We get it: you’re absolutely pumped about your new job. And why shouldn’t you be? Every new position offers the potential of exciting changes in life: better lifestyle, more money, new relationships, so what’s not to be excited about?

 

But before you sign that contract you want to be sure that it’s not hiding anything that could potentially get in the way of these winners in the future.

 

With this in mind, here are six things to look out for on your contract:

 

1. Award coverage

 

If an enterprise agreement or modern award covers you but you receive an employment contract salary, you may mistakenly believe that the modern award doesn’t apply. But if you believe you are entitled to other conditions in the enterprise agreement or receive a salary then you read over the agreement to see if this applies to you.

 

Your new employer simply cannot undercut your enterprise or award agreement by providing you with a salary.

 

2. Demotions

 

One of the main things you need to look out for is any particular clause that provides your employer with the right to change your agreement’s conditions, including pay, work location, seniority, duties etc. One thing that people often skip over is the “mobility clause”, which impacts how far you can agree to be located given a change of company location.

 

So this is something you definitely need to look out for as you don’t want your employer changing your conditions without you being able to argue their unjust nature because you agreed to them being able to make changes in the first place!

 

3. Bonuses

 

One of the first things that the best employment contract lawyers Sydney has will tell you to look out for is bonuses. If you have agreed to taking a bonus with this job, ensuring that it is correctly outlined in the agreement. Be sure to read and fully comprehend the bonus’s wording and ensure that it is binding and forms part of your agreement.

 

The bonus detailed has to match what you agreed upon, such as receiving the bonus after achieving a particular goal, or receiving it after having been there for a certain amount of time, so be sure that makes sense in regards to what was agreed upon when being offered the job!

 

4. Parent leave

 

You are entitled to up to one year off without pay if you have been working there for a year and this includes long term casual employees. Your employer is unable to make you work for a longer amount of time before allowing you to have this time off and your agreement should certainly state this condition.

 

5. Notice of termination

 

You should definitely read over any conditions regarding notice of resignation and employer notice of dismissal. National Employment Standards ensures a certain amount of notice for dismissal and you can also negotiate for more notice if you seek the extra job protection.

 

6. Restraint of trade

 

You should always check if your new employer has placed a restraint of trade clause into your agreement, as this may inhibit or restrict your ability to find later employment for a different company in the same industry.

 

And, of course, if you are having any trouble with your agreement to the point that you require legal representation, do not hesitate to seek it out. Your contract can have a big impact on your livelihood and wellbeing, so it is best to seek professional assistance if you feel there are glaring inconsistencies or unjust conditions located within it.