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Letter Of Engagement Apprentice

 Sample Letter of Engagement

For Hiring New Daily Hire, Full-time or Part-time Employees

A letter of engagement is a useful document to use when hiring new employees.

The letter informs new employees about the terms and conditions of their employment with your business.

Suggested steps for preparing a letter of engagement – this page for Employers’ use ONLY.

Step 1: Draft the letter

Check what minimum entitlements apply to the position including:

  • Pay
  • hours of work
  • shift penalties and loadings
  • leave entitlements, and
  • termination of employment notice periods.

Minimum entitlements can come from a range of sources including industrial instruments (eg. an award or an enterprise agreement) and legislation, such as the Fair Work Act 2009.

Need more information? Call MPA (NSW) on 8789 7000

Step 2: Consider whether you need legal advice

You don’t have to seek legal advice when you’re hiring new staff, but for some jobs and in some circumstances it’s a good idea to ask for professional help.

Step 3: Meet with the new employee and provide the letter of engagement

Meet face-to-face with your new employee to provide the letter and talk about the contents is a good opportunity for:

  • you to explain the terms and conditions of their employment
  • the employee to ask questions, and
  • you to describe your expectations for the job.

Step 4: Give your new employee time to consider the letter of engagement

Specify a date by when you’d like the person to let you know whether he or she accepts the offer of employment. You should give the person enough time to consider the contents of the letter of engagement and seek their own advice before they accept the offer.

Also, it is good practice to give the employee your contact details in case they have more questions.

Step 5: Keep a copy of the signed letter of engagement and provide the employee with a copy together with a copy of the Fair Work Information Statement (SEE ATTACHED LINK).


This example has been provided by the Master Plumbers Association (NSW) (“MPA”) as part of its function to provide industrial relations education, assistance and advice (but not legal or professional service advice) to its members in the plumbing industry. MPA does not provide this information or this example for any other purpose. While all care has been taken in preparing this information and the example, MPA does not accept any responsibility or liability for any loss or damage that may arise as a result of any party using or relying on it. You are not entitled to rely upon this information / example as a basis for any action that may expose you to a legal liability, injury, loss or damage. If you elect to use this example it is up to you to obtain your own legal advice about it, and ensure that it is completed and executed correctly and to ensure that it accurately sets out the arrangements between the employer and employee.

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