Results 1 to 3 of 3
  1. #1
    Join Date
    Oct 2018
    Posts
    1

    Default Redundacy after issuing a new employment contract

    Hi Everyone,

    Are there any laws in place within Australia limiting the time frame between issuing a new employment contract and making the employee redundant? We are thinking about changing our employment contracts to include detailed KPI's/ STI's and also a CPI wage increase each year. However we also believe that there may be some volatile times ahead >6 months and need to make sure that we can still give employees genuine redundancies in the event we need to.

    Any feedback will be appreciated.

  2. #2

    Default Careful What You Include in Contracts of Employment

    Quote Originally Posted by Squid View Post
    Hi Everyone,

    Are there any laws in place within Australia limiting the time frame between issuing a new employment contract and making the employee redundant? We are thinking about changing our employment contracts to include detailed KPI's/ STI's and also a CPI wage increase each year. However we also believe that there may be some volatile times ahead >6 months and need to make sure that we can still give employees genuine redundancies in the event we need to.

    Any feedback will be appreciated.
    Hi Squid

    "changing our employment contracts to include detailed KPI's/ STI's and also a CPI wage increase each year"

    When setting up contracts of employment it is strongly recommended that KPI's and anything relating to variable pay is NOT included in a contract of employment. They can be referred to but details should be captured in a separate document that has the flexibility to allow the organisation to change it as it wishes and only run it as a year to year proposition.

    KPI's, STI's, CPI and wage increases vary from year to year and you don't want to be issuing Contracts of Employment on a yearly basis. It is best to set up a structure that provides the organisation with flexibility.

  3. #3
    Join Date
    Feb 2012
    Location
    Queensland
    Posts
    56

    Default

    Hi, sorry for late reply.
    I would suggest that there is no minimum time frame with regards to offering redundancies in the event that you are issuing new contracts. I feel that it would not hold up with Fair Work, if you issued amended contracts and then denied redundancy payments immediately after.

    I would even go as far to say that the new/amended contracts should contain a clause that states something like "Continuity of Service: the company acknowledges that your employment commenced on XXXXdate and recognizes service from this date for all service related entitlements".

Tags for this Thread

Posting Permissions

  • You may not post new threads
  • You may not post replies
  • You may not post attachments
  • You may not edit your posts
  •  
Recruitment Team Leader - Sydney CBD
Posted on 20 Jul 2019 at 3:00am

APS4 Project Officer - Contract - Robina
Posted on 21 Jul 2019 at 7:00am

Learning and Development Assistant - Contract - Gold Coast
Posted on 21 Jul 2019 at 6:03am

HR Manager - Contract - Perth
Posted on 20 Jul 2019 at 4:00am

L&D Specialist - Sydney CBD
Posted on 20 Jul 2019 at 4:00am

Industrial & Employee Relations Advisor - North Parramatta
Posted on 19 Jul 2019 at 2:49am

Senior Workers Compensation Advisor - Contract - Melbourne CBD
Posted on 19 Jul 2019 at 3:00am

HR Business Partner - 6mth Contract - Melbourne - East
Posted on 19 Jul 2019 at 2:00am

HR Coordinator - 4 wk Contract - Northern Suburbs Melbourne
Posted on 19 Jul 2019 at 1:03am

Global Mobility Consultant - Contract - Sydney CBD
Posted on 18 Jul 2019 at 9:00am

Human Resource Consultant - 3mth Contract - Katherine
Posted on 18 Jul 2019 at 8:03am

HR Advisor - 6 mth Contract - Perth
Posted on 18 Jul 2019 at 6:00am

Work Health & Safety Advisor - Richmond
Posted on 18 Jul 2019 at 5:03am

RTW Support Officer - Sydney CBD
Posted on 18 Jul 2019 at 3:03am

People & Culture Manager - Wodonga
Posted on 18 Jul 2019 at 12:01am


 

Powered by vBadvanced CMPS v4.2.1