01
What it is
Practical help with each stage of employing someone: hiring, day to day, performance, and ending employment.
Employment lifecycle · Quoted
Fair Work support from hiring to exit, in plain English.
For small employers and managers who handle staff matters themselves. Know the rule before you act, follow a fair process, and put the right document on the file.
02
Who it’s for
Owners, directors and managers who hire, manage and let staff go without an HR department or a lawyer on hand.
03
What we do
Prepare the employment documents you’re missing, check roles against the right Award classification, and set up a fair process for when things go wrong.
04
What you get
Documents in your organisation’s name, ready for the next person you employ, and a clear order of steps for each stage.
The four stages we cover
01 · Hiring
Employee, casual or contractor? Job ads and pay rates, contracts, information statements and onboarding.
02 · Day to day
Rosters and breaks, the right to disconnect, pay records, leave and flexible work requests, and casual conversion.
03 · Performance
Probation, informal coaching or formal discipline, improvement plans, support persons and written records.
04 · Ending
Notice, serious misconduct, redundancy and consultation, resignations, final pay and offboarding.
What’s in the work
- Role descriptions with the Award classification set out in writing
- Employment contracts, such as a casual contract, in your organisation’s name
- Onboarding: the Fair Work Information Statement, the Casual Employment Information Statement, induction and policy acknowledgement
- Process documents for performance and conduct matters: meeting invitations, meeting records and improvement plans
- The policies and matching forms that sit underneath
What you walk away with
- Word files prepared in your organisation’s name
- A clear order of steps for each stage, from hiring to exit
- Records made at the time, which count for more than notes written later
What sets the price
This work is quoted once we know what you need, and the written quote is the fee. If you’d rather do it yourself, our Lifecycle Compliance Blueprint ($97) sets out the Fair Work rules and templates for each stage.
Prefer to do it yourself?
Related publications
Blueprint
Lifecycle Compliance Blueprint
Fair Work rules and templates for each stage, from hiring to exit.
$97 AUD
50 templatesWorkplace Policy Pack
50 editable Word policies for Australian employers, with a how-to guide.
$199 AUD
32 formsWorkplace Forms Pack
32 editable Word forms for hiring, leave, safety, complaints and exits.
$99 AUD
From our notes
Further reading
Recruitment without the HR theatre
Somewhere along the way, “recruitment” in the not-for-profit sector started sounding like a corporate talent show.
Respect at Work, in plain English, for small NFPs
If you’ve heard “Respect at Work” and “psychosocial hazards” and felt your stomach drop, you’re in good company.
Common questions
Is this legal advice?
No. It is practical HR support and general information, not legal advice. When a dismissal or dispute is live, talk to an employment lawyer.
Someone has an ABN. Does that make them a contractor?
Not by itself. Fair Work looks at the real substance of the relationship, not the label or whether the person has an ABN. We can help you work through it before you take them on.
General information, not legal advice. Check current Fair Work Ombudsman information and the Award that applies before you act.
Tell us what’s going on.
Send us a note through our contact form. If a call is the better next step, we’ll say so.