You have hired an excellent candidate. Within months, they have resigned, or an issue that began on their first day has surfaced.
Most onboarding problems in small businesses stem from the same five mistakes. Each is straightforward to fix once identified.
Getting the award or employment type wrong
A new employee is set up under the wrong classification, or engaged as casual while working regular, ongoing hours.
Underpayments accumulate unnoticed. Back payments, disputes and loss of trust follow.
Before making an offer, confirm award coverage, classification and pay using the Fair Work Ombudsman's tools. Use the agreement that reflects how the person will actually work.
Missing mandatory employment documents
The Fair Work Information Statement is not provided, the superannuation choice form is overlooked, or part-time hours are not agreed in writing.
Several of these steps are legal requirements. Missing them can result in penalties and leaves the business exposed if a question arises.
Provide every new employee with the Fair Work Information Statement, and the casual or fixed term information statement where it applies. Offer superannuation choice, usually within 28 days, and keep signed copies on file.
No structured first day
The new employee arrives to no desk, no system access and an unavailable manager. Safety procedures are mentioned briefly, if at all.
First impressions set the tone. A disorganised start leads new employees to question their decision, and omitting safety information creates risk.
Prepare the workspace and system access in advance. Complete a consistent induction covering safety and emergency procedures for every new employee.
Limited contact after the first week
After the first week, the team returns to its usual workload. The new employee is left to work things out alone, and minor questions become frustrations.
Employees decide early whether a role suits them. Without regular contact, issues surface late, often in a resignation.
Schedule brief meetings at the end of the first week, after a few weeks and at the end of the first month. Record what is agreed.
Not reviewing probation
The probation period ends without a review. Concerns were never raised, so when they surface later, they surprise everyone.
Many employers assume probation affects unfair dismissal rights. It does not. The minimum employment period is 6 months, or 12 months for a small business employer.
Set probation review points, provide documented feedback, raise concerns early and confirm the outcome in writing before the period ends.
Fix the process once, use it every time
These mistakes are easy to make when hiring is infrequent. A repeatable process ensures nothing is missed and every new employee receives the same professional start.
Examples are illustrative, not real cases.
General information only, not legal, tax or financial advice. Laws and requirements change and depend on your circumstances, industry, state and any award or agreement. Check fairwork.gov.au, ato.gov.au and your state regulator, and get advice before acting.