Before or soon after a new employee starts, give them the Fair Work Information Statement, collect their tax file number declaration and super choice, confirm work rights and set up pay slips and records. The table below sorts the tasks by stage so nothing is missed.
By CrossNation Editorial Team. Sources checked 6 October 2026.
Every new employee must get the Fair Work Information Statement; new casuals also get the Casual Employment Information Statement, and new fixed-term employees the Fixed Term Contract Information Statement.
Source: Fair Work Ombudsman: Fair Work Information Statement (retrieved 6 October 2026)
After the position is accepted the employer can ask for the person's name, address, phone number, bank details, emergency contact, date of birth if under 21, super fund details and tax file number.
Source: Fair Work Ombudsman: Before starting employment (retrieved 6 October 2026)
For new employees who are eligible to choose a fund but don't, you can request stapled super fund details from the ATO once they accept the offer of employment and until they have chosen a fund.
Source: Australian Taxation Office: Stapled super funds for employers (retrieved 6 October 2026)
Pay slips must be given within 1 working day of payday, and time and wages records must be kept for 7 years.
Source: Fair Work Ombudsman: Pay slips (retrieved 6 October 2026)
After the person accepts the offer and before they start, you will need information to pay them correctly: full name, address, phone number, bank details, emergency contact, date of birth if the person is under 21, super fund details and tax file number. Send the contract, the position description and the information statements that apply. Check work rights before the start date, not after, and record how you checked.
Employers must give every new employee a copy of the Fair Work Information Statement before, or as soon as possible after, they start their new job. Every new casual employee must also be given the Casual Employment Information Statement at the same time, and an employee who enters a new fixed-term contract must be given the Fixed Term Contract Information Statement. You can give them in person, by mail, by email or by emailing a link to the Fair Work Ombudsman page.
The employee completes a tax file number declaration so you can work out how much tax to withhold, and you offer eligible employees a choice of super fund. If a new employee eligible to choose a fund does not choose one, you must request their stapled super fund details from the ATO. You can make that request once the employee accepts the offer and until they have chosen a fund. The ATO explains the steps and the pay-by dates.
Pay must be made weekly, fortnightly or monthly as the award or agreement says, and at least monthly if it says nothing. Pay slips must be given within one working day of payday and must include details such as the pay period, gross and net pay, hourly rate and hours if hourly, loadings and penalties, deductions and super contributions. Time and wages records must be kept for 7 years, be legible and in English.
Give a workplace induction that covers safety, policies and who to ask for help. Confirm the probation review dates, explain how the roster works and show how leave is requested. Check in during the first week and again before the end of the first month. A new starter who is told what to expect and who to ask settles sooner, and early problems surface while they are still easy to fix.
| Stage | Task |
|---|---|
| After the offer is accepted | Collect personal, bank, tax file number and super details; send the contract and position description |
| Before day one | Check work rights and record the check; request stapled super details if the employee does not choose a fund |
| Day one | Give the Fair Work Information Statement, plus the casual or fixed-term statement if it applies; run the safety induction |
| First pay | Pay at the correct rate; give a compliant pay slip within one working day; pay super as the rules require |
| First month | Review the roster and duties; hold the first probation check-in; record feedback |
| Ongoing | Keep time and wages records for 7 years; update the position description when duties change |
The fee is 12% of the candidate's annual salary, charged only when a placement succeeds.
A completed tax file number declaration, bank details, super choice or fund details, emergency contact and proof of work rights, plus a signed contract if you use one.
Yes. Every new casual employee must receive the Casual Employment Information Statement as well as the Fair Work Information Statement.
Once the employee has accepted the offer, if they are eligible to choose a fund and do not. The request is made through ATO online services.
Time and wages records must be kept for 7 years and be readily accessible to a Fair Work Inspector.
Employer and employee names, ABN if any, pay period, date of payment, gross and net pay, hourly rate and hours if hourly, loadings and penalties, deductions and super contributions.
It helps. Set the review dates at the start so the employee knows when feedback will happen. See our probation guide.
