Queensland workplace agreements
What is a Queensland workplace agreement?
Negotiate an agreement
What is a Queensland workplace agreement?
A Queensland workplace agreement is a written individual employment agreement setting out the wages, conditions and working arrangements between an employer and an individual employee.
A Queensland workplace agreement is a stand-alone agreement that completely overrides an award. It replaces the award under which an employee is currently working unless the Queensland workplace agreement specifies otherwise.
A Queensland workplace agreement overrides a certified agreement only if the certified agreement contains specific provisions that allow this to happen. Depending on its wording:
- the provisions of a certified agreement that are not changed in a Queensland workplace agreement may still continue to apply; or
- the Queensland workplace agreement will completely override the certified agreement (i.e. the Queensland workplace agreement replaces the certified agreement)
Negotiate an agreement
An employer can negotiate a Queensland workplace agreement with each employee individually, or with a group of employees. If it is negotiated on a group basis, it must be signed individually by each of the employees covered.
An employee has the right to appoint a bargaining agent to represent them in negotiations. A bargaining agent can be any person or a union.
A Queensland workplace agreement can only be made with an employee who is 18 years of age or older. It may not be made to cover the employment of a public sector employee (e.g. State government departments or agencies; or local government).
For a Queensland workplace agreement to be legally binding, it must be approved by the Queensland Industrial Relations Commission (QIRC), though there is usually no need for a public hearing in the approval process.
Formulate a workplace agreement (PDF, 147 KB) and find out what should be included.
Knowing your rights and obligations is important throughout your working life.
Last updated October 5, 2005
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