Complete employment documentation: employment contracts, Fair Work Statements, tax file number declarations, superannuation declarations, emergency contacts, and acknowledgments. All required documents collected and properly filed.
The Challenge
You don't provide a Fair Work Information Statement, breaching a legal requirement
Employment contracts aren't documented, relying on verbal agreement instead
TFN or superannuation information isn't collected, causing tax and super issues
Policy acknowledgments aren't obtained, making it hard to prove employees knew the policies
Documents aren't filed properly, making them hard to find if needed for an audit or dispute
What's Included
Fair Work compliant contract for different role types, addressing role-specific terms and conditions.
Complete FWIS document (can use Fair Work Ombudsman's template or customise) provided to all employees.
SAW54 form for TFN collection, ensuring correct tax withholding setup from day one.
Form for employee to nominate their superannuation fund and confirm super contributions.
Forms for employee to acknowledge receipt of policies and confirm understanding of key obligations.
Schedule showing what documents to keep, how long, and proper storage (securely, confidentially).
Why It Matters
Employment documentation protects both the business and the employee. It ensures you meet legal obligations (Fair Work Information Statement, tax withholding, superannuation), it clarifies terms of employment, and it creates a documented record if disputes arise. Many small businesses skip documentation or do it informally. This creates compliance risk and problems if disputes arise. Fair Work investigations often start with document requests—if you don't have the required documents, you're at a disadvantage. Proper documentation also ensures correct tax withholding and superannuation contributions from day one, avoiding back-pay complications.
Fair Work legal requirements met (FWIS, TFN collection)
Employment contracts in place and compliant
Superannuation contributions processed correctly
Tax withholding set up correctly from day one
All documentation filed and accessible for audits
Reduced compliance risk and disputes
The Process
Employment contract and Fair Work Information Statement provided before/on start date
Tax File Number (TFN) declaration (SAW54) collected (Australian Taxation Office form)
Tax withholding declaration completed (amount of tax to withhold)
Superannuation choice form collected (employee chooses super fund or accepts default)
Emergency contact information collected
Policy acknowledgment forms signed (confirming receipt of policies and understanding)
All documents filed and retained for 6 years
Best For
Growing businesses formalising documentation and compliance
Businesses that have had compliance issues and want to prevent recurrence
Organisations needing to prepare for Fair Work audits
Owners wanting confidence that all employment documentation is correct and compliant
Complementary Services
Comprehensive pre-boarding checklist ensuring everything is ready when a new employee starts: contracts, payroll setup, IT equipment, workspace, Fair Work documentation, and team preparation.
Regular, ongoing audits of payroll, employment records, and Award compliance. We monitor for payment errors, classification issues, leave underpayment, and other compliance gaps, catching problems early.
Comprehensive workplace policies tailored to your business size and industry, covering everything from code of conduct to social media use. All policies comply with the Fair Work Act, your relevant Modern Award, and Australian employment law.
FAQ
A mandatory document you must provide to every employee. It explains their minimum pay, hours, leave entitlements, and other rights under the Fair Work Act. You can use the Fair Work Ombudsman's template.
No, the Fair Work Act and Modern Award form the employment relationship. But a signed contract is protection for both parties, clarifying terms beyond the minimum. Always provide a FWIS; a contract is best practice.
You must collect a TFN for tax withholding. If they refuse, you must withhold tax at the highest rate (45% + Medicare). Encourage them to provide one, as the alternative hurts their take-home pay.
At least 6 years after employment ends. This covers Fair Work investigation periods and tax audits. Keep contracts, FWIS, TFN forms, super declarations, and any policy acknowledgments.
You must make super contributions to a default fund. Better to have the employee choose their preferred fund and get it in writing.
Can't find the answer you're looking for? Get in touch
We can help you implement compliance documentation and start seeing results. Book a consultation to discuss your specific needs and explore how this service can transform your business.