Letter Of Intent To Continue Employment for Australia

Letter Of Intent To Continue Employment Template for Australia

A formal document used in Australian employment contexts to confirm the continuation of an existing employment relationship, potentially with updated terms or conditions. It serves as an official communication between employer and employee, documenting the intent to maintain the employment relationship while potentially modifying certain aspects of the employment terms. The document must comply with Australian employment law, including the Fair Work Act 2009 and relevant state legislation, while clearly outlining any changes to employment terms, compensation, or responsibilities.

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What is a Letter Of Intent To Continue Employment?

The Letter of Intent to Continue Employment is a crucial document in Australian employment relations, typically used when an organization wishes to formally document the continuation of an existing employment relationship. This document is particularly relevant in situations such as after probation periods, following organizational restructures, or when implementing changes to employment terms. It serves to bridge the gap between the original employment contract and any new or modified terms while maintaining compliance with Australian employment legislation, including the Fair Work Act 2009 and relevant state laws. The letter typically includes confirmation of the position, any updated terms or conditions, compensation details, and effective dates, providing clarity and certainty for both employer and employee regarding the ongoing employment relationship.

What sections should be included in a Letter Of Intent To Continue Employment?

1. Letter Header: Company letterhead, date, and employee's contact details

2. Greeting: Professional salutation addressing the employee by name

3. Purpose Statement: Clear statement of intent to continue employment relationship

4. Current Role Confirmation: Confirmation of position title and primary responsibilities

5. Employment Terms Confirmation: Confirmation of key employment terms including full-time/part-time status and location

6. Reporting Structure: Confirmation of reporting relationships and management structure

7. Compensation Details: Current or updated salary/wages and benefits information

8. Effective Date: Clear statement of when the continuation/changes take effect

9. Closing Statement: Positive statement about continued employment relationship

10. Signature Block: Space for employer signature, title, and date

What sections are optional to include in a Letter Of Intent To Continue Employment?

1. Term Changes: Details of any modifications to existing employment terms, used when terms are being updated

2. Performance Expectations: Overview of performance goals or expectations, included when setting new objectives

3. Probation Period: Details of any probationary period if applicable to the continuation

4. Confidentiality Reminder: Reminder of existing confidentiality obligations, included if handling sensitive information

5. Development Opportunities: Information about career development or training opportunities, included when offering growth paths

6. Acknowledgment Section: Space for employee signature if confirmation of receipt is required

What schedules should be included in a Letter Of Intent To Continue Employment?

1. Updated Position Description: Detailed outline of current or modified role responsibilities and requirements

2. Benefits Summary: Overview of current employment benefits package

3. Performance Metrics: Specific performance indicators or targets, if applicable

4. Organizational Chart: Current reporting structure and team organization

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

Australia

Publisher

Genie AI

Document Type

Letter of Intent

Cost

Free to use
Relevant Industries

Healthcare

Education

Financial Services

Technology

Manufacturing

Retail

Professional Services

Construction

Mining

Hospitality

Government

Non-Profit

Transportation

Agriculture

Media and Entertainment

Relevant Teams

Human Resources

Legal

People Operations

Employment Relations

Talent Management

Corporate Services

Personnel Management

Workforce Planning

Employee Relations

Relevant Roles

Human Resources Manager

HR Director

Chief Human Resources Officer

HR Business Partner

HR Coordinator

Recruitment Manager

People Operations Manager

HR Administrator

Employment Relations Manager

Talent Management Director

Chief Executive Officer

Department Manager

Line Manager

Supervisor

Legal Counsel

General Counsel

Industries
Fair Work Act 2009 (Cth): The primary legislation governing employment relationships in Australia, covering minimum employment standards, enterprise bargaining, industrial relations, and workplace rights and responsibilities
National Employment Standards (NES): Part of the Fair Work Act that sets out 11 minimum employment entitlements that must be provided to all employees, including maximum weekly hours, leave entitlements, and notice of termination
Privacy Act 1988 (Cth): Regulates how personal information is handled, including employee data and privacy requirements in employment records
Age Discrimination Act 2004 (Cth): Protects against age discrimination in employment and ensures age-related terms in employment contracts are lawful
Sex Discrimination Act 1984 (Cth): Ensures employment terms and conditions do not discriminate based on gender, marital status, or pregnancy
Disability Discrimination Act 1992 (Cth): Protects against discrimination based on disability in employment terms and conditions
Racial Discrimination Act 1975 (Cth): Ensures employment terms and conditions do not discriminate based on race, color, descent, or national/ethnic origin
Superannuation Guarantee (Administration) Act 1992: Governs mandatory superannuation contributions that must be referenced in employment arrangements
Work Health and Safety Act 2011: Outlines workplace safety obligations that may need to be referenced in employment documentation
State-specific Employment Laws: Various state-based legislation that may affect employment terms depending on the location of employment
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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