For most small business owners, employment contracts get written once and then forgotten. The same template gets used again, and again, and again. Nobody stops to check whether it still reflects the role, the business, or what Fair Work actually requires. It sits in a folder gathering dust until something goes wrong. Then everyone reaches for it at once.
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Trusted HR Solutions helps small and medium business owners across the Mid North Coast and Northern Rivers review, update, and standardise their employment contracts so they are clear, current, and working for the business. Whether you have one template that covers everyone or a mix of documents written at different times, we will help you get it sorted.
employment contracts
An employment contract is not just paperwork: it is what turns a job into a clear, enforceable agreement between employer and employee. Without one, you are relying on assumptions and verbal understandings, which can fall apart quickly if something goes wrong. Below are the mistakes we see most often in small and medium businesses across the Mid North Coast.
One template does not cover all employment types. Full-time, part-time and casual employees have different entitlements and obligations under the Fair Work Act. Using the same contract for all three creates confusion for staff and exposure for the business. A senior employee may need specific provisions that a junior role does not, such as longer notice periods or more detailed termination terms.
Businesses grow. Roles change. The contract written when you hired someone three years ago may not reflect what they actually do now. Outdated contracts create ambiguity around duties, hours, pay and expectations. When a performance or conduct issue arises, that ambiguity becomes a significant problem. If a situation has already escalated into a workplace conflict, mediation and conflict resolution may be needed alongside addressing the underlying contract gaps.
Most business owners come to us when something in the business has shifted. Here are the four situations we see most often.
Bringing on your first employee is a significant step, and getting the contract right from the start matters. We help you set up a contract that covers the role properly, reflects the employment type and protects the business, so you start the relationship on clear terms and do not have to unpick anything later.
As businesses grow, they often add casual staff, part-time roles or contractors alongside existing employees. Each employment type carries different obligations. We make sure the right contract is in place for each arrangement, so your exposure does not quietly grow alongside your team.
A contract written for a junior admin role does not cover a senior operations manager, even if it is the same person. When responsibilities, seniority or arrangements shift over time, the contract needs to reflect that. We identify where the gaps have opened up and update accordingly.
Many businesses have accumulated contracts written at different times, by different people, for different purposes. Some staff may have detailed agreements; others may have very little in writing at all. We review the full picture and help you standardise what needs standardising, starting with what carries the most risk.
Consistent contracts work best when they sit alongside clear workplace policies, so your team has a well-documented foundation from day one.
Employment contracts for small and medium businesses should be practical, readable and built around how the business actually operates. Not written to impress a lawyer. Written so the employee understands what they are signing, and so you can actually use them when it matters.
“She helped us make confident, defensible people decisions while keeping the workplace positive. I’d recommend Tania and Trusted HR Solutions without hesitation.”
The scope is tailored to what your business actually needs. Here is what a typical engagement covers.
We assess what you have in place, what is missing, what is outdated and where the exposure sits. This covers all employment types across your team, not just the most recent hires.
Full-time, part-time and casual templates updated to reflect the role requirements, the employment type and current Award or Fair Work standards.
We make sure these clauses are present, correctly worded and are actually providing the protection they are designed to.
We make sure contracts connect to your recruitment and onboarding process so new hires start with clear expectations from day one.
Contracts should be reviewed periodically as roles evolve and Awards and Fair Work requirements change. We flag what to watch and when to revisit.
We help business owners put proper contracts in place and protect their businesses from the start. Here is what some of our clients have to say about working with Trusted HR Solutions.
Here are the questions we hear most often from business owners thinking about reviewing or updating their contracts.
Yes. Full-time, part-time and casual employees have different entitlements and obligations under the Fair Work Act. Casual employees also need a Casual Employment Information Statement included in their contract, and regular casuals have rights under Awards and Fair Work Act. One template does not cover all three. We help you set up the right contract for each employment type.
If your contracts have not been reviewed in a while, they may no longer reflect current Fair Work requirements, award changes or the actual role being performed. We start with what you have, assess what needs updating and focus the work on what matters most. An HR audit that covers your contracts alongside your other HR foundations is the quickest way to get a full picture of where things stand.
A probation period sets a window for both you and the new hire to assess whether the arrangement is working. It allows you or the employee to end the employment with protection if things are not going well. The clause needs to state the length of the probation period clearly, as well as the notice provisions that apply during that time. Without a properly worded clause, it can lead to misunderstandings for both the employee and the employer.
A contract is one piece of a solid onboarding. You also want clear workplace policies so the employee understands how the business operates from day one. If the recruitment process is well-run, expectations will already have been well communicated before the contract is even signed. Orientating a new employee well reduces early turnover and sets the right tone for the employment relationship.
Contracts help prevent misunderstandings by setting clear expectations from the start, but they cannot resolve a conflict that is already in motion. If there is an active workplace issue, mediation and conflict resolution is usually the better first step. We can look at the contract gaps alongside that process to help prevent the same issues from recurring.
We recommend reviewing contracts regularly. The timeframe will depend on the nature and size of the business, or earlier when a role changes significantly, a new employment type is introduced, or the Fair Work Commission updates relevant awards or the National Employment Standards. If you want contracts to stay current without having to track it yourself, this can be built into an HR business partner engagement.
No. We provide practical HR guidance within the HR scope. For complex employment law matters, we have a strong working relationship with trusted employment lawyers and can refer you directly.
Clear, current employment contracts reduce your exposure, set expectations from day one and give you something solid to refer back to when it matters. Whether you need a full review, targeted updates or help rolling contracts out across your team, we will get your contracts working for your business. Practical employment contract support for small businesses in Coffs Harbour and across the Mid North Coast and Northern Rivers.
