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Employment Record Template Guide

This document contains a template for recording an employee's employment details. It includes fields for the employer's information, the employee's personal details like name and address, employment status and dates, pay details, superannuation and next of kin information. There are also sections to record termination of employment details if applicable, including reason and date of termination and person who terminated the employee. Notes provide information on record keeping requirements and transferring of employee records if a business changes ownership.

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fahim25
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200 views2 pages

Employment Record Template Guide

This document contains a template for recording an employee's employment details. It includes fields for the employer's information, the employee's personal details like name and address, employment status and dates, pay details, superannuation and next of kin information. There are also sections to record termination of employment details if applicable, including reason and date of termination and person who terminated the employee. Notes provide information on record keeping requirements and transferring of employee records if a business changes ownership.

Uploaded by

fahim25
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd

Employment record Part 1: Employment details

To be completed and retained for each employee

Employer details
Registered name: Trading name (if applicable)*: ABN:

Employee details
Full name: Date of birth*: Address*: Tax file number*: Employment status: Full-time Ongoing Date employment commenced: Temporary Other (specify)
/ / / /

Phone number(s)*:

Part-time

Casual

Other (specify e.g. piece worker)


hours

Ordinary hours of work* (for part-time or full-time employee; e.g. 38 hours): Agreed/required method of pay (e.g. EFT)*: Agreed/required pay period (e.g. weekly)*: Agreed/required pay day (e.g. Tuesday)*: Apprenticeship/Traineeship details*: Name of Award or Agreement that applies*: Classification/job title under the Award/Agreement*: Superannuation fund name: Employee membership no: Workers compensation policy name: Policy no: Next of kin*: Contact details*:

Termination of employment details


Date notice of termination given to the employee/employer*: Date of the employees last day at work: Method of termination of employment: Other (specify) Reason(s) given*: If the termination of employment was by the employer: Name of person who terminated the employees employment: Position in the business* (of the person who terminated the employee): By consent By notice
/ / / /

Summarily

* The Fair Work Ombudsman acknowledges that the inclusion of information marked with an asterisk (*) is not a requirement under the Fair Work Regulations 2009, effective 1 July 2009. This template is provided as a best practice model. An employer is not compelled to provide information outside the requirements contained in the record keeping provisions of the Fair Work Regulations 2009. The minimum record keeping requirements are contained in the Fair Work Regulations 2009. Any election made by the employee in relation to the fund into which superannuation contributions are made must be kept by the employer, along with a record of the date of the election.

Note: 1. All records must be retained for a minimum of 7 years from the date the employee ceases their employment or an alternation to the record is made, whichever occurs first. 2. Where there is a transfer of a business from the old employer to the new employer (e.g. the business changes hands), employee records must be transferred to the new employer for each transferring employee. 3. An employer must ensure that employee records are not, to the extent of their knowledge, false or misleading.

Fair Work Ombudsman is committed to providing useful, reliable information to help you understand your rights and obligations under workplace laws. It is your responsibility to comply with workplace laws that apply to you. The information contained in this publication is: general in nature and may not deal with all aspects of the law that are relevant to your specific situation; and not legal advice. Therefore, you may wish to seek independent professional advice to ensure all the factors relevant to your circumstances have been properly considered.

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