The cause for termination varies according to an employee's number of coworkers, as well as the length and type of employment.

There is no requirement for a stated reason for termination for up to 15 permanent workers with a maximum tenure of six months. For permanent employees with tenures of at least six months, a specific and legitimate reason for termination is required. No specific reason for termination is required for employees with a tenure of less than 15 months. For less than 15 permanent workers with a minimum 12-month employment duration, a clear and legitimate reason for termination is required. For casual workers who have worked for the company for at least 12 months, a precise and legitimate basis for termination is required. Employees who are terminated within the first six months of employment (or 12 months if employed by a small firm) are unable to file a claim with the Fair Work Commission for "unfair dismissal." However, there are some exceptions to this rule known as General Protections matters, which do not require a minimum period of engagement. Unfair dismissal claims are adjudicated by the Fair Work Commission through a specialized employment tribunal.

The notice period is determined by the length of employment of the employee. Employees with less than one year of service will given a one-week notice period. Employees with one to three years of service will receive two weeks' notice. Employees with three to five years of service will receive three weeks' notice. Employees who have worked for the company for more than five years will receive four weeks' notice. Employees who are above the age of 45 and have worked for the company for at least two years are entitled to an additional week of notice.

The probation period is six months; however, if an employer has more than fifteen employees, the probation period is extended to twelve months. Employers can also reduce the minimum probationary period. However, by doing so, the employer forfeits the benefits of a probationary period.

Severance pay is determined by the length of continuous service and the pay rate is determined by the number of ordinary hours worked. If the period of service is at least one year but less than two years, the employee is entitled to four weeks' severance pay. If the period of service is at least two years but less than three years, the employee is entitled to six weeks' severance pay. If the period of service is at least three years but less than four years, the employee is entitled to seven weeks' severance pay. If the service period is at least four years but not more than five years, an 8-week severance pay is provided. If the period of service is at least five years but not more than six years, a severance payment of ten weeks is provided. If the service period is at least six years but less than seven years, 11 weeks of severance pay is provided. If the period of service is at least seven years but less than eight years, the employee is entitled to 13 weeks of severance pay. If the period of service is between 8 and 9 years, a 14-week severance pay is provided. If the period of service is between 9 and 10 years, 16 weeks of severance pay is provided. If the employee has served for at least ten years, he or she is entitled to 12 weeks of severance pay.

In Australia, employees are entitled to a basic minimum wage per hour/week, unless an employer or industry has negotiated a different rate. Wages in Australia vary according to the nature of the job and/or the capacity in which an individual is employed.

Bonuses are common in Australia and are calculated on an annual salary basis. Pay increases on average every 16 months, but is subject to industry and level of experience.

Australia's minimum wage increased to 20.33 Australian dollars (15.03 USD) an hour on July 1, 2021. (772.60 AUD or 571.35 USD per week).

Companies and corporations pay a business tax on their earnings and/or losses. Unlike personal income taxes, which are computed on a graduated scale, corporation taxes are calculated at a flat rate of 30% (25 percent for small firms, defined as organizations with less than $2 million in annual sales). Company income is taxed at the corporate level before it is dispersed to shareholders as dividends.

Residents who receive dividends may claim a tax credit (known as a franking credit) to offset the tax previously paid at the corporate level (a process known as dividend imputation). Unfranked dividends given to non-resident shareholders are subject to withholding tax.

Individual income taxes are levied at the federal level. This is Australia's most important source of income. Since World War II, state governments have not levied income taxes.

Personal income taxes are levied on each individual's personal income in Australia on a progressive basis, with higher rates applied to higher income levels. Unlike in several other nations, personal income tax is levied on an individual rather than a family unit in Australia.

Individuals are additionally taxed on their share of any partnership or trust earnings earned throughout the fiscal year.

Individual income tax rates typically vary from 0% to 45 percent.

A goods and services tax (GST) is a ten percent value-added tax imposed by the federal government on the delivery of most products and services by tax-registered businesses. Many supplies are GST-free (for example, many essential foodstuffs, medical and educational services, and exports), input-taxed (for example, residential accommodation, financial services, and so on), exempt (for example, government levies), or otherwise beyond the purview of GST.

The proceeds of this tax are allocated to the states. State governments do not collect sales taxes, although they do charge stamp fees on a variety of transactions.

Two kinds of sales are handled differently:

Suppliers of GST-free products and services would not be required to pay GST on sales, but they will be eligible for GST credits.

Suppliers of input-taxed products and services are not required to levy GST on their sales, but they cannot collect GST credits on their purchases of inputs.

The basic rate of pay

The type of employment (full-time, part-time, or casual)

Overtime rates

Work arrangements such as varying hours or shifts

Annual salary

Information on leave and leave taking

Allowances

Information on settling disputes

Redundancy

A flexibility term to allow negotiation to meet individual needs

There is no set length for assignments. This is usually indicated in the employment contract for fixed-term employments.

Australian Dollar (AUD)

United States Dollar (USD)