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> GOVERNANCE - home > Employment protection legislation database - EPLex > Australia

Australia - Types of employment contracts


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Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 4.6 %
    Remarks:
    • OECD statistics, last estimates for 2015, based on the following definitions:

      “Temporary worker: Temporary workers are those employees (excluding owner-managers of incorporated enterprises) where the employment in main job has a set completion date or event (fixed-term contract), or casuals (those without leave entitlements) where employment is expected to continue for less than 12 months with “seasonal/temporary job/fixed contract” reported as the reason."
      (Available at: http://www.oecd.org/employment/emp/employmentdatabase-employment.htm )
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 4.6 %
    Remarks:
    • OECD statistics, last estimates for 2015, based on the following definitions:

      “Temporary worker: Temporary workers are those employees (excluding owner-managers of incorporated enterprises) where the employment in main job has a set completion date or event (fixed-term contract), or casuals (those without leave entitlements) where employment is expected to continue for less than 12 months with “seasonal/temporary job/fixed contract” reported as the reason."
      (Available at: http://www.oecd.org/employment/emp/employmentdatabase-employment.htm )
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 4.6 %
    Remarks:
    • OECD statistics, last estimates for 2015, based on the following definitions:

      “Temporary worker: Temporary workers are those employees (excluding owner-managers of incorporated enterprises) where the employment in main job has a set completion date or event (fixed-term contract), or casuals (those without leave entitlements) where employment is expected to continue for less than 12 months with “seasonal/temporary job/fixed contract” reported as the reason."
      (Available at: http://www.oecd.org/employment/emp/employmentdatabase-employment.htm )
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 4.6 %
    Remarks:
    • OECD statistics, last estimates for 2015, based on the following definitions:

      “Temporary worker: Temporary workers are those employees (excluding owner-managers of incorporated enterprises) where the employment in main job has a set completion date or event (fixed-term contract), or casuals (those without leave entitlements) where employment is expected to continue for less than 12 months with “seasonal/temporary job/fixed contract” reported as the reason."
      (Available at: http://www.oecd.org/employment/emp/employmentdatabase-employment.htm )
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 4.6 %
    Remarks:
    • OECD statistics, last estimates for 2015, based on the following definitions:

      “Temporary worker: Temporary workers are those employees (excluding owner-managers of incorporated enterprises) where the employment in main job has a set completion date or event (fixed-term contract), or casuals (those without leave entitlements) where employment is expected to continue for less than 12 months with “seasonal/temporary job/fixed contract” reported as the reason."
      (Available at: http://www.oecd.org/employment/emp/employmentdatabase-employment.htm )
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 5.2 %
    Remarks:
    • OECD statistics, last estimates for 2014, based on the following definitions:

      “Temporary worker: Temporary workers are those employees (excluding owner-managers of incorporated enterprises) where the employment in main job has a set completion date or event (fixed-term contract), or casuals (those without leave entitlements) where employment is expected to continue for less than 12 months with “seasonal/temporary job/fixed contract” reported as the reason."
      (Available at: http://www.oecd.org/employment/emp/employmentdatabase-employment.htm )
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 5.6 %
    Remarks:
    • OECD statistics, last estimates for 2013, based on the following definitions:

      “Temporary worker: Temporary workers are those employees (excluding owner-managers of incorporated enterprises) where the employment in main job has a set completion date or event (fixed-term contract), or casuals (those without leave entitlements) where employment is expected to continue for less than 12 months with “seasonal/temporary job/fixed contract” reported as the reason."
      (Available at: http://www.oecd.org/employment/emp/employmentdatabase-employment.htm )
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 5.2 %
    Remarks:
    • OECD statistics, last estimates for 2006, based on the following definitions:

      "Temporary worker: The sum of: 'Fixed term contract' and 'Seasonal workers'.
      Fixed term contract workers cover all employees working on a fixed term contract. Seasonal workers cover all employees whose expected duration of main job was less than one year with Seasonal/temporary/fixed contract supplied as the reason".

      (Available at: http://www.oecd.org/document/34/0,3343,en_2649_33927_40917154_1_1_1_1,00.html#temporary)
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 5.2 %
    Remarks:
    • OECD statistics, last estimates for 2006, based on the following definitions:

      "Temporary worker: The sum of: 'Fixed term contract' and 'Seasonal workers'.
      Fixed term contract workers cover all employees working on a fixed term contract. Seasonal workers cover all employees whose expected duration of main job was less than one year with Seasonal/temporary/fixed contract supplied as the reason".

      (Available at: http://www.oecd.org/document/34/0,3343,en_2649_33927_40917154_1_1_1_1,00.html#temporary)
+ show references

Maximum probationary (trial) period: 1 year(s)

Remarks:
  • There is no statutory probationary period in the FWA.
    However, according to s382, a national system employee is protected from unfair dismissal and is therefore eligible to make an application for unfair dismissal if he or she has completed "the minimum employment period"..
    The minimum employment period is defined in s383 FWA as follows:
    - 6 months if the employer is not a small business employer (15 or more employees) or,
    - 1 year if the employer is a small business employer (less than 15 employees).

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • No statutory limitation. Subject to courts' findings.
  • % of workforce under FTC: 5.2 %
    Remarks:
    • OECD statistics, last estimates for 2006, based on the following definitions:

      "Temporary worker: The sum of: 'Fixed term contract' and 'Seasonal workers'.
      Fixed term contract workers cover all employees working on a fixed term contract. Seasonal workers cover all employees whose expected duration of main job was less than one year with Seasonal/temporary/fixed contract supplied as the reason".

      (Available at: http://www.oecd.org/document/34/0,3343,en_2649_33927_40917154_1_1_1_1,00.html#temporary)