Media Policy (also referred to as a social networking policy, digital media policy, or online conduct policy) is a written workplace document that defines an organisation's expectations and requirements for how its employees use social media in connection with their employment. The policy applies to all social media platforms — including LinkedIn, Facebook, Instagram, X (formerly Twitter), TikTok, YouTube, Reddit, personal blogs, online forums, review sites and messaging platforms — and covers both authorised professional use of the organisation's social media channels and the personal social media activity of employees to the extent it connects to the employment relationship. In Australia, the relationship between social media and employment law has developed significantly through Fair Work Commission decisions. The Commission has consistently held that social media posts made outside of work hours can provide a valid reason for disciplinary action — including termination — if the content has a sufficient connection to the employment relationship, damages the employer's reputation, disrupts workplace harmony, undermines trust and confidence, or constitutes workplace bullying or harassment. When Is a Social Media Policy Needed? An Australian Social Media Policy is needed in the following circumstances: - For any organisation with employees who use social media in connection with their work, whether on company accounts or in ways that reference the organisation, colleagues, or clients; - When the organisation's operations involve employees who have access to confidential business or client information that could potentially be shared on social media; - When the organisation is required to comply with the Privacy Act 1988 (Cth) and the Australian Privacy Principles in relation to the handling of personal information about clients, customers or employees; - When the organisation wants to establish clear standards for professional use of company social media accounts, including who is authorised to post and what approval processes apply; - When the organisation wants to address the risk of employees making defamatory, discriminatory or harassing statements on social media that could expose the organisation to legal liability; - As part of a broader suite of workplace policies addressing conduct, confidentiality, and the use of company resources. Key Elements of an Australian Social Media Policy A comprehensive and legally sound Australian Social Media Policy should include the following elements: 1. Organisation identification: The full legal name, ABN, and principal address of the organisation, together with the name of the policy owner and the effective and review dates. 2. Scope and application: A clear statement of who the policy applies to (including employees, contractors, volunteers and other engaged workers) and the social media platforms and channels covered. 3. Professional use rules: Standards governing the use of official company social media accounts, including who is authorised to post, what content approval processes apply, how client or customer complaints are to be managed online, and how the organisation's brand and intellectual property are to be used. 4. Personal use rules: Standards governing employees' personal social media use, both during and outside work hours. Under Fair Work Commission decisions including O'Keefe v Williams Muir's Pty Ltd [2011], Linfox Australia Pty Ltd v Glen Stutsel [2012], and subsequent decisions, out-of-hours social media conduct can constitute a valid reason for dismissal where it has a sufficient nexus to the workplace. 5. Confidentiality obligations: A clear definition of what constitutes confidential information and an express prohibition on disclosing any such information through social media channels, consistent with the employee's contractual confidentiality obligations and the Privacy Act 1988 (Cth). 6. Privacy obligations: Requirements consistent with the Australian Privacy Principles under the Privacy Act 1988 (Cth), including prohibitions on posting personal information about colleagues, clients or third parties without their consent. 7. Adverse action protections: The policy should acknowledge that it does not seek to prohibit the exercise of any workplace right under the Fair Work Act 2009 (Cth), including the right to make a complaint (s 340) or to participate in industrial activities. 8. Breach and consequences: Examples of prohibited conduct and a clear statement of the range of disciplinary consequences, up to and including termination for serious breaches. 9. Reporting procedure: A mechanism for employees to report concerns about social media conduct by others, with confidentiality protections. 10. Employee acknowledgement: A signed acknowledgement confirming the employee has read and understood the policy. This template is designed 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.
Time Off Request Form (Australia)
A Time Off Request Form — also commonly called a Leave Request Form or Leave Application Form — is a standard workplace document that allows an employee to formally apply to their manager or employer for an approved period of leave from work. It records the type of leave being requested, the dates involved, the employee's details, and any supporting information required by the organisation. Once submitted, the form provides a written record of the request that can be reviewed, approved, or declined in accordance with the organisation's leave management policies and the employee's statutory entitlements. In Australia, leave entitlements are primarily governed by the Fair Work Act 2009 and the National Employment Standards (NES), which set out the minimum leave conditions that apply to all national system employees — that is, employees in the private sector and certain other sectors covered by the Fair Work Act. Under the NES, full-time employees are entitled to a range of minimum leave types, each subject to specific conditions. Paid annual leave is governed by Division 6 of Part 2-2 of the Fair Work Act 2009, beginning at section 87. Full-time employees are entitled to four weeks of paid annual leave per year, and shift workers may be entitled to five weeks. Annual leave accrues on a progressively accruing basis and is paid at the employee's base rate of pay. Employees and their employers may agree on when annual leave is taken, but the employer cannot unreasonably refuse a request for annual leave. Personal and carer's leave — which covers both paid sick leave and carer's leave — is governed by sections 96 to 107 of the Fair Work Act 2009. Full-time employees are entitled to 10 days of paid personal/carer's leave per year. Employees may take this leave when they are not fit for work due to personal illness or injury, or when they need to provide care or support to a family member or household member who is ill, injured, or requires urgent assistance. Under section 107 of the Fair Work Act 2009, an employee who takes personal/carer's leave must notify the employer as soon as practicable and, if requested, provide evidence such as a medical certificate or statutory declaration. Compassionate or bereavement leave entitles employees to two days of paid leave per occasion when a member of the employee's immediate family or household dies or contracts a life-threatening illness or injury (s 104 Fair Work Act 2009). Community service leave, including jury duty, is unpaid leave under Division 8 of Part 2-2 of the Fair Work Act 2009 for activities such as jury service or emergency management activities. Long service leave entitlements vary by state and territory and are governed by the applicable long service leave legislation in each jurisdiction, such as the Long Service Leave Act 2009 (NSW), the Long Service Leave Act 1992 (Vic), and equivalent Acts in other states and territories. Generally, employees become entitled to long service leave after a specified minimum period of continuous service with the same employer — typically seven to ten years. Modern Awards and Enterprise Agreements may provide for additional or more generous leave entitlements beyond the NES minimums. The Leave Request Form should be used in conjunction with the applicable Award, Enterprise Agreement, or workplace leave policy to ensure entitlements are correctly recorded and managed. A well-designed Leave Request Form includes: employee name and contact details; employee ID or staff number; position and department; manager or supervisor details; type of leave requested; leave start and end dates; total number of working days; reason for leave (optional, but required for personal/carer's leave in some circumstances); confirmation of whether supporting evidence is provided; coverage arrangements during the employee's absence; an employee declaration confirming accuracy; and a manager approval section. This template is suitable for use across all Australian states and territories and reflects the minimum requirements of the Fair Work Act 2009, the National Employment Standards, and best practice HR administration.
Volunteer Agreement (Australia)
Create a clear and compliant Volunteer Agreement for Australia. This template sets out the mutual expectations between an organisation and a volunteer without creating an employment relationship under the Fair Work Act 2009. It covers role descriptions, time commitment, expense reimbursement, Working with Children Checks, work health and safety (WHS Act 2011), privacy (Privacy Act 1988), confidentiality, and termination, all adapted to Australian law.
Working from Home Policy (Australia)
A Working from Home Policy is a formal workplace document that sets out the rules, responsibilities, and standards governing remote work arrangements for employees of an Australian organisation. The policy must address the employer's obligations under the Fair Work Act 2009 (Cth) — including the right to request flexible working arrangements under s 65 — as well as the Work Health and Safety Act 2011 (Cth) duty of care that extends to home-based workplaces, the Privacy Act 1988 (Cth), and applicable state workers' compensation legislation. What Is a Working from Home Policy? A Working from Home Policy (also referred to as a remote work policy, WFH policy, or flexible working policy) is a written workplace document that defines an organisation's approach to working from home arrangements, including who is eligible, how arrangements are requested and approved, what obligations apply to employees working from home, and the circumstances in which arrangements can be varied or terminated. In Australia, the policy must address three distinct legal dimensions: the employee's right to request flexible working arrangements under the Fair Work Act 2009 (Cth); the employer's ongoing duty of care for the safety of the home workplace under the Work Health and Safety Act 2011 (Cth); and data security and privacy obligations that apply to remote work under the Privacy Act 1988 (Cth). When Is a Working from Home Policy Needed? An Australian Working from Home Policy is needed in the following circumstances: - For any organisation that permits or is considering permitting employees to work from home, whether on a regular basis or in emergency situations; - When employees have exercised or intend to exercise the right to request flexible working arrangements under the Fair Work Act 2009 (Cth) s 65; - When the organisation has obligations under the Work Health and Safety Act 2011 (Cth) to ensure the safety of employees working from home, including the need to conduct workspace risk assessments; - When employees are working from home and accessing the organisation's IT systems, making data security and privacy obligations under the Privacy Act 1988 (Cth) relevant; - When the organisation needs clear guidance on expense reimbursement, equipment provision, working hours, and performance expectations for remote workers; - When the organisation needs to address workers' compensation coverage for injuries sustained in the home workplace. Key Elements of an Australian Working from Home Policy A comprehensive and legally sound Australian Working from Home Policy should include the following elements: 1. Eligibility: Clear criteria for which employees and roles are eligible for WFH arrangements, and any exclusions (such as employees on probation or in roles that require on-site presence). 2. Application process: The process for requesting, approving, and documenting WFH arrangements, consistent with the Fair Work Act 2009 (Cth) s 65A requirement to respond within 21 days. 3. WHS obligations: The employer's duty of care under the Work Health and Safety Act 2011 (Cth) s 19 as it applies to home workplaces, including workspace assessment requirements, hazard identification, and incident reporting. 4. Equipment and IT provision: What the organisation will provide versus what the employee is responsible for, and the rules for using organisation-provided equipment at home. 5. Working hours and communication: Expected working hours, availability requirements, communication protocols, and core hours. 6. Expense reimbursement: What additional expenses the organisation will and will not reimburse, and reference to ATO guidance on home office deductions. 7. Data security: Obligations for protecting confidential information and personal data when working from home, consistent with the Privacy Act 1988 (Cth) and the Australian Privacy Principles. 8. Workers' compensation: Clarification of coverage for work-related injuries occurring at the approved home workplace. 9. Performance management: How performance will be managed and measured for remote workers. 10. Termination of WFH: The circumstances in which the organisation or the employee may bring the WFH arrangement to an end. This template is designed 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.
Workplace Health and Safety Policy (Australia)
An Australian Workplace Health and Safety (WHS) Policy is a formal document in which an employer commits to providing and maintaining a safe and healthy work environment for all workers and others affected by its activities. It sets out the organisation's WHS obligations under Australian law, defines the responsibilities of officers, managers, and workers, and establishes the systems and procedures the organisation will use to identify hazards, assess risks, and implement controls. The primary legislative framework governing WHS in Australia is the Work Health and Safety Act 2011 (Cth) (the WHS Act) and the Work Health and Safety Regulation 2017 (Cth) (the WHS Regulation), developed by Safe Work Australia as model legislation. As of 2026, the model WHS Act has been adopted by the Commonwealth, New South Wales, Queensland, South Australia, the Australian Capital Territory, the Northern Territory, and Tasmania. Victoria and Western Australia have separate but substantially similar legislation (the Occupational Health and Safety Act 2004 (Vic) and the Work Health and Safety Act 2020 (WA)). The central obligation on employers is found in s 19 of the WHS Act. A person conducting a business or undertaking (PCBU) must ensure, so far as is reasonably practicable, the health and safety of workers engaged by or caused to be engaged by the PCBU, and the health and safety of workers whose activities in carrying out work are influenced or directed by the PCBU. The 'so far as is reasonably practicable' qualifier requires the PCBU to weigh the likelihood and severity of a risk against the availability and cost of measures to eliminate or minimise it. Under s 27 of the WHS Act, officers of a PCBU (including directors and senior managers) have a positive duty to exercise due diligence to ensure the organisation complies with its WHS obligations. This includes acquiring and keeping up-to-date knowledge of WHS matters, understanding the operations and associated risks of the business, ensuring the PCBU has appropriate resources and processes to eliminate or minimise WHS risks, and verifying that those resources and processes are being used effectively. Workers also have duties under s 28 of the WHS Act. They must take reasonable care for their own health and safety, ensure their acts or omissions do not adversely affect the safety of others, comply with any reasonable WHS instruction given by the PCBU, and cooperate with any reasonable WHS policy or procedure. The WHS Regulation 2017 (Cth) supplements the WHS Act by providing detailed requirements for managing risks, including the hierarchy of controls: elimination, substitution, isolation, engineering controls, administrative controls, and personal protective equipment (PPE) as a last resort. Employers are required to consult with workers when identifying hazards, assessing risks, and making decisions about controls under Part 5 of the WHS Act. Notifiable incidents — including workplace fatalities, serious injuries or illnesses, and dangerous incidents as defined in ss 35 to 37 of the WHS Act — must be reported immediately to the relevant state or territory WHS regulator. The incident scene must be preserved until an inspector attends or authorises disturbance under s 39 of the WHS Act. Having a documented WHS Policy is a fundamental element of any effective WHS management system. It demonstrates the organisation's commitment to health and safety at the highest level, provides a framework for establishing WHS objectives and responsibilities, and supports compliance with the WHS Act and WHS Regulation. Employers with five or more employees are required to record significant findings of risk assessments in writing under the WHS Regulation. This WHS Policy is suitable for businesses of all sizes across all industries operating in Australia and should be reviewed at least annually, or whenever there is a significant change to operations, personnel, or legislation.
Workplace Surveillance Policy (Australia)
Create a compliant Australian Workplace Surveillance Policy notifying employees of camera/CCTV, computer and internet monitoring, and GPS/vehicle tracking. Compliant with the Workplace Surveillance Act 2005 (NSW), Surveillance Devices Act 1999 (VIC), Surveillance Devices Act 2007 (NT), Listening and Surveillance Devices Act 1992 (TAS), Surveillance Devices Act 2016 (SA), and Privacy Act 1988 (Cth) APPs. Satisfies the mandatory 14-day prior written notice requirement under the NSW Act. Covers overt and covert surveillance provisions, BYOD (Bring Your Own Device) monitoring, data use and retention, disciplinary use of surveillance evidence, and worker rights and complaint procedures.
Employee Handbook Acknowledgment (Canada)
Create a professional Canadian employee handbook acknowledgment form. Confirms employee receipt and understanding of workplace policies, including OHSA harassment and violence prevention, AODA accessibility, PIPEDA privacy, anti-discrimination, and progressive discipline. Includes orientation confirmation, statutory obligation references, and province selector for all provinces and territories.
Employee of the Month Nomination Form (Canada)
Create a structured Employee of the Month Nomination Form for Canadian workplaces. Includes nominator and nominee details, nomination category, detailed justification narrative, supporting examples of exceptional performance, and recommendation level. Compliant with CPHR Canada recognition program best practices.
Employee Onboarding Checklist (Canada)
Structured onboarding checklist for new employees in Canada. Covers payroll setup (SIN, TD1 forms), benefits enrollment, workplace orientation, health and safety training, and provincial Employment Standards Act compliance tasks.
Employee Warning Letter (Canada)
Create a professional Canadian employee warning letter for progressive discipline. Covers verbal, first written, second written, and final warnings. References provincial Employment Standards Acts, includes improvement plans with deadlines, prior disciplinary history, employee acknowledgment, and optional witness. Suitable for all provinces and territories.
Employee Warning Notice (Canada)
Issue a formal Employee Warning Notice in Canada as part of progressive discipline. Documents misconduct or performance issues, expected improvements, consequences of non-compliance, and creates the paper trail required under Canadian employment law before termination for cause.
Employee Emergency Contact Form (Canada)
Create a Canadian Employment Contract with integrated emergency contact information. Covers OHS Act compliance, employee emergency contact details, compensation in CAD, probation, termination notice, and provincial employment standards.
Employment Offer Letter (Canada)
Create a professional Canadian employment offer letter compliant with provincial Employment Standards Acts. Covers compensation in CAD, working hours with provincial overtime thresholds (ON: 44h, BC: 40h, AB: 44h), probationary period, vacation entitlements, termination notice, confidentiality, IP assignment under the Copyright Act, and non-solicitation clauses. Province selector for governing law. References ESA (ON), ESA (BC), ESC (AB), PIPEDA, and the Working for Workers Act non-compete ban.
Employment Termination Letter (Canada)
Canadian employment termination letter compliant with provincial Employment Standards Acts (ESA), including notice periods, severance, ROE, and CPP/EI requirements.
Employment Verification Letter (Canada)
Issue an Employment Verification Letter compliant with Canadian privacy law. Confirms employment details with PIPEDA-compliant consent, optional salary and benefits disclosure, and a good-faith accuracy statement. Suitable for mortgage, rental, or immigration applications.
Exit Interview Form (Canada)
Conduct structured exit interviews with departing employees in Canada. Captures reasons for leaving, job satisfaction, management feedback, and improvement suggestions to reduce turnover and comply with provincial employment standards.
Flexible Working Request (Canada)
Submit a formal flexible working request in Canada. Covers reduced hours, compressed workweek, remote work, and schedule changes under provincial Employment Standards Acts and the Canada Labour Code.
Incident Report (Canada)
Create a professional Canadian workplace incident report compliant with the Canada Labour Code Part II, Ontario Occupational Health and Safety Act (OHSA), BC Workers Compensation Act, and Alberta Occupational Health and Safety Act. Covers all incident types including workplace injuries, near misses, property damage, chemical exposure, and equipment malfunction. Includes root cause analysis, corrective action planning, WSIB/WCB reportability determination, CSA-standard PPE documentation, Joint Health and Safety Committee (JHSC) notification, and supervisor certification. Suitable for all provinces and territories. Download as PDF or Word.
Job Application Form (Canada)
Create a Canadian job application form compliant with the Canadian Human Rights Act, provincial human rights codes, and PIPEDA. Covers personal information, education, work experience, skills, language proficiency, certifications, and references without asking prohibited questions.
Leave Application Form (Canada)
Apply for or approve employee leave in Canada with a compliant Leave Application Form. Covers vacation, sick leave, parental leave, compassionate care leave, and other statutory and non-statutory leaves under provincial Employment Standards Acts and the federal Employment Insurance Act.
Mileage Reimbursement Form (Canada)
Create a Canadian mileage reimbursement form using CRA prescribed kilometric rates. Covers trip details, kilometre tracking, tolls, parking, vehicle information, and supervisor approval. Tax-compliant under the Income Tax Act for all provinces and territories.
Performance Review Form (Canada)
Conduct structured employee performance reviews in Canada with a comprehensive Performance Review Form. Documents competency ratings, goal achievement, development plans, and supports performance management under Canadian employment law.
Probation Review Form (Canada)
Document the end-of-probation assessment for new employees in Canada with a Probation Review Form. Records performance during the probationary period, the decision to confirm or release, and supports compliance with provincial Employment Standards Acts.
Reference List (Canada)
Create a professional Canadian reference list for employment, academic, or personal purposes. Includes recommender credentials, applicant qualifications, skills assessment, and professional endorsement. Suitable for job applications, academic admissions, and professional certifications across all provinces.
Return to Work Letter (Canada)
Create a professional Canadian return-to-work letter for employees returning from medical, disability, WSIB/WCB, parental, or other job-protected leave. Includes duty to accommodate provisions, functional abilities restrictions, gradual return schedule, workplace accommodations, WSIB/WCB re-employment obligations, and compliance with the Human Rights Code, ESA, and PIPEDA. Suitable for all provinces and territories.
Termination Letter (Canada)
Create a Canadian employment termination letter compliant with provincial Employment Standards Acts, covering notice periods, final compensation, ROE, severance, and benefits continuation. Suitable for all provinces and territories.
Time Off Request Form (Canada)
Create a professional Canadian time off and leave request form. Covers all ESA statutory leaves (vacation, sick, bereavement, family responsibility, pregnancy, parental, long-term illness, family medical, family caregiver, critical illness, domestic violence) and Canada Labour Code leaves for federal employees. Includes leave balance tracking, work coverage plan, medical documentation, approval workflow, and statutory rights information. Suitable for all provinces and territories.
Workplace Accommodation Request (Canada)
A formal request for workplace accommodation under Canadian human rights legislation, including the Canadian Human Rights Act and provincial human rights codes, covering disability, religious, family status, and other protected grounds.
Workplace Bullying Policy (Canada)
A Canadian Workplace Bullying Policy that defines bullying and harassment, sets out prohibited conduct, establishes a complaint and investigation procedure, and outlines consequences for violations. Complies with provincial occupational health and safety and human rights legislation across Canada.
Workplace Violence Policy (Canada)
A Canadian Workplace Violence Policy that defines workplace violence, establishes prevention measures, sets out a risk assessment process, and creates a reporting and response procedure. Complies with provincial occupational health and safety legislation and the federal Work Place Harassment and Violence Prevention Regulations.
Employment Reference Certificate Switzerland (Arbeitszeugnis)
An Employment Reference Certificate (Arbeitszeugnis) for Switzerland — governed by the Swiss Code of Obligations (OR) Article 330a, covering the employee's qualifications Vollzeugnis, Schlusszeugnis, and Zwischenzeugnis requirements under Swiss employment law.
Employee Confidentiality Agreement Chile
An Employee Confidentiality Agreement for Chile — governed by Código del Trabajo Art. 154 No. 11 and Ley 19.628/1999, binding workers to protect employer trade secrets, client data, and proprietary information throughout and after employment.
Post-Employment Non-Compete Agreement Chile
A Post-Employment Non-Compete Agreement for Chile — governed by Código Civil Art. 1545 and Código del Trabajo Art. 5, restricting former employees from joining competitors within defined scope, duration, and territory, with mandatory economic compensation.
Workplace Harassment Complaint Form Chile (Aviso/Denuncia de Acoso Laboral)
A Workplace Harassment Complaint Form (Aviso/Denuncia de Acoso Laboral) for Chile — governed by Código del Trabajo Article 211-B and Ley 21.643/2024 (Ley Karin), establishing a formal mechanism for workers to report workplace harassment, sexual harassment, and workplace violence to the employer or directly to the Dirección del Trabajo.
Employee Performance Evaluation Form Chile
An Employee Performance Evaluation Form for Chile consistent with Código del Trabajo Article 154, documenting periodic performance assessments, objective achievement, competency ratings, and development plans for workers subject to the empresa's Reglamento Interno de Orden, Higiene y Seguridad.
Employee Onboarding Form Chile
An Employee Onboarding Form for Chile — governed by Código del Trabajo Art. 9, collecting all information required to formalise employment, register social security affiliations with AFP and FONASA/ISAPRE, and comply with Dirección del Trabajo requirements.
Sexual Harassment Policy Chile (Política de Acoso Sexual Laboral)
A Sexual Harassment Policy (Política de Acoso Sexual Laboral) for Chile — governed by Ley 21.369 of 2021 and Código del Trabajo Article 211-A through 211-J, establishing employer obligations to prevent, investigate, and sanction workplace sexual harassment, with complaint procedures, investigation protocols, protection measures, and sanctions aligned with the Dirección del Trabajo's enforcement standards.
Workplace Harassment Prevention Policy Chile
A Workplace Harassment Prevention Policy for Chile governed by Código del Trabajo Article 211-A and Ley N° 21.643/2024 (Ley Karin), establishing the empresa's commitment to a harassment-free workplace, the definition of acoso laboral, the investigation protocol, disciplinary consequences, and worker protection measures.
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