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The Legalities Of Setting Up A Business And Recruiting People In Australia

Australia is one of the best places to build your empire. Besides the fact that it has a relatively stable economy, this country also offers numerous opportunities for both business owners and workers. Plus, they have a lot of institutions that offer financial assistance to entrepreneurs. Get approval can approve your loan quickly and easily to help you fund your business.

The Land Down Under has a pool of qualified workers across various fields. This means that you won’t have a hard time finding the best candidates to fill in key positions in your organisation. But before you start hiring people, you need to be aware of the different laws that protect yours and your future employees’ interests.

During Recruitment

You are not to discriminate any applicant for his sex, race, age, disability, political belief or even sexual orientation. Everyone should be given equal opportunity to showcase their talents and skills. Once you start short listing people, you have to make sure that your choices are not discriminatory.

To be a better hiring manager, consider enrolling in recruitment training with us, Career Manager.

Offering Employment

When hiring a person, a written job order must be produced. It should include the date when the new employee will start, his position, wage information as well as other aspects affecting his employment.

But, before hiring an applicant, it’s important that the company makes sure that the person has no restrictions (an existing employment contract with a previous employer) that can prevent him from entering into a new contract with another company.

Employment Contract

You have to be well aware of the statutory terms and conditions set out in the Fair Work Act, as well as legislations for applicable long service leave and applicable superannuation. Some of the most important terms in the contract that you need to be aware of include the employee’s probationary period, hours of work, working arrangements, employment duration, responsibilities, salary, benefits, bonuses and other allowances. It should also contain other important information, including leaves, protection of intellectual property, post-termination restrictions and other matters you may deem important.

Wages, Benefits and Entitlements

Your employees can be paid on a weekly, fortnightly or monthly basis. For workers who are covered by an enterprise award, you are to pay them at least the minimum wage set out in the award. For those who are not covered by the award, The National Employment Standards set out the national minimum wage as well as requirements for benefits and entitlements for them.


Except casual employees, as an employer, you’ll need to pay for your workers’ superannuation. For part-time and full-time employees, the minimum rate of superannuation you are required to pay is 9% of the worker’s salary.

To ensure that your company complies with the law, it’s important that you work with legal experts who have the experience and knowledge in dealing with different aspects of business. For other legal matters, these companies might be able to help you:

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