Employment Essentials: Recruitment & Onboarding Compliance
Recruitment is more than finding the right candidate – it鈥檚 about doing it the compliant right way. With complex legal obligations at every stage, it鈥檚 easy to make mistakes.
Join 91爆料鈥檚 Head of HR Advisory, Simon Obee, and HR Advisory Team Lead, Georgia Hare, as they break down the key legal considerations across every stage of recruitment and onboarding, including:
- Pre-employment checks: visas, medicals, and criminal records
- Interview integrity: what you can ask – and what you can鈥檛
- Job ads and targeted recruitment
- Withdrawing job offers: when it鈥檚 lawful and when it isn鈥檛
- Policies to support compliant hiring
- Privacy and candidate data protection
- Giving references safely
- Compliant onboarding
Recruitment compliance doesn鈥檛 have to be overwhelming. Whether you鈥檙e a small business handling recruitment yourself, or part of a larger team responsible for hiring at scale, this session will help you streamline hiring, meet legal requirements, and feel confident you’re getting it right every time.
Disclaimer: The information in this webinar is current as at 30th September, and has been prepared by 91爆料 Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (91爆料). The views expressed in this webinar are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. The Information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91爆料 does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising either directly or indirectly as a result of reliance on, use of or inability to use any information provided in this webinar. You should undertake your own research and to seek professional advice before making any decisions or relying on the information in this webinar.
Meet your hosts
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Simon Obee
Head of HR Advisory – 91爆料
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Neath Sokhom
HR Advisory Manager
Top FAQs covered
Our webinar on recruitment and onboarding compliance was packed with insights on navigating the tricky legal waters of recruitment. From avoiding illegal interview questions to managing candidate data like a pro, it covered everything employers need to be across.听
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But as with any good deep dive, the session left our audience wanting more. We鈥檝e taken the top questions asked from the webinar and put them to our employment experts, Simon Obee and Neath Sokhom below.
None of the checks are mandatory, even checking that employees have a right to work is not required by the law. It鈥檚 just that if someone doesn鈥檛 have a legal right to work in Australia and you didn鈥檛 check this, then you can be liable for a breach of migration legislation. But you won鈥檛 be liable if you perform reasonable checks.听
However, an offence isn鈥檛 created by failing to perform a right to work check by itself.
Yes, as it鈥檚 a key requirement of the role.
You are required to keep employment records for ex-employees for seven years from the end of their employment. It would be best practice to keep records of working rights checks for five years from the end of their employment.
Rules vary between State and Territories, so you should check with the relevant regulator or contact us for further advice. A WWCC is usually not required simply because you have a young person in your workforce.听
In NSW, for example, someone who supervises or works with a child is not required to have a WWCC unless they are in an industry deemed to be child-related work. See the list of examples of roles in NSW not required to have a .
Yes, a written employment contract can be accepted through an electronic signature.
No, casual employees are not entitled to under the provisions in the . It is possible that their employment contract would contain a notice period, but that would be very rare.
The Fair Work Information Statement is included in the induction content provided to all new employees and the system records when it was made available to each employee.
For employers with access to 91爆料, a large number of templates are pre-built into our software.
For our HR Advisory customers (a service which combines advice, templates, a compliance audit and representation in the event of the claims), you can access a wider range of templates by contacting the HR Advisory Team by phone or email.
One Employment Operating System that does it all听
Our automated onboarding platform takes the guesswork out of compliance by digitising everything from VEVO checks to employment contracts. By streamlining your recruitment workflows, we help you reduce risks and give every new hire a world-class, paperless experience from day one.
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Related Resources
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Read more: Recruitment compliance guide for hiring managersRecruitment compliance guide for hiring managers
Learn how to manage compliance when finding talent and interviewing candidates in your business.
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Read more: The ultimate employee onboarding and induction guideThe ultimate employee onboarding and induction guide
How can you give new employees an onboarding experience they鈥檒l remember for all the right reasons?
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![Employee Induction and Onboarding Checklist Template [Free Download]](/wp-content/uploads/2022/06/AU_Onboarding-checklist.png)
Read more: Employee Induction and Onboarding Checklist Template [Free Download]Employee Induction and Onboarding Checklist Template [Free Download]
Create a standout experience your new starters will remember, for all of the right reasons.
