on taking a step to growth in your business by taking on new employees!

Hiring your first employees is a big step for any small business 😁

But with it comes a few key responsibilities to keep everything above board. From payroll to super and workplace safety, there’s a lot to juggle, and getting it right from the start can save you time, stress, and money down the line. We’ve pulled together the essential info every new employer needs to know so you can feel confident and stay compliant as you grow your team.

The rules around employment can be a little bit complicated so make sure you familiarise yourself with some of these key resources to help you when you need extra support or guidance.

Employment isn’t just about paying people.

Employment relations is all about creating and maintaining a healthy, productive work environment that benefits both the business and the employees. For employers, it’s the practice of managing the relationship with your team members – covering everything from hiring and setting clear roles to resolving issues and supporting career growth. Good employment relations foster a positive work culture, drive productivity, and help retain great talent, ensuring your business can thrive. It’s about balancing the business’s needs with fair treatment, so everyone’s aligned and working towards common goals.

At its core, employment relations also means staying compliant with legal obligations like fair wages, working hours, and employee rights. As an employer, you’re responsible for following national employment standards, workplace safety laws, and fair work regulations, which help avoid conflicts and protect your team’s wellbeing. By prioritising clear communication, respect, and fairness, you’re not only meeting legal requirements but building trust and stability in your workforce – the foundations of a successful business.

We’ll walk you through the essential areas every new employer should know when growing their team. While we’re not employment or legal experts, we frequently field questions from new employers because of the natural crossover with payroll and accounting. Our goal is to equip you with enough insight to understand what questions to ask and where to find the right information to stay compliant with the following…

The National Employment Standards (NES) set out the minimum rights and entitlements that every employee in Australia should receive.

The National Employment Standards (NES) are a set of 11 minimum entitlements every Australian employer must provide to their employees, as outlined under the Fair Work Act 2009. These standards cover essential areas, including maximum weekly work hours (38 hours per week, plus reasonable additional hours), requests for flexible working arrangements, and entitlements to various types of leave such as annual, personal, and parental leave. NES also defines rights around public holidays, notice of termination, redundancy pay, and the Fair Work Information Statement, which all new employees must receive. These entitlements serve as the foundation for fair and consistent treatment across workplaces, and non-compliance can lead to legal and financial consequences.

If you’re looking for more details to help you understand NES requirements, the Fair Work Ombudsman website is an invaluable resource, providing comprehensive information on each entitlement along with downloadable templates and guides for easy implementation. Regularly reviewing updates to NES is also crucial, as changes may occur in response to new legislation or workplace developments. Employers can also reach out to Fair Work for specific guidance or consult with employment relations specialists for tailored support in meeting NES obligations and maintaining a compliant workplace.

Employment contracts are essential as they clearly outline the terms, expectations, and entitlements of the job, providing both employees and employers with clarity and legal protection.

Employment contracts in Australia are crucial for setting a clear foundation between employers and employees, as they establish key terms such as job responsibilities, pay rates, hours, entitlements, and conditions for termination. A well-structured contract helps prevent misunderstandings and protects both parties by making expectations explicit, aligning with both the National Employment Standards (NES) and any applicable modern award or enterprise agreement. Contracts can also address specific details unique to the role or industry, like confidentiality requirements, non-compete clauses, or performance expectations, which help safeguard the business’s interests.

For employers, the business.gov.au website offers templates and guidance on what to include in an employment contract, ensuring compliance with Australian workplace laws. This tool may not be suitable for all employment types, so check any limitations before you get started.

While it’s not legally required to have a written contract, having one is highly recommended as it provides legal clarity and makes it easier to resolve disputes should they arise. Employers can also consult with an employment lawyer or specialist for a tailored approach, especially for roles with unique requirements or for businesses in heavily regulated industries.

Workplace health and safety (WHS) ensures that employees work in an environment where risks are minimised, protecting their physical and mental wellbeing on the job.

Workplace Health and Safety (WHS) in Australia is a legal requirement for employers, aimed at protecting the wellbeing of all employees, contractors, and visitors to the workplace. Under WHS laws, employers are responsible for providing a safe environment by identifying, managing, and minimising potential risks. This includes everything from setting up safe work procedures and providing adequate training to ensuring equipment is properly maintained and workers are aware of any hazards. The goal is not only to prevent accidents and injuries but also to support the mental health of employees by reducing stressors and fostering a supportive, safe workplace culture.

Employers can find detailed guidance on WHS obligations through Safe Work Australia, the national WHS authority, which provides a wealth of resources, including industry-specific guidelines, risk management tools, and training materials. Each state also has its own WHS regulator, like WorkPlace Health & Safety Qld (WHSQ) or SafeWork NSW, which can assist with local compliance and offer support services. Regularly consulting these resources and staying updated on changes in WHS legislation helps employers meet their obligations and build a safe, compliant workplace.

Fair Work and anti-discrimination laws in Australia protect employees from unfair treatment and ensure equal opportunities, creating a respectful and inclusive workplace for everyone.

Fair Work and anti-discrimination policies are essential for Australian employers to ensure a fair, inclusive, and legally compliant workplace. Under the Fair Work Act 2009, employers must meet minimum standards, including providing fair wages, reasonable working hours, and protections from unfair dismissal. Anti-discrimination laws, meanwhile, prevent workplace discrimination on the basis of characteristics like age, gender, race, disability, or religion, supporting equal opportunities for all employees. Employers are required to actively prevent discriminatory practices and address any unfair treatment, as well as fostering a culture where diversity and respect are prioritised.

Employers can access detailed resources and support through the Fair Work Ombudsman and the Australian Human Rights Commission, which offer guidelines on compliance with these laws, as well as tools to manage workplace complaints. These resources help employers understand their legal obligations and provide templates, policies, and training materials to support a fair and inclusive work environment. Employers may also benefit from consulting these bodies for up-to-date information and advice, especially as Fair Work and anti-discrimination regulations may change over time.

Payroll, super, and tax obligations ensure Australian employees are paid accurately, have super contributions, and the correct tax withheld.

Payroll, tax, and superannuation are key obligations for Australian employers to manage accurately and on time. Payroll involves not only paying employees their correct wages but also keeping detailed records of hours worked, leave taken, and pay rates to ensure compliance. Employers are also responsible for withholding the correct amount of PAYG Withholding tax from each employee’s earnings and reporting this to the ATO. Ensuring accuracy in payroll processing helps employers avoid penalties and builds trust with employees by delivering their entitlements reliably.

Superannuation, or “super,” is another important obligation, requiring employers to pay a minimum percentage of each employee’s earnings into a super fund, to help them build savings for retirement. Employers must make super contributions at least quarterly, and it’s essential to check that each employee’s chosen fund complies with Australian super regulations. To support these responsibilities, the ATO and Fair Work Ombudsman websites offer guides, tools, and calculators for payroll, tax, and super, making it easier for employers to understand and meet their obligations. Regularly consulting these resources ensures that businesses stay up to date with changes to tax rates, super contribution percentages, and other payroll requirements.

Check out the ATO website for more details on paying workers & superannuation…

In Australia, terminations and redundancies need to be handled fairly, making sure employees are treated right and get any entitlements they’re owed.

In Australia, handling terminations and redundancies requires employers to follow fair and transparent processes to protect both the business and employees. Termination policies are designed to ensure that dismissals are based on valid reasons, such as performance or misconduct, and that employees are given fair notice and, where applicable, a chance to improve before dismissal. Redundancies, on the other hand, occur when a position is no longer needed due to business changes, and employers must follow specific steps, including providing redundancy pay (where applicable), consulting with employees, and exploring redeployment options if possible.

For detailed guidelines on these processes, employers can refer to the Fair Work Ombudsman, which outlines the legal requirements for both terminations and redundancies, including notice periods, redundancy entitlements, and the steps for conducting a fair dismissal. Following these guidelines not only helps employers stay compliant but also supports a respectful exit experience for employees. Fair Work’s resources include templates, fact sheets, and advice lines to assist employers in navigating these often-sensitive situations confidently and lawfully.

You don’t have to do it alone…Wingr is here to provide as much support as you need along your business journey.

We know running a business brings plenty of new and exciting challenges, and it can sometimes feel a bit overwhelming. This guide gives you a snapshot of the key things to consider as an employer, along with where to find more information when you need it.

When it comes to payroll processing & super lodgements, Wingr is available to help with regular processing and assistance — so don’t hesitate to reach out if we can lend a hand. Feel free to lock in a call with us to get the ball rolling today…