Manual · 24 pages
Statutory frameworks + worked examples
Recruitment, daily ops, performance and offboarding. Each module: the rule, a compliant example, a non-example, then the template.
2026 Master Edition · Fair Work Act
The Australian Employer's Lifecycle Compliance Blueprint (2026 Master Edition)
Word-for-word manager scripts, Award matrices and fillable investigation workbooks for trades, cafés, regional operators and small employers who cannot afford a $13,500 procedural miss.
A$97
A$87
3-in-1 PDF pack
33 pages
September · WELCOME10
A$10 off applies at checkout with WELCOME10 — September only. Instant download. 7-day money-back guarantee.
The trap
You can be right on the facts and still lose at Fair Work.
Under s 387 of the Fair Work Act 2009 (Cth), the Commission looks at how you ran the process, not only whether the person deserved to go. A verbal dismissal, a missing support-person offer, or no 48-hour response window is enough.
Paying someone on an ABN does not close sham-contracting risk under s 357. Labour-only invoices can still trigger Super Guarantee. This pack is the paperwork trail before you need a $650-an-hour letter.
What’s inside
One pack. Three files. Ready tonight.
Desk cards · 4 × A4
What to say in the room
Disciplinary meeting flow, Modern Award shift and break rules, s 15AA contractor scoring, s 333M Right to Disconnect.
Workbook · 5 pages
Evidence you can defend
Investigation log, formal minutes, 30-day PIP matrix, witness sheet, statutory final-pay audit.
Four lifecycle chapters
Nineteen modules, cited to the Act.
Chapter 1 · Recruitment
1.1
Workforce planning and contractor reality
s 15AA multi-factor test, s 23 headcount across associated trusts, s 12(3) Super Guarantee.
AUD-CONTR-2026 contractor self-audit
1.2
Job descriptions and inherent requirements
Core duties under the Disability, Sex and Age Discrimination Acts — written before you advertise.
JD-ARCH-2026 job architecture scaffold
1.3–1.4
Pay transparency and lawful enquiries
s 333U pay secrecy, s 351 adverse-action interview filters, mandatory VEVO checks.
VEVO-LOG-2026 · AD-CHECK-2026
Chapter 2 · Daily operations
2.1
Positive duty and psychosocial risk
s 47C Sex Discrimination Act — eliminate sex discrimination and harassment, not wait for a complaint.
POL-INTAKE-2026 incident intake log
2.2
Right to disconnect and rostering
s 333M after-hours rules, 14-day Award roster windows, 5-hour meal-break triggers.
RTD-PROT-2026 workplace protocol
2.3–2.5
Seven-year records and casual conversion
Reg 3.46 payslips, s 557C reverse-burden audits, Division 4A 12-month small-business reviews.
PAY-AUD-2026 · CC-REF-2026
Chapter 3 · Performance
3.1–3.2
Probation and bullying safe harbour
s 383 service cliffs. Reasonable management action under s 789FD(2), recorded as you go.
PROB-REV-2026 · COACH-LOG-2026
3.3
Structured 30-day PIP
SMART benchmarks, Day 14 / 21 / 30 checkpoints, written consequences under s 387(e).
PIP-PLAN-2026 matrix
3.4–3.5
Disciplinary meetings and show-cause
s 387(d) support-person scripts, investigation steps, 48-hour pre-dismissal show-cause.
INV-NOT-2026 · SCN-FINAL-2026
Chapter 4 · Offboarding
4.1–4.2
Notice dismissal and summary misconduct
s 117 notice scales, 45+ age extensions, Reg 1.07 paid stand-down for serious misconduct.
NOT-CAP-2026 · SD-ACT-2026
4.3
Genuine redundancy and consultation
s 389 three-pillar test, Award consultation, redeployment review, small-business severance rules.
RED-CONS-2026 consultation notice
4.4–4.5
Resignations and final pay
Heat-of-the-moment resignations, 7-day pay deadlines, s 90(2) leave loading, asset recovery.
RES-ACK-2026 · OFF-AUD-2026
The maths
One letter from a lawyer costs more than this pack.
| Item | Usual route | This pack |
|---|---|---|
| First legal consult | A$450–A$650 / hour | Not required to start |
| One warning letter | A$350–A$550 | Included |
| Redundancy or notice letter | A$400–A$700 | Included |
| HR retainer | A$4,800–A$9,600 / year | None |
| What you pay today | Recurring fees | A$97 A$87 with WELCOME10 |
Get the pack
Secure the process before the next messy Friday.
A$87 in September with WELCOME10. Instant PDF. Keep it on the laptop or print the desk cards.
A$97 A$87
Code WELCOME10 is already on the buy button. Offer ends 30 September 2026.
I want this7-day money-back if it does not leave you better prepared. Reply to the receipt.
Questions
Before you buy
Does this cover my state or territory?
Yes for most private-sector employers. The Fair Work Act 2009 (Cth) covers constitutional corporations and private-sector employers in NSW, Victoria, Queensland, South Australia, Tasmania, the ACT, the NT, and constitutional corporations in Western Australia. Check if you are a state public-sector or unincorporated WA employer before you rely on a template.
Is this the 2026 law?
The Master Edition is built around s 333M Right to Disconnect, s 15AA contractor reality, Division 4A casual conversion, s 387 procedural fairness, and the positive duty in the Sex Discrimination Act 1984. Statutes move. Confirm the current text before a live decision.
What files do I get?
Three A4 PDFs: a 24-page manual, four desk cards, and a 5-page workbook. Templates use square-bracket fields such as [Employee Name] and [Date] so you can paste onto letterhead.
Who is this for?
Owners and managers of small Australian businesses — trades, cafés, regional operators, growing NFPs — who do the people work themselves and cannot keep an employment lawyer on retainer.
Who is Plain Sense?
A plain-talking Australian practice for organisations that do not have a spare legal team. Governance, strategy that gets used, HR and role clarity. More at plainsense.au.
Does the pack include consulting?
No. This is the pack only. For hands-on help, book a discovery call at plainsense.au/appointment.
How does WELCOME10 work?
List price is A$97. In September only, code WELCOME10 takes A$10 off at checkout so you pay A$87. The buy buttons already include the code. After 30 September 2026 the list price applies.
Is this legal or financial advice?
No. It is an operational and educational resource: standard templates, scripts and frameworks. It does not create a solicitor–client relationship and is not legal, financial, tax, industrial-relations or employment advice. Get advice on your facts before you dismiss, stand down, convert a casual, or sign a contractor.