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(If I had to only give you one piece of advice, it would be to ask all of these questions at the start of your employment - BEFORE you start working. Get it right at the start and you'll save yourself a lot of trouble.)
Know the company name and ABN: Use the ASIC Company Name Search www.search.asic.gov.au
Be aware of Sham Contracting: Should you be an employee or a contractor? Note: There is a difference being an Employee on a fixed term contract, and being an independent contractor. Don't get the two confused!
The Independent Contractors Act 2006 and the Fair Work Act 2009 apply.
http://www.fairwork.gov.au/factsheets/FWO-fact-sheet-Independent-Contractors-Employees.pdf
The contractor/employee test includes the following:
degree of control over how the work is performed
financial risk
provision of tools and equipment
hours of work
expectation of work
Tax
method of payment
leave
Note: If you are a contractor and mainly get paid for your labour, you are considered an employee for superannuation guarantee (SG) purposes. That means the person who contracts you has to make super contributions for you if:
under a verbal or written contract, more than half the dollar value of the contract is for your labour
the contract is for your personal labour and skills (not on achieving a specified result)
and it is you who has to perform the contract work (i.e. the work cannot be delegated to someone else).
Understand Award Wages. The main awards that are applicable to the Outdoor Recreation/leadership industry/sector are the:
Miscellaneous Award 2010
Fitness Industry Award 2010
Amusements Events and Recreation Award 2010
Educational Services (Post-Secondary) Award 2010
Social, Community, Home Care and Disability Services Industry Award 2010.
If there is no Federal or State Award that applies, then you are considered “Award Free” and will only be covered by the Minimum Wage and the National Employment Standards (NES). These minimum entitlements are applicable to all employers in Australia and are found in the Fair Work Act 2009. (As of July 2025 Australia's minimum wage is $24.95 per hour (or $31.19/hr as a casual with a 25% leave loading).
In some workplaces, an organisation may have “customised” an Award through an agreement with their employees. This is called an Enterprise Bargaining Agreement (EBA). Under the conditions of an EBA, no individual employee can be worse off than if they were being employed under the applicable Award. This condition is called the BOOT: the Better Off Overall Test.
It is also possible to negotiate an Individual Flexibility Arrangement (IFA). An IFA is used to change the effect of certain clauses in the Award (or EBA) to make alternative arrangements that suit the needs of the employer and employee. You can only sign an IFA after you have been employed.
If you are unsure which Award applies to your job (N.B. multiple Awards may apply in a single workplace) then contact www.fairwork.gov.au
When do you get paid? (weekly, fornightly, or monthly?)
Payslips and Payment Summaries (used to be called group certificates)
Travel Costs, Meals and allowances, Perks (meals, pro deals on gear and more)
Normal Hours of Work, Minimum shift length
Minimum notice for cancelling shifts
Public Holidays, Weekends, and Penalty Rates
Annual Leave, Sick Leave, Parental Leave, Family and Domestic Violence Leave, and other leave
Unpaid Training, Staff Meetings and Prep Hours for programs
Being docked pay
Unfair Dismissal and Probationary Periods - Fair work Dismissal Codes
Unlawful Termination
Freedom of association and workplace rights (general protections) & Right of entry
Understand how Pay As You Go (PAYG) works www.ato.gov.au/taxtables
Complete a TFN Declaration form
Declare any HECS/HELP/VET-FEE Debts
Understand the Tax Free Threshold
Get your Payment Summary (used to be called a “Group Certificate”) to do your Annual Tax Return
This is governed by the Superannuation Act 1990 and 2005
Complete your Choice of Super form (N.B. Some Awards or EBAs may specify a default industry Super Fund)
From July 2025, the amount is 12% of your "ordinary time earnings".
From 1 July 2022, your employer is required to pay your super guarantee contributions regardless of how much you earn in any period.
The ATO Superannuation Hotline p: 13 10 20 or go to www.ato.gov.au/Super
In NSW the Workplace Health and Safety Act 2011, Work Health and Safety Regulation 2017, and any applicable Codes of Practice apply. (Other states will have different laws. Go to www.safeworkaustralia.gov.au to find out more.)
Know who the Persons Conducting a Business or Undertaking (PCBU) is. (PCBU is a fancy name for your boss)
Know what the PCBU should do for you and what you need to do as the worker.
By law the PCBU is required to provide you with Personal Protective Equipment (PPE)
Child protection legislation (e.g. Working with Children Check in NSW - new legislation was introduced in 2021)
Police or Criminal record check
Paying for uniform (and other equipment)
Qualifications (what is required and who pays to maintain them?)
Using your vehicle for work (know the risks!)
Equal Employment Opportunity (EEO)
Privacy: Yours and the company's
Contracts (always get things in writing!)
Disputes and Grievances (who do you go to when things go wrong?)
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