Australian Employment Contracts: Fair Work Act NES Complete Guide 2026

Last verified: 2026-05-02 Jurisdiction: Commonwealth of Australia — Fair Work Act 2009 (Cth) administered by the Fair Work Ombudsman and Fair Work Commission

Hiring an employee in Australia in 2026 is governed by the Fair Work Act 2009 (Cth) — a single federal statute that applies to every “national-system employee” of every “national-system employer”. Unlike residential tenancies (which are state-by-state), employment relations in Australia are unified at the federal level: every employee of a constitutional corporation (Pty Ltd, Ltd, foreign corporation), the Commonwealth, and Commonwealth authorities is covered by the Fair Work Act, as are private-sector employees in NSW, QLD, SA, TAS, VIC, the ACT and NT through state referrals to the federal system. Only Western Australian private-sector employees of unincorporated employers (sole traders, partnerships) remain in the state system. This guide explains the three-tier structure of Australian employment regulation — National Employment Standards (NES), modern awards and enterprise agreements / common-law contracts — the 11 minimum NES entitlements that apply to every national-system employee, the practical steps to issue a compliant employment offer (letter of offer, written contract, Fair Work Information Statement and Casual Employment Information Statement), the Closing Loopholes No. 2 Act 2024 changes to casual definition (s.15A), employee choice (s.66B), wage theft (s.327A) and the employee/contractor whole-of-relationship test (s.15AA), and the section-by-section requirements for notice of termination (s.117), redundancy pay (s.119) and unfair dismissal (Pt 3-2). This article provides legal information only, not legal advice — operators must verify the current text of the Fair Work Act 2009 (Cth) on legislation.gov.au and current Fair Work Ombudsman guidance on fairwork.gov.au.

Quick Answer (TL;DR)

Every Australian employment relationship covered by the Fair Work Act 2009 (Cth) must satisfy the 11 National Employment Standards (NES) in Pt 2-2 of the Act — maximum weekly hours, flexible-working requests, parental leave, annual leave, personal/carer’s and compassionate leave, community service leave, long service leave, public holidays, notice of termination and redundancy pay, superannuation, and the Fair Work Information Statement (FWIS) and Casual Employment Information Statement (CEIS). Modern awards (industry/occupation-specific instruments made by the Fair Work Commission under Pt 2-3) sit on top of the NES and cannot reduce it (s.55), setting minimum pay rates, overtime and penalty rates. Common-law contracts and enterprise agreements sit above the awards but cannot reduce the NES or the award. The National Minimum Wage from 1 July 2025 is A$24.95/hour or A$948 per 38-hour week, with new rates from each 1 July following the Annual Wage Review (s.285). Casuals are paid a 25% loading (Fair Work Act 2009 (Cth), s.15A) and have an employee-choice path to permanency under s.66B (operative 26 August 2024). Notice of termination under s.117 ranges from 1 week (≤ 1 year service) to 4 weeks (> 5 years), plus 1 extra week for employees over 45 with 2+ years service. Redundancy pay under s.119 scales from 4 weeks (1 year) up to 16 weeks (≥ 9 years). From 1 January 2025, intentional underpayment is a criminal wage theft offence under s.327A — up to 10 years imprisonment and substantial fines. Employee records must be kept for 7 years under s.535.

Table of Contents

1. Overview — Fair Work Act 2009 (Cth) and Three-Tier Structure
2. Legal Foundation — NES, Awards, Agreements, Contracts
3. Choosing the Right Award and Classification
4. Required Documents and Information
5. Step-by-Step Process — From Award Lookup to First Pay
6. Costs and Timeline
7. Common Mistakes — A Gyoseishoshi Document-Preparation Perspective
8. After Completion — Pay Slips, Super, Records, Termination, Wage Theft
9. Frequently Asked Questions
10. Conclusion

1. Overview — Fair Work Act 2009 (Cth) and Three-Tier Structure

Australia operates a federal national workplace-relations system under the Fair Work Act 2009 (Cth) — a single Act, a single tribunal (the Fair Work Commission, FWC), a single regulator (the Fair Work Ombudsman, FWO), and a single set of minimum entitlements (the National Employment Standards). The federal nature of the system derives from the constitutional corporations power (covering employees of constitutional corporations regardless of state) supplemented by state referrals under s.30A — NSW, QLD, SA, Tasmania (and Victoria’s earlier 1996 referral), the ACT and NT have all referred their non-corporate employees to the federal system. The only mainland exception is Western Australia — WA private-sector employees of unincorporated employers (sole traders, partnerships) remain in the WA state system; WA private-sector employees of constitutional corporations are in the national system.

The two principal regulators an employer interacts with are:

• Fair Work Commission (FWC) — the independent national workplace-relations tribunal. It makes and varies modern awards under Pt 2-3, sets the National Minimum Wage through the Annual Wage Review under s.285, deals with unfair-dismissal applications, and approves enterprise agreements. Portal: https://www.fwc.gov.au/.
• Fair Work Ombudsman (FWO) — the regulator and educator. It enforces compliance with the Fair Work Act, publishes pay guides, fact sheets, the Fair Work Information Statement (FWIS) and the Casual Employment Information Statement (CEIS), and investigates underpayment claims. Portal: https://www.fairwork.gov.au/.

The three-tier structure

National-system employment is governed by three layers that build on each other; each layer sets minimum standards that the next layer cannot reduce:

1. National Employment Standards (NES) — Fair Work Act 2009 (Cth), Pt 2-2 (s.59–s.131). 11 minimum entitlements that apply to every national-system employee.
2. Modern awards — industry/occupation-specific instruments made by the Fair Work Commission under Pt 2-3, setting minimum pay rates, overtime, penalty rates, allowances and shift loadings; cannot reduce the NES (s.55).
3. Enterprise agreements (workplace-level, Pt 2-4) and common-law contracts — must satisfy the better off overall test (BOOT) against the relevant award (s.193) and cannot exclude the NES (s.55).

Three classifications of employee

Under Fair Work Act 2009 (Cth), s.15A (as amended by the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024) and modern awards:

Independent contractors are not employees. The “employee or contractor” test was clarified by the Closing Loopholes amendments in 2024 — see Fair Work Act 2009 (Cth), s.15AA (whole of relationship test): ascertain “the real substance, practical reality and true nature of the relationship” by reference to the totality of the relationship, not only the contract. ATO contractor guidance: https://www.ato.gov.au/businesses-and-organisations/hiring-and-paying-your-workers/contractors.

2. Legal Foundation — NES, Awards, Agreements, Contracts

Core legal instruments

Primary source — Fair Work Act 2009 (Cth): https://www.legislation.gov.au/Series/C2009A00028.

The 11 NES entitlements (Fair Work Act 2009 (Cth), Pt 2-2)

The National Employment Standards are the minimum entitlements that apply to every national-system employee. Modern awards, enterprise agreements and contracts cannot reduce them.

NES overview: https://www.fairwork.gov.au/employment-conditions/national-employment-standards. Introduction to NES (PDF): https://www.fairwork.gov.au/sites/default/files/migration/723/Introduction-to-the-national-employment-standards.pdf.

3. Choosing the Right Award and Classification

Identifying the applicable modern award

Under Fair Work Act 2009 (Cth), Pt 2-3, modern awards are industry- or occupation-based instruments. To determine the correct award, the employer must:

1. Identify the industry in which the business operates (e.g. Hospitality, Retail, Clerical and Administrative).
2. Identify the classification of the work performed by the employee — typically found in the schedule near the back of each award (often Schedule A).
3. Cross-check using the Fair Work Ombudsman’s “Find my award” tool: https://www.fairwork.gov.au/employment-conditions/awards/list-of-awards.
4. Confirm via the FWC Modern Award Coverage page: https://www.fwc.gov.au/modern-award-coverage and the FWC “Which award applies” page: https://fwc.gov.au/which-award-applies.

If no modern award applies, the employee is “award-free”, but the NES still applies — plus the National Minimum Wage and any common-law contract terms.

Award coverage notes

• Award + classification determines the minimum hourly rate, allowances, overtime, penalty rates and shift loadings.
• An employee may be covered by an award even if the contract does not mention it.
• Misclassification (employee classified at a wrong level, or covered by the wrong award) is one of the most common underpayment errors and a primary FWO enforcement target.

National Minimum Wage and the Annual Wage Review

The National Minimum Wage is set by the FWC each year under Fair Work Act 2009 (Cth), s.285 in the Annual Wage Review and applies to award-free employees (and is the floor below the minimum award rate for any award). The minimum pay rate for any employee is the higher of:

• The National Minimum Wage; or
• The minimum award rate for the classification (and any allowances/loadings that apply).

National Minimum Wage from 1 July 2025: A$24.95 per hour or A$948 per 38-hour week. Source: https://www.fairwork.gov.au/pay-and-wages/minimum-wages.

The FWC’s 2026 Annual Wage Review decision (s.285) is published mid-2026, with new rates effective from the first full pay period on or after 1 July 2026. Operators must update payroll. https://www.fwc.gov.au/hearings-decisions/major-cases/annual-wage-reviews/annual-wage-review-2026.

4. Required Documents and Information

Documents to be issued at the start of employment

• FWIS download: https://www.fairwork.gov.au/employment-conditions/information-statements/fair-work-information-statement
• CEIS download: https://www.fairwork.gov.au/employment-conditions/information-statements/casual-employment-information-statement

Failure to provide the FWIS or CEIS is a breach of the NES and a civil-penalty contravention under Fair Work Act 2009 (Cth), s.539.

Pay slip and record-keeping requirements

Under Fair Work Act 2009 (Cth), s.535(1), the employer must keep employee records for 7 years. Under s.536, employees must receive a pay slip within 1 working day of being paid, containing the prescribed information (Fair Work Regulations 2009, reg 3.46).

Required pay-slip items (Fair Work Regulations 2009, reg 3.46):

• Employer’s and employee’s names, ABN, period covered, date of payment, gross and net pay, hourly rate (if relevant), loadings, allowances, penalty rates, overtime, deductions itemised, superannuation contribution amount and fund name.

5. Step-by-Step Process — From Award Lookup to First Pay

Step 1 — Determine employee or contractor status

Under Fair Work Act 2009 (Cth), s.15AA (inserted by the Closing Loopholes No. 2 Act 2024), the question of whether a person is an employee or independent contractor is determined by ascertaining the real substance, practical reality and true nature of the relationship — looking at the totality of the relationship rather than only the contract. Misclassification (treating an employee as a contractor) is one of the costliest mistakes and may trigger sham-contracting penalties under s.357.

Step 2 — Identify the applicable award and classification

Use the FWO Find-my-award tool or the FWC Modern Awards Pay Database at https://www.fwc.gov.au/work-conditions/awards/modern-awards-pay-database to identify both the relevant award and the correct classification level. Determine whether the employee is to be full-time, part-time or casual.

Step 3 — Set the pay rate at or above the minimum

The minimum pay rate is the higher of the National Minimum Wage or the minimum award rate for the classification (plus any allowances/loadings). For a casual, apply the 25% casual loading on top of the ordinary hourly rate (Fair Work Act 2009 (Cth), s.15A and the relevant modern award). Under modern awards the casual loading may differ — check the award.

Step 4 — Issue the letter of offer and written contract

Issue a letter of offer and a written contract specifying:

• Position title, classification, applicable award/agreement.
• Status (full-time / part-time / casual).
• Ordinary hours (per s.62) and pattern of work.
• Pay rate (including award-level minimums; how often paid; superannuation rate).
• Probation period (if any) — but note the probation period does not displace NES or general protections.
• Notice of termination — cannot be less than s.117 minimums.
• Confidentiality / IP / restraint clauses (where appropriate; restraints must be reasonable in scope, area and duration).

Step 5 — Provide the FWIS and (for casuals) the CEIS

• FWIS: must be given to every new national-system employee before, or as soon as practicable after, they start (s.124).
• CEIS: must be given to every new casual at engagement and again at 6 months, 12 months and every 12 months thereafter (small business: at start and at 12 months from the 26 August 2024 amendments) (s.125B).

Step 6 — Tax and superannuation set-up

• New employee completes a TFN declaration (ATO).
• Within 28 days, employer offers a Choice of Super Fund form (Superannuation Guarantee (Administration) Act 1992 (Cth), s.32C). https://www.ato.gov.au/businesses-and-organisations/super-for-employers/setting-up-super-for-your-business/offer-employees-a-choice-of-super-fund.
• If the employee does not nominate a fund, the employer must request the employee’s stapled super fund from the ATO and pay into that fund (Treasury Laws Amendment (Your Future, Your Super) Act 2021 (Cth)).

Step 7 — Onboarding and first pay

• Pay slip within 1 working day of payment (Fair Work Act 2009 (Cth), s.536; Fair Work Regulations 2009, reg 3.46).
• Records kept for 7 years (s.535).
• Superannuation paid quarterly to the chosen / stapled fund.

6. Costs and Timeline

Direct statutory costs to the employer

Government fees

There is no government fee for hiring an employee. ABN, TFN and PAYG-Withholding registration are free. Workers’ compensation premiums are paid to the relevant state insurer (icare in NSW, WorkSafe Victoria, WorkCover Queensland, etc.) and depend on industry / payroll size.

Typical hiring timeline

7. Common Mistakes — A Gyoseishoshi Document-Preparation Perspective

Under each of these provisions the requirement is statutory — under the Fair Work Act 2009 (Cth), s.[N], the requirement applies regardless of operator preference.

8. After Completion — Pay Slips, Super, Records, Termination, Wage Theft

Notice of termination — s.117 minimums

Under Fair Work Act 2009 (Cth), s.117:

Plus 1 additional week if the employee is over 45 and has at least 2 years continuous service (s.117(3)). The award or contract may require longer notice — the longer period prevails. Serious misconduct allows summary dismissal without notice (s.117(2)(b)).

Redundancy pay — s.119

Redundancy pay scales from 4 weeks (1 year service) up to 16 weeks (≥ 9 years service); after 9 years it tapers back. Small business employers (fewer than 15 employees) generally do not owe redundancy pay (Fair Work Act 2009 (Cth), s.121(1)(b)). Source: https://www.fairwork.gov.au/ending-employment/redundancy/redundancy-pay-and-entitlements.

Unfair dismissal — Pt 3-2

Under Fair Work Act 2009 (Cth), Pt 3-2, a national-system employee with at least the minimum employment period (6 months; 12 months for small business employers — s.383) may apply to the FWC for unfair-dismissal relief if dismissed harshly, unjustly or unreasonably (s.385). Application must be lodged within 21 days of the dismissal taking effect (s.394(2)). The high income threshold (s.382(b)(iii)) is indexed each 1 July; employees earning above the threshold and not award-/agreement-covered cannot bring an unfair-dismissal claim. Genuine redundancy is a complete defence under s.389.

Casual employment, conversion and employee choice — s.66B

Following the Closing Loopholes No. 2 Act 2024 (operative 26 August 2024), casual status is determined under s.15A on a “no firm advance commitment” basis, considering the practical reality of the relationship. Under s.66B, an eligible casual (12 months service for non-small business; 12 months for small business) may notify the employer they wish to change to permanent. The employer must respond in writing within 21 days, accepting (and converting to permanent) or refusing on prescribed grounds (s.66E). Disputes go to the FWC.

Superannuation Guarantee

Under Superannuation Guarantee (Administration) Act 1992 (Cth), s.19, the SG rate is 11.5% of ordinary time earnings from 1 July 2024, rising to 12.0% from 1 July 2025. Contributions paid quarterly to the employee’s chosen / stapled fund. Super is also an NES entitlement under Fair Work Act 2009 (Cth), s.116 (operative from 1 January 2024). https://www.ato.gov.au/businesses-and-organisations/super-for-employers.

Pay slips, record-keeping, penalty rates

• Pay slips within 1 working day of each payment (s.536 + reg 3.46).
• Records for 7 years (s.535) covering pay, hours, leave, super, individual flexibility arrangements, guarantees of annual earnings, and termination.
• Penalty rates and allowances (weekend, public holiday, overtime, shift, allowances) are modern-award-driven, not NES — operators must consult the specific applicable award.

Penalties — civil contraventions, serious contraventions, criminal wage theft

Civil penalties for contravention of the NES, modern award or FWIS/CEIS obligations under Fair Work Act 2009 (Cth), s.539 and s.546 — up to 60 penalty units for an individual / 300 penalty units for a body corporate per contravention. Serious contraventions (s.557A) attract penalties up to 600 / 3,000 penalty units.

Wage theft / criminal underpayment (s.327A — operative 1 January 2025): Intentional underpayment is now a criminal offence — maximum 10 years imprisonment for individuals and fines up to the greater of 3 times the underpayment or 5,000 penalty units (individuals) / 25,000 penalty units (body corporate). The Fair Work Ombudsman administers the Voluntary Small Business Wage Compliance Code as a defence path.

9. Frequently Asked Questions

Q1. Does the Fair Work Act apply to my business?

For almost every Pty Ltd, Ltd or foreign corporation operating in Australia: yes. Under Fair Work Act 2009 (Cth), s.14, all employees of a constitutional corporation are national-system employees regardless of which state the business operates in. NSW, QLD, SA, Tasmania, Victoria, the ACT and NT have referred their non-corporate employees to the federal system. The only mainland exception is Western Australian private-sector employees of unincorporated employers (sole traders, partnerships) — they remain in the WA state system.

Q2. What is the difference between the NES and a modern award?

The NES are the 11 minimum entitlements under Fair Work Act 2009 (Cth), Pt 2-2 — they apply to every national-system employee. Modern awards are industry- or occupation-specific instruments made by the FWC under Pt 2-3 that set minimum pay rates and additional conditions (overtime, penalties, allowances). A modern award cannot reduce the NES (s.55(1)). A common-law contract or enterprise agreement cannot reduce either.

Q3. How do I find the right modern award?

First identify the industry of the employer (e.g. Hospitality, Retail, Construction). Then identify the classification (level/grade) corresponding to the role — usually in the schedule near the back of the award (often Schedule A). Use the FWO Find My Award (https://www.fairwork.gov.au/employment-conditions/awards/list-of-awards), the FWC Modern Award Coverage (https://www.fwc.gov.au/modern-award-coverage), and the FWC Pay Database (https://www.fwc.gov.au/work-conditions/awards/modern-awards-pay-database).

Q4. Are casuals really paid more per hour?

Yes — by design. Under Fair Work Act 2009 (Cth), s.15A a casual is paid a casual loading (typically 25%) on top of the ordinary hourly rate to compensate for the lack of paid annual and personal/carer’s leave. So a casual entitled to the National Minimum Wage of A$24.95/hour from 1 July 2025 must be paid at least A$31.19/hour (NMW × 1.25). Award-covered casuals get the award rate × 1.25 (or the loading specified in the award).

Q5. What is the casual employee choice (s.66B)?

Following the Closing Loopholes No. 2 Act 2024 (operative 26 August 2024), the previous “employer offer” model became an “employee choice” model. Under Fair Work Act 2009 (Cth), s.66B, an eligible casual may at any time after 12 months notify the employer that they no longer believe they meet the casual definition; the employer must respond in writing within 21 days, accepting (and converting them to permanent) or refusing on prescribed grounds (s.66E). Disputes go to the FWC.

Q6. How much annual leave does a part-time employee get?

Under Fair Work Act 2009 (Cth), s.87, full-time and part-time employees are entitled to 4 weeks annual leave per year of service, accrued progressively. For a part-time employee, “4 weeks” means 4 weeks of their ordinary hours — so a 20-hour-per-week part-timer accrues 4 × 20 = 80 hours per year (compared with 4 × 38 = 152 hours for a full-time). Casuals do not accrue annual leave (the 25% loading compensates).

Q7. What is family and domestic violence leave?

Under Fair Work Act 2009 (Cth), s.106A–s.106F (operative for non-small-business from 1 February 2023; for small business from 1 August 2023), every full-time, part-time and casual national-system employee is entitled to 10 days of paid family and domestic violence leave per 12 months — not pro-rated for part-timers; renewed in full each 12 months. A frequently missed compliance point is that casuals are entitled to the full 10 paid days.

Q8. What’s the minimum notice of termination?

Under Fair Work Act 2009 (Cth), s.117: ≤ 1 year service = 1 week; 1–3 years = 2 weeks; 3–5 years = 3 weeks; > 5 years = 4 weeks. Add 1 week if the employee is over 45 with 2+ years service (s.117(3)). The employer can pay in lieu. The award or contract may require longer notice — that prevails. Serious misconduct allows summary dismissal without notice (s.117(2)(b)).

Q9. What is unfair dismissal?

Under Fair Work Act 2009 (Cth), Pt 3-2, an employee with at least the minimum employment period (6 months; 12 months for small business — s.383) may apply to the FWC for unfair-dismissal relief if dismissed harshly, unjustly or unreasonably (s.385). The application must be filed within 21 days of the dismissal taking effect (s.394(2)). Genuine redundancy is a complete defence (s.389), but only if the role is no longer required, the employer complied with consultation obligations under the award, and redeployment was reasonably considered.

Q10. How long do I keep records?

Seven years. Under Fair Work Act 2009 (Cth), s.535(1) and Fair Work Regulations 2009, regs 3.31–3.45, employers must keep specified employee records (pay, hours, leave, super, individual flexibility arrangements, termination) for 7 years. Pay slips must be issued within 1 working day of payment (s.536; reg 3.46). Failure is a civil contravention.

Q11. What are the wage theft laws?

From 1 January 2025, intentional underpayment of wages or entitlements is a criminal offence under Fair Work Act 2009 (Cth), s.327A (inserted by the Closing Loopholes No. 2 Act 2024). Maximum penalties: up to 10 years imprisonment for individuals and fines up to the greater of 3 times the underpayment or 5,000 penalty units (individuals) / 25,000 penalty units (body corporate). The Fair Work Ombudsman administers the Voluntary Small Business Wage Compliance Code as a defence path.

Q12. What rate of super do I pay?

Under Superannuation Guarantee (Administration) Act 1992 (Cth), s.19, the SG rate is 11.5% of ordinary time earnings from 1 July 2024 and rises to 12.0% from 1 July 2025. Pay quarterly to the employee’s chosen / stapled fund. Superannuation is also an NES entitlement under Fair Work Act 2009 (Cth), s.116 (operative from 1 January 2024).

10. Conclusion

Hiring an employee in Australia in 2026 is not just a contract-drafting exercise — it is the act of opening a long-running compliance pipeline under the Fair Work Act 2009 (Cth) that will run for the entire life of the employment and 7 years beyond it. The single most important habit a new employer can build is to start from the award: identify the industry, identify the classification, look up the minimum rate plus loadings on the FWC Pay Database, and only then draft the offer. Layered on top of that award are the 11 NES entitlements under Pt 2-2 — which apply to every national-system employee regardless of award — and the information-statement obligations under s.124 (FWIS) and s.125B (CEIS for casuals) that, while administratively small, are the most commonly missed compliance items at the Fair Work Ombudsman’s enforcement door. Finally, the 2024 Closing Loopholes No. 2 Act has changed the texture of every Australian employment relationship: the casual definition under s.15A, the employee/contractor whole-of-relationship test under s.15AA, the casual employee-choice path under s.66B, and the criminal wage theft offence under s.327A from 1 January 2025. Operators who still build employment contracts on a 2019 template are now exposed to risks that did not exist when those templates were drafted.

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Disclaimer

This article provides legal information, not legal advice. MmowW Scrib🐮 is a document preparation service operated by a licensed Gyoseishoshi (行政書士) office in Japan. We are not solicitors, barristers, attorneys, or migration agents. We do not provide certification, accreditation, or guarantees. The Fair Work Act 2009 (Cth), Fair Work Regulations 2009, and modern awards are amended from time to time, and the National Minimum Wage and award rates are updated annually following the Annual Wage Review (s.285). Operators must verify the current text of statutes on https://www.legislation.gov.au/, current Fair Work Ombudsman guidance on https://www.fairwork.gov.au/, and current Fair Work Commission decisions on https://www.fwc.gov.au/ before acting on any specific employment decision. State long-service-leave Acts and state workers’ compensation regimes are not covered in this guide and must be consulted separately. Western Australian private-sector employees of unincorporated employers remain in the WA state system and are not covered by the Fair Work Act.

Sources

1. Fair Work Act 2009 (Cth): https://www.legislation.gov.au/Series/C2009A00028
2. Fair Work Regulations 2009: https://www.legislation.gov.au/Details/F2009L02356
3. Superannuation Guarantee (Administration) Act 1992 (Cth): https://www.legislation.gov.au/Series/C2004A04471
4. National Employment Standards (FWO): https://www.fairwork.gov.au/employment-conditions/national-employment-standards
5. Introduction to NES (fact sheet): https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/introduction-to-the-national-employment-standards
6. Introduction to NES (PDF): https://www.fairwork.gov.au/sites/default/files/migration/723/Introduction-to-the-national-employment-standards.pdf
7. Fair Work Information Statement: https://www.fairwork.gov.au/employment-conditions/information-statements/fair-work-information-statement
8. Casual Employment Information Statement: https://www.fairwork.gov.au/employment-conditions/information-statements/casual-employment-information-statement
9. Awards (FWO): https://www.fairwork.gov.au/employment-conditions/awards
10. List of awards: https://www.fairwork.gov.au/employment-conditions/awards/list-of-awards
11. Award classifications: https://www.fairwork.gov.au/employment-conditions/awards/award-classifications
12. Modern awards (fact sheet): https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/modern-awards
13. Minimum wages: https://www.fairwork.gov.au/pay-and-wages/minimum-wages
14. Pay guides: https://www.fairwork.gov.au/pay-and-wages/minimum-wages/pay-guides
15. Redundancy pay and entitlements: https://www.fairwork.gov.au/ending-employment/redundancy/redundancy-pay-and-entitlements
16. Fair Work system (FWO): https://www.fairwork.gov.au/about-us/workplace-laws/fair-work-system
17. National Minimum Wage (FWC): https://www.fwc.gov.au/work-conditions/minimum-wages-and-conditions/national-minimum-wage
18. Modern award coverage (FWC): https://www.fwc.gov.au/modern-award-coverage
19. Which award applies (FWC): https://fwc.gov.au/which-award-applies
20. Modern Awards Pay Database (FWC): https://www.fwc.gov.au/work-conditions/awards/modern-awards-pay-database
21. Annual Wage Review 2026 (FWC): https://www.fwc.gov.au/hearings-decisions/major-cases/annual-wage-reviews/annual-wage-review-2026
22. ATO — Super for employers: https://www.ato.gov.au/businesses-and-organisations/super-for-employers
23. ATO — Offer employees a choice of super fund: https://www.ato.gov.au/businesses-and-organisations/super-for-employers/setting-up-super-for-your-business/offer-employees-a-choice-of-super-fund
24. ATO — Hiring contractors: https://www.ato.gov.au/businesses-and-organisations/hiring-and-paying-your-workers/contractors