What to include in an employment contract

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EmployerEmployee / worker

A written employment contract should include information on the agreed employment arrangements and the employee's entitlements under a relevant WA award and state employment laws. 

This page lists the types of matters that could be included in an employment contract. These lists are not exhaustive and it may be appropriate to include other matters depending upon the particular workplace situation. 

Basic information      

  • name and details of the employer and employee          
  • if a fixed term contract, end date of employment
  • name of the WA award that applies       
  • length of probationary period
  • job title                                                     
  • date employment commenced
  • employment status eg full time, part time or casual     
  • who the employee reports to in the organisation
  • date of birth of employee if under 21 years of age.        

Employment conditions        

  • rate of pay, overtime arrangements and penalty rates for working at certain times or certain days (An employment contract is not valid if it provides lower wages than the wages in a WA award that covers the employee, or lower wages than the state minimum wage if the employee is award free.) 
  • hours of work, rosters, shift work arrangements and meal break arrangements (the hours of work provisions in a relevant WA award must be followed)                                                                                     
  • leave entitlements (An employment contract is not valid if it provides leave entitlements below the minimum leave entitlements in a relevant WA award, the Minimum Conditions of Employment Act and the Long Service Leave Act)              
  • allowances to be paid, including location allowance for working in regional areas if applicable, travel allowance and other allowances (the allowance provisions in a relevant WA award must be followed)
  • notice periods required if the employee resigns or the employer terminates the employee (the notice periods in the relevant WA award, and the notice period requirements under the national Fair Work Act when an employee is terminated must be followed)
  • travel arrangements such as car expenses or accommodation, if appropriate. 

Other relevant issues           

  • key job duties                                           
  • performance standards
  • training and development                       
  • uniform or dress standards
  • workplace safety and duty of care          
  • provision of parking or use of a company vehicle
  • customer service requirements              
  • confidentiality
  • email and internet policies                      
  • company policies and rules
  • use of work equipment.                            


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