Ensuring Legal Compliance: eSignature Lawfulness for Temporary Employment Contract in Australia

How to eSign a document: e-signature lawfulness for Temporary Employment Contract in Australia

Fixed term contracts are a great  way to fill a labour shortage,   but with them comes a lot of legislation that, as  an employer, you’ll need to wrap your head around. But first, what is a fixed term contract?  In short, a fixed term contract is a   contractual agreement between an employee and  employer over a predetermined period of time. Unlike standard employment contracts which  continue until one party ends the relationship,   fixed term contracts have an agreed end  date, unless a new agreement is reached. These are great for employers looking  to fill a short-term vacancy, or an   employee who doesn’t want to commit  long-term to a company or job role. For example, this can be a seasonal employee on  a 6 month fixed term contract to help out with   a busy period of the year, or a 12 month  fixed term contract to finish a project. Some fixed term contracts, however,  can have a more flexible ending,   depending on the completion of a  project or the launch of an event. If you do plan on hiring an employee  under a fixed term contract,   you’ll need to adhere to the Fixed Term  Employees Regulations, introduced in 2002. This legislation was introduced to protect  employees on fixed term contracts from being   treated less favourably than those on full-term  ones, giving these employees rights to the same   pay and conditions, the same benefits and the same  appraisals and staff reviews as full-time staff. If you’re thinking of making a  hire under a fixed term contract,   or plan to accept one yourself, be  sure to brush up on your rights as   an employer or employee in our article  on fixed term contracts linked below.