Support when
terminating employment
-
Understanding the Fair Dismissal Code so you are clear about the rules for fair dismissal, notice and calculating final pay
-
Implementing disciplinary and grievance processes
-
Stand down procedures
-
Implementing policies to protect your business in the event of misconduct or poor performance
Expertise and tools to help when ending employment
Australian workplace laws have rules about terminating employment including rules to determine if termination was unlawful or unfair, what entitlements an employee is owed and what must be done when an employee is dismissed because of redundancy. Our team of WR Specialists are available over the phone, email or face-to-face to support you through the process.
Termination Handbook
Abandonment of employment guide
Unfair dismissal
Managing grievances
Downturn in work options
A suite of templates at your fingertips
The Hub resources have been developed (and are continuously updated) by our team of HR and Legal specialists, to comply with employment law.
Why use our Specialists to
support you when terminating an employee
- Locally based team who understand the Fair Dismissal Code
- Peace of mind that the process is done professionally and safely for your business
- Reduce future risk by identifying any gaps in current policies and processes that expose your business to future litigation
- Support to have those difficult conversations
Frequently asked questions
Have questions? We are here to help.
To have a EA a business needs at least 2 employees, if you don’t have employees then you will need to implement a ‘Greenfields Agreement’.
A Greenfields Agreement is an Enterprise Agreement that is for a new business/project that at the time of lodging an agreement, the business has not employed any employees as yet.
More information on such an agreement can be found here for your reading: https://www.fwc.gov.au/greenfields-agreement
With a Greenfields agreement, a union must be a party to it. Meaning a union will be involved in its bargaining, so that is something you need to consider.
Or you can operate under your Industry Award until you have enough employees to start a new EA (non-union).
To have a EA a business needs at least 2 employees, if you don’t have employees then you will need to implement a ‘Greenfields Agreement’.
A Greenfields Agreement is an Enterprise Agreement that is for a new business/project that at the time of lodging an agreement, the business has not employed any employees as yet.
More information on such an agreement can be found here for your reading: https://www.fwc.gov.au/greenfields-agreement
With a Greenfields agreement, a union must be a party to it. Meaning a union will be involved in its bargaining, so that is something you need to consider.
Or you can operate under your Industry Award until you have enough employees to start a new EA (non-union).
To have a EA a business needs at least 2 employees, if you don’t have employees then you will need to implement a ‘Greenfields Agreement’.
A Greenfields Agreement is an Enterprise Agreement that is for a new business/project that at the time of lodging an agreement, the business has not employed any employees as yet.
More information on such an agreement can be found here for your reading: https://www.fwc.gov.au/greenfields-agreement
With a Greenfields agreement, a union must be a party to it. Meaning a union will be involved in its bargaining, so that is something you need to consider.
Or you can operate under your Industry Award until you have enough employees to start a new EA (non-union).
