Casual Employment Contracts
Your employment contract is provided fully completed with your business details and the employee details. We also provide
an employment contract template that you can use for future employees.
Your employment contract is provided
fully completed with your business details
and the employee details. We also provide an employment contract template that
you can use for future employees.
| Features | Comprehensive Contract | Simple Contract |
| Employment Scope | Covers job duties, position description, and specific responsibilities | Mentions general obligations with no detailed job description provided. |
| Confidentiality | Includes detailed confidentiality clauses | Mentions confidentiality but with fewer details |
| Employee Information | More detailed information about employee
identification and proof of eligibility to work in Australia |
Employee details and position |
| Post-employment Restraints | Contains post-employment restraint clauses | No |
| Compensation & Wage Details | Includes casual loading and additional pay-related details such as overtime. |
Less detailed casual loading details. |
| Superannuation | Detailed explanation of superannuation contributions. | Superannuation details with less detail |
| Termination | Provides more detail | Yes, with less detail |
| Governing Law | Specifies governing law and dispute resolution processes | No |
| Workplace Surveillance | Includes detailed information on electronic device, vehicle and workplace surveillance. |
Mentions IT surveillance but in less detail |
| Compensation for all legal entitlements | Yes | No |
| Reporting Arrangements | Yes | No |
| Hours of Work | Working hours, overtime, and more details of days and hours worked |
Basic details |
| Uniform requirements | Yes | No |
| Drugs & alcohol | Yes | No |
| Equipment | Yes | No |
| Driver’s licence | Yes | No |
| Confidentiality and Intellectual Property | Yes | No |
| Post-Employment Restraints | Yes | No |
Order your employment contract here:
Employment Contracts for Casual Employees
Employment Contracts for Permanent Employees
Order your combined contracts and policies here and save:
Your employment contract comes fully completed with your business and employee details. We also provide a template you can use for future hires.
The Comprehensive Employment Contract covers key aspects like employee details, probation, salary, hours, and leave entitlements including job duties, bonuses, overtime, and additional clauses on confidentiality, leave, post-employment restraints, dispute resolution, and governing laws.
All of our contracts are written by Employment Lawyers.
Your employment contract comes fully completed with your business and employee details. We also provide a template you can use for future hires.
The Comprehensive Employment Contract covers key aspects like employee details, probation, salary, hours, and leave entitlements including job duties, bonuses, overtime, and additional clauses on confidentiality, leave, post-employment restraints, dispute resolution, and governing laws.
All of our contracts are written by Employment Lawyers.
Our Latest Blog Post
Preparing Your Business for the Christmas Shutdown
It’s 11 weeks until Christmas.
It's a good time to start planning for the Christmas shutdown. Determine the specific dates your business will be closed, and communicate this to your employees and clients.
As the holiday season approaches, it’s time to start preparing for your Christmas/New Year shutdown if your business closes down for a period between Christmas and New Year.
It’s a time for employees to take a well-deserved break and recharge for the upcoming year. However, preparing for this period can be a bit challenging, especially with the added excitement of Christmas parties. In this blog, we’ll explore essential steps to ensure a smooth Christmas/New Year shutdown for your business.
Preparing for the Christmas/New Year Shutdown
Depending on the Award that covers your business, if you’re planning to shut down over the Christmas/New Year period, you need to give your employees between 28 days' and 2 months' written notice of the shutdown period.
If an employee doesn’t have enough paid annual leave to cover the whole period of the shutdown, you can agree to annual leave in advance or leave without pay. But you can’t direct an employee to take leave without pay if they don’t want to take unpaid leave. Your Award will have information about what you can and can't do.
If an employee doesn’t have enough paid annual leave to cover all of the shutdown, the employee and employer can agree to other options for the days not covered such as using:
other paid time such as time off in lieu
annual leave in advance
leave without pay.
If you have an employee that is hired after the initial notice of the shutdown, you must give that employee notice as soon as reasonably possible (for example, it's a great idea to let them know as part of their induction).
Your employee is entitled to be paid for any public holidays during the shutdown period that fall on days they would normally work. This applies even if they have agreed to take a period of unpaid leave.
In conclusion, preparing for the Christmas shutdown requires careful planning and attention to detail. By following these steps, you can ensure a smooth transition into the holiday season and create a festive and enjoyable experience for your employees.
For further expert advice on human resources or if you have any questions about anything HR related, get in touch.
Karen Hillen is your HR Partner, she helps businesses by providing HR support and advice services.
For the right HR support and advice, book a My HR Partner HR Advice call with Karen Hillen.
https://booking.myhrpartner.com.au/15minute-hr-advice-call
https://booking.myhrpartner.com.au/30minute-hr-advice-call
My HR Partner memberships provide 24/7 access to employment contracts, HR policies and documents, and HR advice calls. These services are tailored to the member’s needs and can be accessed on demand through phone or email for performance management issues, pay rates and Award advice.
Find out more about My HR Partner HR Hub membership here:
We provide HR advice and support. We have trusted partners to assist with any employment law issues
outside of our scope.
More info
Get HR Advice from our HR expert
Our Latest Blog Post
Preparing Your Business for the Christmas Shutdown
It’s 11 weeks until Christmas.
It's a good time to start planning for the Christmas shutdown. Determine the specific dates your business will be closed, and communicate this to your employees and clients.
As the holiday season approaches, it’s time to start preparing for your Christmas/New Year shutdown if your business closes down for a period between Christmas and New Year.
It’s a time for employees to take a well-deserved break and recharge for the upcoming year. However, preparing for this period can be a bit challenging, especially with the added excitement of Christmas parties. In this blog, we’ll explore essential steps to ensure a smooth Christmas/New Year shutdown for your business.
Preparing for the Christmas/New Year Shutdown
Depending on the Award that covers your business, if you’re planning to shut down over the Christmas/New Year period, you need to give your employees between 28 days' and 2 months' written notice of the shutdown period.
If an employee doesn’t have enough paid annual leave to cover the whole period of the shutdown, you can agree to annual leave in advance or leave without pay. But you can’t direct an employee to take leave without pay if they don’t want to take unpaid leave. Your Award will have information about what you can and can't do.
If an employee doesn’t have enough paid annual leave to cover all of the shutdown, the employee and employer can agree to other options for the days not covered such as using:
other paid time such as time off in lieu
annual leave in advance
leave without pay.
If you have an employee that is hired after the initial notice of the shutdown, you must give that employee notice as soon as reasonably possible (for example, it's a great idea to let them know as part of their induction).
Your employee is entitled to be paid for any public holidays during the shutdown period that fall on days they would normally work. This applies even if they have agreed to take a period of unpaid leave.
In conclusion, preparing for the Christmas shutdown requires careful planning and attention to detail. By following these steps, you can ensure a smooth transition into the holiday season and create a festive and enjoyable experience for your employees.
For further expert advice on human resources or if you have any questions about anything HR related, get in touch.
Karen Hillen is your HR Partner, she helps businesses by providing HR support and advice services.
For the right HR support and advice, book a My HR Partner HR Advice call with Karen Hillen.
https://booking.myhrpartner.com.au/15minute-hr-advice-call
https://booking.myhrpartner.com.au/30minute-hr-advice-call
My HR Partner memberships provide 24/7 access to employment contracts, HR policies and documents, and HR advice calls. These services are tailored to the member’s needs and can be accessed on demand through phone or email for performance management issues, pay rates and Award advice.
Find out more about My HR Partner HR Hub membership here:
We provide HR advice and support.
We have trusted partners to assist with
any employment law issues outside
of our scope.
More info
PO Box 1079
Coolangatta QLD 4225
ABN 30 644 527 015
Get HR Advice from our HR expert