Fair Work Act 2009¶


Regulator	Fair Work Commission / Ombudsman
Jurisdiction	AU
Status	live
Applicability	External — Employment relationship obligations. Managed through external HR and legal processes.

Outside platform boundary

Employment relationship obligations. Managed through external HR and legal processes.

The Fair Work Act 2009 is the primary federal employment law in Australia. It establishes the national workplace relations system administered by the Fair Work Commission (FWC) and the Fair Work Ombudsman (FWO). It sets the National Employment Standards (NES — 11 minimum entitlements), the framework for modern awards and enterprise agreements, unfair dismissal protections, general protections (adverse action), right-of-entry for union officials, and bargaining obligations.

The Act applies to national system employers (including incorporated entities such as banks) and their employees across all states and territories except Western Australia (which retains a separate state system for some employers).

Compliance register¶

This register maps every material obligation under the Act to the responsible party. The Fair Work Act governs the employment relationship between the bank and its employees — it is not a product, customer, or technology standard. Platform scope is nil. All obligations are owned by the People & Culture function and the bank's legal counsel.

Scope legend¶

Symbol	Meaning
🤖 Automated	Platform enforces or performs the obligation.
📊 Evidenced	Platform captures evidence; human decides.
🏛 Institutional	Entirely outside platform scope — People/HR/legal function.
N/A	Not applicable to this deployment.

Build legend¶

Symbol	Meaning
✅	Module built and deployed
🔨	Planned — not yet built
❌	Uncontrolled gap — no module attributed

Institutional obligations (all obligations)¶

The Fair Work Act creates obligations between the bank as employer and its employees. The Totara platform is a banking technology platform — it has no role in employment relationship management. All obligations below are owned by the Chief People Officer with support from legal counsel.

Obligation	Ref	Owner	Platform evidence input
Provide National Employment Standards (11 entitlements: annual leave, personal/carer's leave, parental leave, flexible work requests, notice of termination, redundancy pay, Fair Work Information Statement, etc.)	S.61–131	Chief People Officer	None
Comply with applicable modern award or enterprise agreement	S.45, S.50	Chief People Officer / Legal	None
Negotiate enterprise agreements in good faith	S.228	Chief People Officer / Legal	None
Not take adverse action against employees exercising workplace rights (general protections)	S.340	Chief People Officer / Legal	None
Permit right-of-entry for authorised union officials	S.481	Chief People Officer	None
Keep time and wage records (7 years)	S.535	Chief People Officer	None
Provide pay slips within 1 working day of payment	S.536	Chief People Officer	None
Comply with unfair dismissal obligations (minimum employment period, valid reason, procedural fairness)	S.382, S.387	Chief People Officer / Legal	None
Address stop bullying orders from FWC	S.789FF	Chief People Officer	None

Coverage summary¶

Area	Total obligations	🤖 Automated	📊 Evidenced	🏛 Institutional	N/A
Employment standards & records	9	0	0	9 (100%)	0
Total	9	0 (0%)	0 (0%)	9 (100%)	0 (0%)

The Fair Work Act is entirely outside platform scope by design. Employment obligations are delivered by the People & Culture function operating independently of this platform.

Policy	Title
PPL-001	Code of Conduct Policy

Official documentation¶

Policies referencing this standard¶

PPL-001 — Code of Conduct Policy

Compiled 2026-05-22 from source/entities/regulations/au-fair-work-act.yaml