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Conditions of Employment

Both employers and employees in NSW have obligations or duties to each other under common law. Conditions of employment are regulated by industrial awards, enterprise agreements and legislation. For example:

The NSW Industrial Relations Act 1996 includes provisions relating to leave entitlements such as parental leave, sick leave, personal and carer's leave and bereavement leave. The Act also deals with provisions relating to enterprise agreements, pay-slips, employment records and right of entry of union officials and industrial inspectors.

The Annual Holidays Act 1944 sets out the minimum provisions for annual leave.

The Long Service Leave Act 1955 sets out minimum provisions for long service leave.

The Occupational Health and Safety Act 2000 deals with the health, safety and welfare of everyone in all workplaces.

The Anti-Discrimination Act 1977 prohibits discrimination and harassment at the workplace on a number of grounds.

Some conditions of employment will depend on whether a person is employed on a permanent, part-time, temporary or casual basis. For example, casual workers are paid 1/12th of their casual hourly rate as a substitute for annual leave.

Visit the Frequently Asked Questions for more information on Conditions of Employment.