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A Guide to Using Employment Agreements (2020 Update)

A Guide to Using Employment Agreements (2020 Update)

Employment agreements let your business set out the terms of employment particular to the role you're hiring for. Read about employment agreements here.

25th June 2020
Reading Time: 2 minutes

The relationship between an employer and employee is fundamentally contractual. All employees should be employed under employment agreements, however employees will still be subject to the entitlements outlined in the National Employment Standards (NES). The benefit of using an individualised employment agreement is that you can set out terms not covered by national law. These include terms relating to confidentiality, notice periods and incentives.

An employment agreement can be simple or detailed depending on the needs of your business. What works for you depends on the nature of your business, the number of staff you employ and the frequency with which staff join and leave you. Despite this, all employees should be given a formal written employment agreement that clearly states the rights and duties of each party.

Is a written employment contract necessary?

In addition to setting out the rights and duties between an employer and an employee, an employment agreement can also help avoid disputes further down the track. Although all employees always have some form of employment contract with their employer (set out by national laws), a formal agreement helps avoid disputes down the line. Here are the documents you should use to ensure your hiring process is iron-clad.

1. Letter of offer

When you decide to hire someone for a role, it’s best practice to formalise this offer in writing. This letter should inform the candidate that they’ve been successful in applying for the role, the title of the role and their start date. A formal letter of offer should compliment the employment agreement which follows.

2. Employment Agreement

Along with your letter of offer, your employment agreement should include:

  • The full name and address of the employee
  • The employer’s name and office address (where the employee will work)
  • The role they will work in
  • An outline of their duties
  • Remuneration and superannuation contribution
  • Any other inclusions or incentives (e.g. bonuses, allowances and also other fringe benefits)
  • Confidentiality/ NDA clause
  • Length of the probation period
  • Performance and salary reviews
  • Grounds for termination such as poor performance or misconduct
  • Restraint of trade clause (if applicable)
  • Date of the agreement
  • Signature of the employer
  • Request for signature of employee

3. Workplace policies

Part of running a safe and productive workplace is having policies in place to manage this. Not having policies in place may lead to miscommunication and confusion amongst your employees about what is expected. Policies can also help you deal with workplace issues and significantly reduce legal risk. You should provide new employees with copies of your workplace policies when they start on the job. Some of the most important policies you should have include:


Employment agreements can save your business confusion, time and money in setting out your terms clearly. Employees tend to perform best when they know what is expected of their role and when they understand what their obligations on the job are. Further by making clear what you expect of your employees, you’ll also be protecting your business in the event that the employment relationship comes to an end.

Don’t know where to start?
Contact a Lawpath consultant on 1800 529 728 to learn more about customising legal documents and obtaining a fixed-fee quote from Australia’s largest legal marketplace.

Dominic Woolrych

Dominic is the CEO of Lawpath, dedicating his days to making legal easier, faster and more accessible to businesses. Dominic is a recognised thought-leader in Australian legal disruption, and was recognised as a winner of the 2015 Australian Legal Innovation Index.