Every employment contract
checked against Fair Work standards.
Non-compete clauses courts will strike down. Superannuation rates that haven't been updated. Restraints broader than any Australian, UK, or US court would allow. Kontractually reviews employment contracts against your Fair Work playbook and flags what doesn't match - before you issue them.
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What changes when every contract is reviewed against the same standard.
An HR manager issues 40 employment contracts with a superannuation rate of 11%. The rate changed to 11.5% six months ago. Nobody updated the template. The business now faces back-pay liability across 40 employees.
Kontractually flags the outdated superannuation rate against your compliance playbook before a single contract is issued. The template is corrected once, and every future contract passes the check.
A marketing manager signs an employment contract with a 24-month non-compete covering all clients of the business. She leaves 18 months later. The restraint is struck down in court - geographic scope too broad, duration excessive for a non-senior role. The business spent $30K in legal fees to learn what a playbook check would have caught.
Kontractually flags the non-compete as overbroad: duration exceeds 12 months, scope covers clients the employee never worked with. HR revises the restraint to 6 months within the employee's actual territory.
A casual employee works regular hours for 14 months. The employment contract doesn't mention casual conversion rights. The employee requests conversion to permanent - and the business has no documented process. Fair Work Ombudsman investigates.
Kontractually flags the missing casual conversion clause against your casual employment playbook. The standard clause is added before the contract is issued, and the business has a clear process from day one.
Every check your employment contracts need.
Pre-built Fair Work playbooks cover the obligations that create the most exposure.
National Employment Standards review
All 11 NES entitlements must be reflected in the employment contract - or at minimum not excluded. Maximum weekly hours, leave entitlements, notice periods, redundancy pay, and the Fair Work Information Statement. Kontractually checks that your contracts don't inadvertently exclude or reduce any NES entitlement.
Non-compete and non-solicitation enforceability
Courts in Australia, the UK, and the US regularly strike down overbroad restraints. Kontractually flags non-compete and non-solicitation clauses that show enforceability red flags - geographic scope beyond the employee's territory, duration exceeding 12 months, and scope covering clients the employee never worked with.
Modern Award minimum terms
Is the employee Award-covered? Does the base rate meet or exceed the applicable Award minimum? Are penalty rates and allowances addressed? Kontractually checks employment contracts against your Award-specific playbook rules - including minimum wage, classification, and loading requirements.
Superannuation and leave entitlements
Contracts must reflect current superannuation guarantee obligations (11.5% FY2024-25, rising to 12% from July 2025). Annual leave loading, cashing out provisions, and direction to take leave must align with the Fair Work Act and applicable Award. Kontractually catches outdated rates and flags terms that may not meet current standards.
Your playbook defines what gets checked. Common rules include: NES entitlements not excluded, minimum wage compliance for the applicable Award, probation period clearly defined, restraint clause not overbroad (geographic scope, duration, legitimate business interest), superannuation guarantee rate correct, annual leave cashing out provisions compliant, and non-solicitation clause limited to reasonable scope. You configure the rules; Kontractually applies them to every employment contract you review.
Kontractually doesn't determine Award coverage automatically - that requires analysis of the employee's duties and classification. However, you can configure your playbook with the key terms for the Award(s) most relevant to your workforce. For example, a retail business can configure a playbook with the key Retail Industry Award terms and check that employment contracts meet them.
Yes. Kontractually flags non-compete and non-solicitation clauses that show common enforceability red flags: geographic scope beyond the employee's actual territory, duration extending beyond 12 months, scope covering clients the employee never worked with, and absolute prohibitions rather than reasonable restraints. Australian courts apply a strict reasonableness test to post-employment restrictions - and courts in the UK and US apply similar principles. Clauses that fail this test are unenforceable regardless of jurisdiction.
Yes. Batch upload lets you review multiple employment contracts simultaneously. For an HR team conducting an annual contract audit across 50-100 employees, each contract is reviewed against your standard playbook and returns a flag report. You see at a glance which contracts have issues - outdated superannuation rates, expired fixed-term clauses, or restraints that may not hold up in court.
Yes. You can maintain separate playbooks for different employment types. The casual playbook checks for casual loading compliance (25% under the Fair Work Act in AU), casual conversion rights, and the absence of leave entitlements that casuals don't accrue. The permanent playbook checks for full NES compliance. For UK or US workforces, configure equivalent playbooks with the relevant employment standards for your jurisdiction.
Also useful
Review your employment contracts against Fair Work standards.
Set up your Fair Work playbook in 10 minutes. See what Kontractually flags in your current employment contract templates.
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