TL;DR: The Worknice HR template bundle lists over 60 Australian HR templates across nine categories: employment contracts, contractor agreements, workplace policies, onboarding, probation and performance review, performance management, misconduct, redundancy and offboarding, and deeds and agreements. Each category below lists every template and the legal points to check before you use one.

Key takeaways

• The bundle lists 61 templates across nine categories, from employment contracts to deeds of settlement.
• Government forms in the onboarding set, such as the TFN declaration and super choice form, should be replaced with current copies from the ATO.
• The casual conversion notice predates the “employee choice” pathway that replaced casual conversion on 26 August 2024.
• Under most awards, employees can cash out no more than 2 weeks of annual leave in any 12 month period.
• Have contracts, terminations, and deeds of release checked by an employment lawyer before you use them.

What is in the HR template bundle?

The HR template bundle is a free download of Australian HR documents covering the whole employment relationship. It holds contracts for three sizes of employer, contractor agreements, eleven workplace policies, onboarding documents, review forms, warning and termination letters, and deeds and agreements. The full list, grouped by category, follows the download form.

When the list was first published, all the contracts and policies were available. The remaining templates were to be sent on as they became ready. So check the files you receive against the categories below. For which templates matter most and why, see the HR templates Australian employers need.

What employment contracts and contractor agreements are included?

The bundle includes eight employment contracts and three independent contractor agreements. The employment contracts come in three versions. One suits large employers or senior employees, one suits small and medium size businesses, and one is a short 1-page format. Each version covers full-time and part-time, fixed term, and casual employment, although the 1-page format combines some of these.

Employment contracts: large employers and senior employees

• Employment contract for large employers or senior employees (full-time/part-time)
• Employment contract for large employers or senior employees (fixed term)
• Employment contract for large employers or senior employees (casual)

Employment contracts: small and medium size businesses

• Employment contract for small and medium size businesses (full-time/part-time)
• Employment contract for small and medium size businesses (fixed term)
• Employment contract for small and medium size businesses (casual)

1-page employment contracts

• 1-page employment contract (full-time/part-time/fixed term)
• 1-page employment contract (casual)

Independent contractor agreements

• Independent contractor agreement (sole trader)
• Independent contractor agreement (Pty Ltd company)
• 1-page independent contractor agreement

What to check before using a contract

According to the Fair Work Ombudsman, an employment contract cannot provide for less than an employee’s minimum entitlements. Those come from the NES, an award, or an enterprise agreement, so check each contract against the instrument that covers the role. For contractors, the test changed on 26 August 2024 for most companies. Now how the work is performed in practice counts, not only what the agreement says. The sample independent contractor agreement templates page covers that test in more depth.

What workplace policies are included?

The bundle includes eleven workplace policies. They cover conduct and behaviour, health and safety, technology and surveillance, flexibility and leave, and the use of vehicles. Together they set out the rules employees are expected to follow. Several of them also support legal duties, such as preventing sexual harassment and providing a safe workplace.

• Bullying, discrimination and harassment policy
• Code of conduct policy
• Drug, alcohol and smoking policy
• Flexible work arrangements policy
• IT use policy
• Leave policy
• Social media policy
• Vehicle use policy
• Work health and safety policy
• Working from home policy
• Workplace surveillance notice and computer surveillance policy

What to check before using a policy

A policy is only useful if it matches your workplace and your obligations. For example, the Fair Work Ombudsman says employers must take reasonable measures to eliminate workplace sexual harassment, as far as possible. It also recommends reviewing harassment policies regularly. Similarly, a flexible work policy should reflect the NES rule that employers respond to eligible requests in writing within 21 days. Before adapting the surveillance notice, read the sample workplace surveillance policy page, which covers the notice rules in more detail.

What onboarding documents are included?

The bundle includes eight onboarding documents. Some are internal planning tools, such as the onboarding and development map and the new starter action plan. Others are documents a new employee receives or completes, including the Fair Work information statement, the super choice form, and the tax file number declaration. Two of those come from government agencies.

• Onboarding and development map
• Employee induction process
• New employee details form
• Fair Work information statement
• Superannuation standard choice form
• Tax file number declaration form
• Notification of casual conversion provisions
• New starter action plan

What to check before using an onboarding document

Three items need a current copy from the source rather than the bundled version. The Fair Work Ombudsman publishes the current Fair Work Information Statement. Every new employee must receive it before, or as soon as possible after, they start. In addition, the ATO says the downloadable paper TFN declaration form is no longer available, so payers order paper copies from the ATO instead. The ATO also asks employers to fill in their default fund before giving an employee the super choice form.

The casual conversion notice needs particular care. From 26 August 2024, the NES pathway for casuals to become permanent changed from “casual conversion” to “employee choice”. As a result, a notice based on the old provisions describes rules that no longer apply to new casuals. For the full new starter sequence, see the employee onboarding checklist template.

What probation, performance, and misconduct templates are included?

The bundle includes sixteen templates for managing how people perform and behave at work. Six cover probation and annual reviews, six cover performance management from the first meeting to termination, and four cover misconduct. Together they give managers a written record of each step, which matters most if an employment relationship ends in a dispute.

Probation and performance review

• 3-month probationary review form
• 5-month probationary review form
• Letter informing employee of unsuccessful completion of probationary period
• Letter informing employee of successful completion of probationary period
• Annual performance review form
• Annual performance review: manager guidelines

Performance management

• Letter inviting employee to performance management meeting
• Performance improvement plan
• First warning letter about performance
• Second warning letter about performance
• Final warning letter about performance
• Termination letter for performance reasons

Managing misconduct

• Letter inviting employee to meeting about misconduct
• Outcome letter after meeting about misconduct
• Termination for misconduct (not serious misconduct)
• Termination letter for serious misconduct

What to check before using these templates

According to the Fair Work Ombudsman, probation periods often run from 3 to 6 months. An employee who does not pass probation is still entitled to notice and unused annual leave. Separately, an employee can generally claim unfair dismissal after 6 months of employment, or 12 months with a small business. When it decides a claim, the Fair Work Commission considers several factors. They include whether there was a valid reason, whether the employee could respond, and whether an underperforming employee was warned. For serious misconduct, such as theft, fraud, or assault, the employer is not required to give notice.

What redundancy and offboarding templates are included?

The bundle includes four templates for the end of employment. Two cover redundancy, starting with an invitation to a consultation meeting and ending with the termination letter. The other two cover offboarding: an employee exit process, and a letter reminding a departing employee about the obligations that continue after they leave.

Redundancy

• Invitation to consultation meeting about redundancy
• Termination letter for redundancy

Offboarding

• Employee exit process
• Letter to leaving employee about their ongoing obligations

What to check before a redundancy

According to the Fair Work Ombudsman, every award and enterprise agreement has a consultation process for major workplace changes, including redundancies. The employer must notify affected employees, give them relevant information in writing, discuss the changes, and consider their suggestions. Where 15 or more employees may be made redundant, the employer must also notify Services Australia. That notice is in writing, before the redundancies happen.

What deeds and agreements are included?

The bundle includes eleven deeds and agreements. They cover leave cash-outs and leave in advance, individual flexibility arrangements, and confidentiality. Others deal with repaying training costs and other amounts, and with formally ending an employment relationship. Several of these carry their own legal rules, so check each one before an employee signs.

• Agreement to cash out annual leave
• Agreement to take annual leave in advance
• Individual flexibility agreement
• Confidentiality deed
• Agreement to repay training costs
• Repayment agreement (by deduction)
• Repayment agreement (no deductions)
• Deed of termination
• Deed of release (short form)
• Deed of release (long form)
• Deed of settlement of legal proceedings

What to check before using an agreement

Leave cash-outs have firm limits. Under most awards, an employee must keep at least 4 weeks of annual leave after cashing out. They can cash out no more than 2 weeks in any 12 month period. Each cash-out also needs a signed written agreement setting out the amount, the payment, and the date. Individual flexibility arrangements must leave the employee better off overall than their award or registered agreement. Finally, copies of cash-out and flexibility agreements form part of the employer’s records. The Fair Work Ombudsman says those records are kept for 7 years.

When is a template bundle not enough?

Frequently asked questions

What is included in an HR template bundle?

An HR template bundle usually includes employment contracts, contractor agreements, workplace policies, onboarding forms, review forms, warning letters, termination letters, and agreements such as leave cash-outs and deeds of release. The Worknice bundle lists 61 templates across nine categories, covering the employment relationship from the first contract to the final deed.

Can I use a template employment contract in Australia?

Yes, a template employment contract is a sensible starting point, provided you adapt it to the role. The contract cannot provide for less than the National Employment Standards, the relevant award, or an enterprise agreement. Check the pay rate, hours, and conditions against the instrument that covers the employee, and have senior contracts reviewed by a lawyer.

What onboarding forms does a new employee need in Australia?

A new employee needs the Fair Work Information Statement, plus the casual or fixed term information statement where it applies. They also complete a tax file number declaration and a superannuation standard choice form, and provide their bank and contact details. Use current government versions of these forms rather than copies saved in a template pack.

Is an employee on probation entitled to notice?

Yes. According to the Fair Work Ombudsman, an employee who does not pass probation is still entitled to notice when their employment ends, and to have unused annual leave paid out. Employees on probation receive the same entitlements as other employees, including the National Employment Standards, for the whole probation period.

How many weeks of annual leave can be cashed out?

Under most awards, an employee can cash out no more than 2 weeks of annual leave in any 12 month period. They must keep at least 4 weeks of annual leave after the cash-out, and each cash-out needs a signed written agreement. Some awards do not allow cashing out at all, so check yours first.

Related reading

• Sample bullying, discrimination and harassment policy
• Sample employment contracts bundle
• What Australian HR compliance software does

Sources

Fair Work Ombudsman: starting and managing employment

1. Fair Work Ombudsman. “About employment contracts.” Last updated 23 October 2025. Retrieved 8 October 2026. https://www.fairwork.gov.au/employment-conditions/employment-contracts/about-employment-contracts
2. Fair Work Ombudsman. “Independent contractors.” Last updated 24 October 2025. Retrieved 8 October 2026. https://www.fairwork.gov.au/find-help-for/independent-contractors
3. Fair Work Ombudsman. “Fair Work Information Statement.” Last updated 7 October 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/employment-conditions/information-statements/fair-work-information-statement
4. Fair Work Ombudsman. “Becoming a permanent employee.” Last updated 7 August 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/starting-employment/types-of-employees/casual-part-time-and-full-time/casual-employees/becoming-a-permanent-employee
5. Fair Work Ombudsman. “Preventing workplace sexual harassment.” Last updated 23 September 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/employment-conditions/workplace-sexual-harassment/preventing-workplace-sexual-harassment
6. Fair Work Ombudsman. “Flexible working arrangements.” Last updated 10 August 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/employment-conditions/flexibility-in-the-workplace/flexible-working-arrangements
7. Fair Work Ombudsman. “Probation.” Last updated 14 August 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/starting-employment/probation

Fair Work Ombudsman: leave, records, and ending employment

1. Fair Work Ombudsman. “Cashing out annual leave.” Last updated 7 August 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/leave/annual-leave/cashing-out-annual-leave
2. Fair Work Ombudsman. “Individual flexibility arrangements.” Last updated 10 August 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/employment-conditions/flexibility-in-the-workplace/individual-flexibility-arrangements
3. Fair Work Ombudsman. “Record-keeping.” Last updated 28 August 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/pay-and-wages/paying-wages/record-keeping
4. Fair Work Ombudsman. “Unfair dismissal.” Last updated 8 October 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/ending-employment/unfair-dismissal
5. Fair Work Ombudsman. “Dismissal.” Last updated 28 August 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/ending-employment/notice-and-final-pay
6. Fair Work Ombudsman. “Redundancy.” Last updated 28 August 2026. Retrieved 8 October 2026. https://www.fairwork.gov.au/ending-employment/redundancy

Australian Taxation Office

1. Australian Taxation Office. “Paper TFN declaration form for payees.” Last updated 28 May 2026. Retrieved 8 October 2026. https://www.ato.gov.au/forms-and-instructions/tfn-declaration/paper-tfn-declaration-form-for-payees
2. Australian Taxation Office. “Superannuation standard choice form.” Last updated 27 June 2026. Retrieved 8 October 2026. https://www.ato.gov.au/forms-and-instructions/superannuation-standard-choice-form