
Employment Contract Services in Melbourne
Protect your business with expertly drafted employment contracts tailored to Melbourne workplaces.
Unclear Employment Contracts Cause Confusion and Workplace Disputes.
Ambiguities in terms of employment can lead to misunderstandings, disrupt operations, and create compliance risks. Poorly drafted contract can also lead to costly litigation and strained workplace relationships.
At Close Consulting, we understand the importance of clear, compliant, and tailored employment contracts. Our expertise ensures that your agreements protect both employee and employer rights while fostering trust and clarity.
You don’t have to navigate this complex process alone—let us help you create contracts that set the foundation for a fair and productive workplace.

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What Are Employment Contracts?
An employment contract is a formal agreement that defines the terms and conditions of the working relationship between an employer and an employee. It can be verbal, written, or implied, but having a clear, written document helps avoid misunderstandings and ensures compliance with the Fair Work Act 2009.
Free HR Support CallOur Employment Contract Services
At Close Consulting, we provide expert guidance in creating and managing employment contracts that meet legal standards and reflect the unique needs of your business. Our services are designed to ensure clarity, compliance, and peace of mind for both employers and employees.
Customised Contract Drafting
We specialise in crafting tailored employment contracts that align with your organisational goals and comply with Australian workplace laws. Our focus is on clarity—clearly defining roles, responsibilities, and remuneration to prevent misunderstandings and disputes. We also prioritise compliance, ensuring that all contracts adhere to the National Employment Standards (NES), relevant modern awards, and industry regulations. With our support, your contracts will establish clear expectations and protect your business from potential legal risks.
Contract Review and Compliance Checks
For businesses with existing contracts, our team conducts thorough reviews to identify potential risks and ensure compliance with legal standards. This includes detailed risk assessments to highlight ambiguities or inconsistencies, such as missing minimum entitlements or misaligned conditions of employment. We then provide clear, actionable recommendations to close any gaps and improve the accuracy and effectiveness of your contract terms.
Specialised Industry Contracts
Different industries face unique challenges, and we tailor contracts to meet those specific needs. In sectors such as retail and hospitality, we address critical elements including penalty rates, casual employment terms, and compliance with relevant awards. For healthcare and education, we draft contracts that reflect sector-specific awards and ensure employees receive their full legal entitlements. Our industry-focused approach ensures your contracts align with operational needs while adhering to workplace laws.

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Free HR Support CallKey Components of an Employment Contract
A well-structured employment contract ensures clarity and compliance, setting the foundation for a fair and productive employment relationship. Below are the essential components every contract should include:
Job Title and Responsibilities
Clearly define the employee’s role, duties, and expectations. This prevents confusion and provides a reference point for performance evaluations or disputes.
Wages and Benefits
Detailing all aspects of employee remuneration is essential for clarity and compliance. This includes specifying the base pay rate in accordance with the relevant award or the National Employment Standards (NES), outlining any penalty rates applicable for overtime, public holidays, or weekend shifts, and clearly stating superannuation contributions as required under Australian workplace laws.
Leave Entitlements
Include provisions for all types of leave entitlements to ensure transparency and compliance. This should cover annual leave, clearly stating the number of days or weeks based on the employee’s status (such as full-time or part-time). It should also specify the conditions under which sick leave, including personal or carer’s leave, can be taken. Additionally, the contract should address other forms of leave, such as community service leave, parental leave, or unpaid leave, to provide a comprehensive overview of employee entitlements.
Termination Terms
Define the procedures for ending the employment relationship clearly within the contract. This includes specifying the required notice periods for termination, based on the employee’s role and tenure, and ensuring that the terms of termination align with legal requirements to prevent disputes or claims. By addressing these components, your contracts will meet legal entitlements, minimise risk, and foster a strong, compliant workplace.
Common Challenges with Employment Contracts
While employment contracts are vital for establishing clear terms, they can also present challenges if not properly drafted or maintained. Below are some common issues businesses face:
Ambiguities in Terms
Unclear language in contracts can lead to misunderstandings and disputes. For example, vague definitions of overtime rates, minimum pay rates, or penalty rates may result in underpayment complaints. Similarly, inconsistent descriptions of job duties or responsibilities can create confusion about performance expectations. Using precise and clear language helps to prevent these issues and supports a strong and transparent employment relationship.
Non-Compliance with Legal Standards
Contracts that fail to comply with Australian workplace laws, such as the Fair Work Act 2009 or modern awards, pose significant risks. These include fines or penalties for breaching minimum entitlements or award provisions, as well as reputational damage, as non-compliance can erode trust among both employees and clients. Ensuring contracts align with the relevant legislation and awards helps protect the interests of both employers and employees.
Outdated Contracts
As workplace laws and conditions evolve, outdated contracts can become non-compliant. This may happen due to changes in employment conditions, such as the introduction of new rules for fixed-term contracts, or shifts in job roles and organisational needs that are not reflected in the existing contract. Regularly reviewing and updating employment contracts is essential to ensure they remain compliant and effective.
Your HR Team
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I established Close Consulting in 2007 as a small, boutique practice providing HR generalist advice to small business owners and individuals in Melbourne. In line with our growth over the past 13 years, we now provide specialised, professional and customer-focused advice across a wide variety of industries including aviation, higher education, retail, aged care and health.

Cameron brings a wealth of experience to Close Consulting following an extensive career in the Technical, Quality and Production Management fields within the construction and civil engineering industries. Advancing from cadet to manager required identifying growth opportunities. Cameron provides leadership, project management and technical capability coupled with strategic overview to time critical projects.
Employment Contract FAQs
What are the 3 elements of an employment contract?
The three key elements of an employment contract are offer, acceptance, and consideration. The offer refers to a clear job offer made by the employer, while acceptance is the employee’s agreement to that offer. Consideration involves the terms of employment—such as wages, benefits, and other conditions—provided in exchange for the employee’s work.
What must be in an Australian employment contract?
An Australian employment contract should include key details such as the job title and duties, pay and benefits (including wages, penalty rates, and superannuation), and the employee’s working hours. It should also outline leave entitlements, termination notice periods, and ensure compliance with the Fair Work Act and any relevant modern awards.
What is the most common type of employment contract?
The most common type of employment contract is a permanent contract, which may be either full-time or part-time. These contracts offer ongoing employment and include entitlements such as paid leave, notice periods, and other benefits outlined under Australian workplace laws.
Can I start work without an employment contract?
Yes, you can begin work without a written contract, as verbal agreements are legally binding in Australia. However, having a written contract is strongly recommended to provide clarity, outline the terms of employment, and ensure compliance with relevant workplace laws.
How can Close Consulting assist you with employment contracts?
Close Consulting offers end-to-end support with employment contracts to ensure they’re legally compliant, clear, and aligned with your business needs. We help draft and review contracts in line with Australian workplace laws, identify potential compliance risks, and provide tailored advice to strengthen your agreements. Our team also delivers training for HR teams and managers on contract essentials and legal updates, and we offer mediation support to resolve disputes over contract terms—helping you maintain trust and avoid costly legal issues.4o

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