Employment Essentials

25/05/2026

A free 2.5 hour information session for every small business!

This practical workshop covers the employment law essentials that every small business owner, founder, and operator needs to understand.

30/03/2026

Why we built Employment Essentials the way we did.
Employment law advice in Australia has historically come in one of two forms: a large law firm with hourly rates that most SMEs can't sustain, or generic online templates that don't account for how your business actually works.
Neither is good enough for the businesses we work with.
The owners, directors, and managers who run Australian SMEs deserve access to genuine legal expertise — practical, plain-English, and priced in a way that makes sense for a growing business.
That's what Employment Essentials is built to provide.
Fixed-price packages. Senior expertise. Real advice you can act on.
🌐 onthejob.au | 📩 [email protected] | 📞 1300 019 649

27/03/2026

When a workplace issue needs independent investigation.
Serious complaints — bullying, harassment, misconduct — can't always be handled internally. Whether because of the seniority of the people involved, the complexity of the allegations, or the need for a defensible process, sometimes an independent investigator is the right call.
How you investigate matters as much as the outcome.
Employment Essentials conducts independent, legally informed workplace investigations — helping businesses manage risk, protect their people, and reach defensible conclusions.
If you're dealing with a workplace complaint and unsure how to proceed, a conversation is a good place to start.
📞 1300 019 649 | 📩 [email protected]

26/03/2026

The most expensive HR mistake Australian SMEs make:
Waiting.
Waiting until the contract becomes a problem to review it.
Waiting until the Fair Work application arrives to understand the process.
Waiting until the underpayment is discovered to look at the payroll.
Employment risk doesn't announce itself in advance. But it is almost always cheaper, faster, and far less stressful to address proactively than reactively.
If there's something you've been meaning to look at in your business — contracts, payroll, a process issue — this is your reminder to do it now.
We offer a free initial consultation. No obligation.
📞 1300 019 649 | 🌐 onthejob.au

25/03/2026

A employment contract is not a formality.
It's the document that defines what you and your employee each agreed to — and it's the first thing anyone looks at when a dispute arises.
Contracts downloaded from the internet, copied from a friend's business, or last updated in 2019 are not protecting you the way you think they are.
We draft and review employment contracts for Australian businesses as a core part of what we do — clearly, quickly, and at a fixed price.
🌐 onthejob.au

24/03/2026

Managing a performance or misconduct issue? The process matters as much as the outcome.
One of the most common mistakes employers make is treating a disciplinary process informally — a conversation here, a verbal warning there — without documentation or a consistent process.
When that employee later makes an unfair dismissal or general protections claim, the employer has no paper trail to rely on.
A legally sound disciplinary process isn't complicated. But it needs to be followed consistently, documented clearly, and applied fairly.
Our From Hired to Fired service gives businesses a clear, defensible process and the documents they need to manage conduct and performance issues — and significantly reduce legal risk.
📩 [email protected]

23/03/2026

Modern Awards: what every SME owner needs to understand.
If your business employs people covered by a Modern Award — and most do — those Award conditions are the legal minimum. Your employment contract cannot undercut them, even if an employee signs it willingly.
Common areas where businesses inadvertently fall short:
— Minimum pay rates (which increase annually)
— Penalty rates for weekend, public holiday, or late-night work
— Break entitlements
— Allowances for specific tasks or conditions
— Overtime calculations
Award coverage isn't always obvious either. The correct Award depends on the industry and the classification of the work being performed — not just the job title.
If you're not certain which Award applies to your team, that's worth resolving.
📩 [email protected] | 🌐 onthejob.au

20/03/2026

Payroll errors don't fix themselves.
In our experience reviewing payroll for Australian SMEs, the most common issues aren't deliberate — they're the result of Awards that changed, classifications that were never updated, or overtime rules that were misunderstood from day one.
The problem is that underpayment liability compounds. Backpay doesn't disappear because time has passed. And a Fair Work Ombudsman investigation doesn't just look at last month.
If you haven't had an independent review of your pay practices, it's one of the most valuable things you can do for your business this year.
Our payroll review service — The Works — is fixed-price and gives you a clear, actionable picture of where you stand.
🌐 onthejob.au

19/03/2026

Here's exactly what happens when you contact us.
We know that reaching out to an HR or legal consultant can feel like a big step — especially if you're not sure what you actually need yet.
So here's the process:
1. Free consultation. We have a no-obligation call. You tell us what's going on. We listen. No jargon, no hard sell.
2. Clear scope and fixed quote. If we can help, we tell you exactly what we'll do and what it will cost. Fixed price. Agreed upfront.
3. We get to work. We complete the work thoroughly and keep you across every step.
4. Practical handover. We don't just send documents. We walk you through what's changed and how to roll it out.
That's it. No surprises.
🌐 onthejob.au | 📩 [email protected]

18/03/2026

Our business is to protect your business. Find out how we can help by checking out our website https://onthejob.au/ or giving us a call on 1300 019 649.