Keeping good employment records has many benefits, including making sure you pay staff correctly and abide by your tax and legal obligations. Show
Keeping ongoing employment recordsUnder the Fair Work Act 2009 you must:
You must also keep the following records for each employee:
Documents for new employeesGive these documents to all new employees as part of the recruitment process:
Tax and super recordsYou must keep all records for your employee for 5 years relating to:
Your new employees must give you their:
Use our template to make sure you get all the information you need from your new employees.
Employees must fill out a tax file number declaration form so you can work out how much tax to withhold from their pay. Ask employees to download the form from the Australian Taxation Office (ATO) website and either:
Employees must fill out a superannuation Standard choice form and return it to you so you can pay super into their chosen fund. Visit the ATO website for information about offering your employees a choice of fund. Fair Work Information StatementUnder the national workplace relations system, you must provide all new employees with a copy of the current Fair Work Information Statement (FWIS). The statement has basic information for workers on:
Download a current copy of the statement from the Fair Work Ombudsman website Read our fact sheet on record-keeping and pay slip requirements. Download the fact sheet:
OverviewEmployers who engage employees under relevant Commonwealth workplace laws are required to:
These record-keeping and pay slip obligations are designed to ensure that employees receive their correct wages and entitlements. What are the record-keeping obligations?Employee records must:
Employee records are private and confidential. Generally, no one can access them other than the employee, their employer, and relevant payroll staff. Employers must make copies of an employee’s records available at the request of an employee or former employee. However, Fair Work Inspectors and organisation officials (such as a trade union) may access employee records (including personal information) to determine if there has been a contravention of relevant Commonwealth workplace laws. For further information on the powers of Fair Work Inspectors entering premises and requiring the production of records or documents, please see the Fair Work Ombudsman Fact Sheet - Powers of Fair Work Inspectors. For further information on the rights of organisation officials relating to entering premises and requiring the production of records or documents, please see the Fair Work Ombudsman Fact Sheet - Right of Entry. What information must be made and kept in employee records?A range of information must be made and kept for each employee as prescribed by the Fair Work Act 2009 (FW Act) and Fair Work Regulations 2009 (FW Regulations). General recordsGeneral employment records must include all of the following:
Pay recordsRecords of pay must include all of the following:
Hours of work recordsRecords relating to hours worked by employees are to include the following:
Leave recordsIf an employee is entitled to leave, the record must include both:
If an employer and an employee have agreed to the employee taking a period of annual leave in advance of an accrued amount of leave, the employer must keep a copy of the agreement which:
If an employer and employee have agreed to cash out an accrued amount of leave, the employer must keep:
Superannuation contributions recordsIf the employer is required to make superannuation contributions for the benefit of the employee, the record must include all of the following:
Note: Employers who contribute a defined benefit interest in a defined benefit fund do not have to include these contributions in the record. Individual flexibility arrangement recordsIf an employer and employee agree in writing to an individual flexibility arrangement in relation to an award or registered agreement, a record must include both:
Annualised wage arrangement recordsIf an employee is on an annualised wage arrangement under an award, some awards require employers to keep extra records for these employees. See Salary payments for more information. Guarantee of annual earnings recordsIf an employer gives a guarantee of annual earnings under the FW Act, the employer must make and keep a record of:
Termination recordsWhere the employment has been terminated, the records must include:
Transfer of Business recordsWhere there has been a transfer of business under the FW Act, at the time of transfer, the old employer is required to transfer to the new employer each employee record concerning a transferring employee. If the transferring employee becomes an employee of the new employer after the transfer, the new employer must ask the old employer to provide them with the employee’s records. The old employer must give the records to the new employer. For further information regarding transfer of business, please see the Fair Work Ombudsman Fact Sheet - When businesses change hands. What are the pay slip obligations?Pay slips must be issued to each employee:
It is best practice for pay slips to be written in plain and simple English. What information must be included on the pay slip?Pay slips must contain details of the payments, deductions, and superannuation contributions for each pay period. The following information must be included on all pay slips issued to each employee as prescribed by the FW Act and the FW Regulations. A pay slip must include all of the following:
Additionally, where relevant, a pay slip must include any of the following:
What deductions may be made from an employee's pay?Under the FW Act, an employer can only deduct money from an employee’s wage if:
Deductions that are commonly authorised include income tax deductions, voluntary superannuation or health insurance contributions, and trade union dues. A term in a registered agreement, an award, or a contract of employment that allows for deductions has no effect if:
The FW Regulations provide that certain deductions are to be treated as reasonable. These include, for example, the recovery of costs incurred through private use by the employee of a credit card, mobile phone, or petrol for a vehicle that has been provided by the employer. Best practice guidelines for issuing electronic pay slipsElectronic pay slips must be provided to an employee (unless issued a hard copy) and include the same information as hard copy pay slips. Employers should:
By way of best practice, employers should:
Contravention of record-keeping and pay slip obligationsThe Fair Work Ombudsman may pursue a number of enforcement actions in relation to contraventions of record-keeping and pay slip obligations. Fair Work Inspectors may issue an employer with an infringement notice for failing to meet their record-keeping and pay slip obligations under the FW Act. An infringement notice is similar to an on-the-spot fine and is an alternative to taking matters to court. An infringement notice can be issued within 12 months after the day on which the contravention(s) is alleged to have occurred. Generally, an employer has 28 days to pay the penalty in the infringement notice. The maximum fines payable in an infringement notice are:
For further information on Infringement Notices, including their payment, please see the Fair Work Ombudsman Fact Sheet - Infringement Notices. If an employer's failure to meet their record-keeping obligations is serious, wilful or repetitive, Fair Work Inspectors may recommend the matter be taken to court. The maximum penalties a court may impose for record-keeping and pay slip contraventions are:
A court may find that record-keeping contraventions are ‘serious contraventions’ if they occurred knowingly and as part of a systematic pattern of conduct. The maximum penalties for serious contraventions are:
Making, keeping or providing false or misleading records or informationThe FW Act prohibits a person from making or keeping employee records, or giving pay slips, which they know are false or misleading. It also prohibits a person from knowingly or recklessly providing false or misleading information or documents to the Fair Work Ombudsman, a Fair Work Inspector, or a FWO officer exercising certain powers. This includes omitting something from information that makes it false or misleading. Where the false or misleading nature of the employee record, pay slip or information is material (for example it is not trivial), the maximum civil penalties are $13,320 per breach for an individual or $66,600 per breach for a corporation. In some cases, knowingly giving or producing false or misleading information or documents to officials may also be a criminal offence. Other consequences of not meeting record-keeping or pay slip requirementsIn addition to penalties for not keeping records, the Fair Work Act 2009 includes a presumption in favour of a person who makes wage-related allegations in a court proceeding, where the employer has:
If the person bringing the claim shows the employer didn’t comply with the record-keeping and/or pay slip requirement, the employer will be required to disprove the person’s wage-related allegation in court. This onus of disproving the allegation will not apply if the employer can show they had a reasonable excuse for not meeting the record-keeping, pay slip or record inspection obligation. Record-keeping and pay slip templates for employersThe Fair Work Ombudsman has created various templates to help employers meet their record-keeping and pay slip obligations. You can download these templates at fairwork.gov.au/templates. Record-keeping and pay slip obligations are provided for by sections 535 and 536 of the FW Act and regulations 3.31 to 3.46 of the FW Regulations. See also section 718A of the FW Act regarding false or misleading information or documents. Contact usFair Work Online: www.fairwork.gov.au Fair Work Infoline: 13 13 94 Need language help?Contact the Translating and Interpreting Service (TIS) on 13 14 50 Hearing and speech assistanceCall through the National Relay Service (NRS):
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