The Demotion Letter Template is a crucial document used by Australian organizations when implementing changes to an employee's position that involve a reduction in rank, status, or responsibility. This template is designed to ensure compliance with the Fair Work Act 2009, relevant Modern Awards, and state-specific employment legislation. It should be used when an organization needs to formally document a demotion decision, whether due to performance issues, organizational restructuring, or employee request. The template includes essential information about the position change, new terms of employment, and effective date, while incorporating necessary legal safeguards and clear communication of the employee's rights and obligations. This document is particularly important in the Australian context where specific requirements exist regarding adverse actions and changes to employment conditions.
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1. Company Letterhead and Date: Official company letterhead with current date and formal business letter formatting
2. Employee Details: Full name, current position, and employee ID of the affected employee
3. Subject Line: Clear indication that this is regarding a change in position/demotion
4. Current Position Details: Statement of the employee's current role, level, and key responsibilities
5. New Position Details: Clear specification of the new role, including title, department, and reporting relationship
6. Reason for Demotion: Clear and factual explanation of why the demotion is occurring
7. Effective Date: Specific date when the change will take effect
8. Compensation Changes: Details of any changes to salary, benefits, or other compensation elements
9. New Responsibilities: Overview of key duties and expectations in the new role
10. Acknowledgment Section: Space for employee signature acknowledging receipt and understanding of the change
11. Contact Information: Details of who to contact for questions or concerns about the change
1. Performance Improvement Plan Reference: Include when demotion is performance-related and links to a formal PIP
2. Transition Plan: Include when there needs to be a handover period or specific transition arrangements
3. Appeal Rights: Include when company policy allows for appeals or when required by applicable awards/agreements
4. Probationary Period: Include if the new position will have an initial probationary period
5. Union Consultation Reference: Include when the employee is covered by a union agreement or when union consultation has occurred
6. Confidentiality Statement: Include when the demotion involves sensitive information or change in access to confidential information
7. Return to Position Criteria: Include when there's a possibility of returning to the previous position upon meeting specific conditions
1. New Position Description: Detailed description of the new role, responsibilities, and performance expectations
2. Revised Employment Terms: Full details of changed employment terms and conditions
3. Organizational Chart: Updated organizational structure showing new reporting relationships
4. Compensation Schedule: Detailed breakdown of new salary structure and benefits package
5. Transition Timeline: If applicable, schedule of handover activities and transition milestones
Relevant legal definitions
Current Position
New Position
Effective Date
Company
Employee
Demotion
Compensation
Modern Award
Enterprise Agreement
Performance Standards
Reporting Line
Base Salary
Benefits
Working Hours
Notice Period
Probationary Period
Confidential Information
Duties
KPIs
Classification Level
Position Description
Transition Period
Employment Terms
Workplace
New Position
Effective Date
Company
Employee
Demotion
Compensation
Modern Award
Enterprise Agreement
Performance Standards
Reporting Line
Base Salary
Benefits
Working Hours
Notice Period
Probationary Period
Confidential Information
Duties
KPIs
Classification Level
Position Description
Transition Period
Employment Terms
Workplace
Clauses
Position Change
Effective Date
Reason for Demotion
New Duties and Responsibilities
Compensation and Benefits
Reporting Structure
Working Hours
Performance Requirements
Confidentiality
Transition Arrangements
Acknowledgment
Appeal Rights
Notice Period
Probationary Terms
Employee Rights
Workplace Location
Classification Level
Review Period
Return Conditions
Consultation Process
Effective Date
Reason for Demotion
New Duties and Responsibilities
Compensation and Benefits
Reporting Structure
Working Hours
Performance Requirements
Confidentiality
Transition Arrangements
Acknowledgment
Appeal Rights
Notice Period
Probationary Terms
Employee Rights
Workplace Location
Classification Level
Review Period
Return Conditions
Consultation Process
Relevant Industries
Manufacturing
Retail
Financial Services
Technology
Healthcare
Education
Construction
Mining
Professional Services
Hospitality
Transport and Logistics
Public Sector
Telecommunications
Agriculture
Non-profit
Relevant Teams
Human Resources
People Operations
Employee Relations
Legal
Compliance
Industrial Relations
Management
Operations
Administration
Relevant Roles
Human Resources Manager
HR Director
HR Business Partner
People Operations Manager
Employee Relations Manager
HR Coordinator
Department Manager
Line Manager
General Manager
Operations Manager
Chief Human Resources Officer
Workforce Manager
HR Compliance Officer
Industrial Relations Manager
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