Every employment contract.
Legally compliant.
Outdated superannuation rates. Non-competes courts will strike down. Minimum entitlements accidentally excluded. Kontractually reviews every employment agreement against your playbook - Fair Work Act (AU), Employment Rights Act (UK), FLSA (US), or your own standard - before it's issued.
No credit card required. First 3 reviews free.
6 Fair Work obligations every employment contract must address.
Kontractually checks these systematically against every employment agreement you review.
What is an employment agreement review? An employment agreement review is a systematic check of an employment contract against applicable employment law minimums — such as the Fair Work Act 2009 (Australia), Employment Rights Act 1996 (UK), or FLSA (US) — and your organization's HR standards. It verifies that mandatory entitlements, notice periods, and compliance obligations are correctly reflected before the agreement is issued to an employee.
The Fair Work Act 2009 establishes 11 National Employment Standards (NES) that apply to all national system employees regardless of what their employment contract says. An employment contract cannot exclude or reduce NES entitlements — but it can provide benefits above the minimums. (Source: Fair Work Act 2009 (Cth), Part 2-2.)
Your playbook defines the rules. A standard Fair Work employment playbook covers: NES entitlements not excluded, minimum wage compliance for the applicable Award or NMW, superannuation guarantee rate current, probation period clearly defined, restraint clause not overbroad (geographic scope, duration, legitimate business interest), annual leave cashing out provisions compliant, and non-solicitation clause limited to reasonable scope.
Yes. You can maintain separate playbooks for different employment types. The casual playbook checks for casual loading (25%), casual conversion rights under the Fair Work Act, and correct leave entitlements. The permanent playbook checks for full NES compliance. Select the appropriate playbook when reviewing each contract.
Yes. Kontractually flags non-compete and non-solicitation clauses showing common enforceability red flags: geographic scope beyond the employee's actual territory, duration beyond 12 months for non-senior roles, scope covering clients the employee never worked with, and absolute prohibitions rather than reasonable restraints. Australian courts apply a strict reasonableness test.
Yes. Batch upload lets you review multiple employment contracts simultaneously. An HR team auditing 50-100 employment contracts gets a flag report for each one - identifying outdated superannuation rates, expired fixed-term clauses, or overbroad restraints at a glance.
At minimum: when you update your standard template, when the SGC rate changes (annually in July), when modern award minimum wages are updated (annually in July), and when Fair Work Act amendments affect NES entitlements. Kontractually makes re-review fast - upload and check against an updated playbook.
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Review every employment contract before you issue it.
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