Employers Guide: Fair Work Information Statement

An employer is required under the National Employment Standards to issue a Fair Work Information Statement to all new employees as soon as practicable after commencing employment.

What is a fair work information statement, and what do Australian employers need to know about it?

A fair work information statement is a document that outlines the rights and entitlements of employees under Australian workplace laws. Employers are required to provide this statement to all new employees as soon as possible after they start work.

What information must be included in a fair work information statement?

The statement must include information about the National Employment Standards (NES), modern awards, agreement-making, individual flexibility arrangements, freedom of association, termination of employment, and the role of the Fair Work Ombudsman. You can find a template here.

When must employers provide the fair work information statement?

Employers must provide the statement to new employees as soon as possible after they start work. This can be done either in hard copy or electronically.

What happens if an employer fails to provide the fair work information statement?

If an employer fails to provide the statement, they may be liable for penalties under the Fair Work Act 2009. In addition, employees may be able to make a complaint to the Fair Work Ombudsman.

Is there any other information that employers need to provide to new employees?

Yes, employers must also provide new employees with a copy of the applicable modern award or enterprise agreement, and information about the terms and conditions of employment.

What are some other things that employers should keep in mind when it comes to fair work information statements?

Employers should ensure that they update the statement as required to reflect changes to workplace laws. They should also make sure that all employees receive the statement, including casual and part-time employees.

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Disclaimer

The information provided in these blog articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend you contact Employment Innovations for advice.