As a hairdresser, there are a number of considerations you should take when drawing up your employment contract. This article will consider some of the most salient features of an employment contract for a hairdresser.
An obvious one, but very important nonetheless. The relevant award for your business is the Hair and Beauty Industry Award 2010. Here is a link to the award:
Hairdressers generally have longer hours to accommodate their customers. Most of the time, we know that you’ll need to be open before and after normal work hours. This is important and should be clarified in the employment agreement. Employees are required to know when they can be expected to work. If you have a shift system, then the hours when the shifts occur should be inserted into the agreement.
An important consideration for any employer, but especially important for you as a hairdresser as you want to ensure that you are able to terminate an employee if they are not performing to maintain your business standards. Termination clauses should clearly set out the procedure that you will take before you terminate an employee. Generally this will involve some sort of warning and monitoring process. Make sure to follow any internal policies or processes, or you could risk facing a claim for unfair dismissal.
Clothing and equipment allowances
If you intend to provide all your employees with uniforms and equipment, you should clearly set this out in your employment agreement. This is because, under the Hair and Beauty Award, employees are entitled to an allowance if they have to use their own uniforms and equipment. By including it into your employment agreement, you are minimising the possibility that there could be a dispute regarding pay. Note though that requiring someone to wear a particular type of uniform and providing the uniform yourself are two different things. If you require them to wear a uniform, then you will be required to reimburse them for the cost of the uniform. Also note, however, that this only applies to part-time and full-time employees.
Your employment agreement should clearly set out your employee’s position and the related “classification” under the Hair and Beauty Award. This is because the pay will depend on the classification. There are six levels of classification, some of which have slightly different pay amounts. In general, the classification will depend on the employee’s level of expertise and education. For example a 19 year old junior receptionist is classified as level 1, while a manicurist is classified as level 2.
If your’e unsure what level your employee would be classified, refer to the Hair and Beauty Award or alternatively contact one of our Small Business Lawyers and they will be able to help you.
Running a business is difficult enough without needing to worry about whether your employment contracts are correct. Ensuring that you includes these few items in your employment contracts will go a long way to taking out some of that stress. If you have any questions, give us a call and we can have our Small Business Lawyers answer your questions.
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