First impressions matter. Last impressions matter more.

Ideally 1–2 weeks before their start date. This gives us time to prepare documentation, confirm Award classification, and coordinate system access with the Operations Hub. For urgent hires, we can turn around essential documentation in 24–48 hours.

Same structured onboarding process. Casuals still require employment documentation, correct Award classification, super choice, and TFN declaration. The Casual Employment Information Statement (CEIS) is included.

Final pay is calculated including all outstanding entitlements: untaken annual leave, any pro-rata long service leave, notice period (or payment in lieu), and any Award-specific termination entitlements. Processed within the timeframe required by your Award or the Fair Work Act (typically within 7 days).

We provide exit interview templates and can facilitate the conversation if preferred. Exit interview data is valuable for identifying retention issues, culture concerns, and operational improvements.

Terminations during probation are still subject to Fair Work requirements including minimum notice (unless there is a probation clause in the contract). Final pay is still calculated with all accrued entitlements. We coordinate with your HR advisor to ensure the process is compliant.

No. Superannuation must be set up from day one (even if it is a probationary role). The SG quarterly payment schedule applies from the first pay cycle. We ensure setup is correct and timely.

Probation periods can be extended if there is a valid reason (performance concerns, further assessment needed). The extension must be documented and communicated to the employee in writing before the original end date. We track and remind you of key dates.

Termination date, reason for termination, final pay details (if not on standard payroll), any unused leave, equipment return checklist, and forwarding address for final documentation. We prepare everything else (final pay calculation, separation certificates, etc.).