Understanding your job offer

A job offer is an exciting moment, and it's natural to want to say yes immediately. But it's worth pausing to make sure you understand what you're agreeing to. A job offer and employment contract set out the basic terms of your employment, and understanding them now helps you avoid surprises later.

This guide covers what to look for in an offer, how pay and conditions are set in Australia, questions to ask and how to accept or decline professionally. It's general information only; for your specific situation, check the Fair Work Ombudsman's website or get advice.

How offers usually arrive

Offers often come first by phone or email, followed by a formal letter and employment contract. For large graduate programs, offers may arrive months before the start date. Before you accept verbally, ask when you'll receive the written offer, and read it carefully before signing.

What to check in the offer

Job title and role

Check the job title, the team you'll join and who you'll report to. For graduate programs, check how rotations work and what happens at the end of the program.

Employment type

Is the role:

• full-time, usually ongoing and around a standard working week;
• part-time, ongoing with fewer, regular hours;
• casual, generally without a firm advance commitment to ongoing work, with a casual loading instead of paid leave; or
• fixed-term, ending on a specific date or at the end of a project?

The type affects your leave, job security and other entitlements. Casual employees must receive the Casual Employment Information Statement, and employees on new fixed-term contracts must receive the Fixed Term Contract Information Statement.

Pay

Check the amount, whether it's an hourly rate or an annual salary, how often you'll be paid and whether superannuation is included in the figure or paid on top. If you see a "package" amount, ask what it includes.

Awards and agreements

In Australia, minimum pay and conditions for many employees are set by modern awards, which cover particular industries or occupations, or by enterprise agreements negotiated at a workplace. The National Employment Standards set minimum entitlements for all employees, such as leave and notice of termination. Your contract can give you more than these minimums, but not less.

The Fair Work Ombudsman's website has tools to help you find which award applies and the minimum pay rate. Even if your salary is well above the minimum, knowing which award or agreement covers you helps you understand your conditions.

Hours and overtime

Check your ordinary hours, whether the role involves shift work, weekends or on-call duties, and how overtime is handled. Some salaries are intended to cover reasonable additional hours; if so, the contract should be clear.

Location and flexibility

Where will you work? Is hybrid or remote work possible? Will you need to relocate, travel or move for rotations?

Probation

Many offers include a probation period. The Fair Work Ombudsman says probation often ranges from three to six months, and employees on probation still receive their entitlements, including minimum pay and the National Employment Standards.

Superannuation

Employers generally must pay superannuation for eligible employees into a super fund. You can usually choose your own fund. The ATO website explains current super rules and how to choose or check a fund.

Notice and termination

Check the notice period required if you or your employer end the employment. Minimum notice periods are set by the National Employment Standards, although your contract or award may provide more.

Other clauses

Read clauses about confidentiality, intellectual property, conflicts of interest, restraints after you leave, training bonds or repaying costs if you leave early. Ask what they mean in practice. If something seems unusual or unfair, consider getting independent advice before signing.

Questions to ask

• When will I receive the written contract?
• Which award or agreement covers this role?
• Is the salary inclusive or exclusive of superannuation?
• What are the expected hours, and how is extra work handled?
• What training and development is provided?
• What flexibility is available?
• Who will be my manager and what will my first few months look like?

Negotiating

Some graduate programs pay all graduates in a cohort the same rate, leaving little room to negotiate. Other roles may be more flexible. If you want to negotiate, research typical pay for similar roles from reliable sources, be polite, explain your reasoning and consider non-salary items too, such as start date, flexibility or study support. Never misrepresent other offers.

Comparing offers

If you have more than one offer, compare them on more than salary: the work itself, training, career prospects, culture, location, flexibility and stability. Ask yourself where you would learn the most and feel most supported.

Accepting

Accept in writing, confirming the role, start date and any agreed details. Sign and return the contract as requested. Ask what happens next and whether you need to provide documents, such as your tax file number declaration and super fund details, through the employer's official onboarding process.

Declining

If you decline, do so promptly and politely, by email or phone. Thank the employer for the offer. Industries are smaller than they seem, and you may cross paths again.

Reneging

Accepting an offer and then withdrawing can damage your reputation with that employer. Before accepting, be reasonably sure it's the right choice. If circumstances change, tell the employer as soon as possible and be honest and courteous.

Watch for red flags

Be cautious if an "offer" arrives without any interview, asks you to pay money, or requests sensitive documents through a messaging app. Genuine employers use official channels. See our job scams guide.

Reading the contract carefully

Contracts can be long and full of formal language. Read the whole document, not just the salary clause, and highlight anything you don't understand. Common terms worth understanding include the start date, ordinary hours, the position description it refers to, probation, notice periods, leave, confidentiality and any policies it says form part of the contract. If the contract refers to an award or enterprise agreement, find and skim that document too.

It is perfectly normal to email your contact with a short list of questions before signing. A reasonable employer will be happy to clarify. If something remains unclear, or a clause seems unusual, consider getting independent advice before you sign.

Starting date and notice

If you're currently working elsewhere, check how much notice you must give your existing employer before agreeing to a start date. Be realistic, and tell your new employer early if you need to adjust.

Key points

• Read the written offer and contract carefully before accepting.
• Check employment type, pay, award or agreement, hours, probation and super.
• Your contract can give you more than the legal minimums, never less.
• Ask questions and consider independent advice about unusual clauses.
• Accept or decline in writing, promptly and politely.