Fillable Printable Self-Audit Checklist - Australia
Fillable Printable Self-Audit Checklist - Australia
Self-Audit Checklist - Australia
This document is designed to help employers conduct a self-audit of their compliance with certain key requirements set out in
the Fair Work Act 2009 and Fair Work Regulations 2009, and associated Acts and Regulations.
It is not required to be sent back to the Fair Work Ombudsman.
If you have any queries please, contact the Fair Work Infoline on 13 13 94 or visit our website at www.fairwork.gov.au
advice and information.
Business details
You do not need to fill in this information unless you are planning on contacting us about your particular circumstances. In this
case it may be helpful to have such details on hand which we will need in order to assist you.
1Legal name of employer (e.g. EFGH Pty Ltd)
2 Business or trading name of employer (e.g. EFGH Catering)
3 Business address
4 ABN / ACN
5 Business contact person
Title* Mr Mrs Ms Miss Dr Other (please specify) __________________________
Given name
Family name
Position
Phone (business) Mobile
6 Number of employeesNumber of apprentices/trainees
Industrial instruments
7
The laws surrounding industrial instruments have changed. Are you aware of which of the following current instruments (if
any) cover and apply to your employees?
Modern award
Award-based transitional instrument
Agreement-based transitional instrument
Division 2B State employment agreement*
Enterprise Agreement
Other:
*
These are State employment instruments that were in operation immediately before 1 January 2010, and have since moved into the national workplace relations system. Division 2B
State awards terminated on 31 December 2010. From this date a modern award will generally apply to these employers.
Unsure?
Contact the
Fair Work Infoline
on
13 13 94
or your industry association.
Modern awards & the National Employment Standards (NES)
8 Are you aware of the modern awards (if any) which may cover and apply
to your employees?
YES NO
9 Are you aware of the National Employment Standards (NES) which apply
from 1 January 2010?
YES NO
10 Are you aware of your obligations with respect to:
Requests for flexible working arrangements? YES NO
Notice of termination?
YES NO
Redundancy pay? YES NO
11 Are all new employees given a Fair Work Information Statement?
YES NO
12 Do you retain details of how the statement was given? YES NO
13 Are you aware of how the modern awards and National Employment
Standards interact with your existing workplace agreements? YES NO
Did you answer NO to any of the above questions? List the actions you need to take to meet the modern awards and
NES entitlements checklist requirements.
For information about modern awards and the NES, visit
www.fairwork.gov.au/nes
Leave Entitlements
14 Do you maintain accurate records of employee leave entitlements? YES NO
15 Do you have processes in place for employees to apply for:
Annual leave?
YES NO
Personal/carer’s leave? YES NO
Compassionate leave? YES NO
Parental leave? YES NO
Community service leave?YES NO
Long service leave? YES NO
Did you answer NO to any of the above questions? List the actions you need to take to meet the modern awards and leave checklist
requirements. For information about modern awards and leave, visit
www.fairwork.gov.au/leave
Pay & conditions
17 When are your employees paid?
Weekly
Fortnightly
Monthly
On which day:
Mon
Tue
Wed
Thur
Fri
Sat
Sun
Paid by:
Cheque
Cash
EFT
18 Do you include the following details on the employee’s pay slip?
Employer ABN YES NO
NO
Legal and/or trading name of employer YES NO
Employee name YES NO
Date of payment (e.g. 19/06/09) YES NO
Period of payment (e.g. 04/06/09 – 18/06/09) YES
NO
Gross and net amount of pay YES NO
For employees paid an hourly rate – the ordinary hourly rate of pay, number
of hours worked at that rate and the amount of payment at that rate N/A YES
For employees paid an annual rate (salary) that rate as at the
last day in the payment period N/A YES
NO
Details of any deductions made from the employee’s pay
Amount and the name of the superannuation fund (for employers
required to make superannuation contributions for the benefit of employees) YES NO
19 Do employees get a pay slip within 1 working day after they are paid?YES NO
20 Do casual employees receive the correct loading for ordinary
time/overtime/weekend work and public holidays in accordance with
the relevant Award/Agreement? N/A YES NO
21 If work is performed on weekends, nights or public holidays
Do you accurately record the start and finish times for employees
who receive penalty rates?N/A YES NO
Do you pay the correct penalty rates (according to the relevant
Award/Agreement)? N/A YES NO
22 Are district/uniform/late work or other allowances being paid
as per the relevant Award/Agreement/Act? N/A YES NO
23 Do employees get the correct meal break according to
the relevant Award/Agreement? N/A YES NO
If no, are employees properly compensated?N/A YES NO
If you answered NO to any of the questions numbered 18-23, you may be in contravention of your workplace obligations. Visit
www.fairwork.gov.au/pay
or contact the
Fair Work Infoline
on
13 13 94
for advice.
Note:
any areas where you may need to take action in order to meet the pay and conditions checklist requirements..
Time & wages record keeping
24 Do you include these details on the employee’s records?
Note
: you can keep manual and/or electronic records.
Legal and/or trading name of employer YES NO
Employee name YES NO
Date the employee commenced work with the employer YES NO
Employee status – whether the employee undertakes part-time or full-time work
and whether they are engaged as a permanent, temporary or casual employeeYES NO
Number of hours worked
YES NO
Number of overtime hours worked YES NO
Rate of pay
Any written agreements of hours worked, individual flexibility arrangements or
guarantees of annual earningsYES NO
Gross and net amount of pay
YES NO
Deduction details YES NO
Monetary allowances
YES NO
Leave accrued/taken YES NO
Superannuation details YES NO
Termination details YES NO
If you answered NO to any part of question 24 that applies in your circumstances, you may be in contravention of your workplace
obligations. Visit
www.fairwork.gov.au/resources
or contact the
Fair Work Infoline
on
13 13 94
for advice.
Note:
any areas where you may need to take action. in order to meet the time and wages record keeping requirements.
25 Did you know you have to keep time and wages records for 7 years? YES NO
Dismissal and bargaining
New unfair dismissal laws, including a small business fair dismissal code, apply under the Fair Work Act 2009 .New requirements
for employers and employees to bargain in good faith when making enterprise agreements also apply. These obligations
commenced on 1 July 2009.
More information
Contact the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au
Download templates for time and wages records and pay slips www.fairwork.gov.au/resources
Fact sheets on workplace relations issues to read download or print www.fairwork.gov.au/resources
How do you contact the Fair Work Ombudsman?
Over the telephone
– call the Fair Work Infoline on 13 13 94 for the cost of a local call.
Over the internet
– visit our website at www.fairwork.gov.au
By email – via a special ‘Contact us’ email form available at www.fairwork.gov.au
By post
– address your letter to the Fair Work Ombudsman at GPO Box 9887 in your capital city.
In person
– visit one of our offices located in each capital city and in 18 regional areas across the country. Find your nearest
office at www.fairwork.gov.au
Contact the Translating and Interpreting Service (TIS) on 131 450
for the cost of a local call if you need help communicating
in English.
If you have a hearing or speech impairment you can call through the
National Relay Service (NRS):
TTY
users phone 133 677. Ask for the Fair Work Infoline 13 13 94.
Speak and Listen (speech-to-speech relay) users phone 1300 555 727. Ask for the Fair Work Infoline 13 13 94.
The Fair Work Ombudsman is committed to providing you advice that you can rely on. To do this we rely on the accuracy and
completeness of information you provide.
Your situation and the law can change so we encourage you to check back with us by looking at fairwork.gov.au.
