Fair Work Information Statement: What It Is and When to Provide It
- Jul 6
- 6 min read
A new employee is starting next week. You've confirmed their pay, added them to payroll, organised their equipment and sent out the employment contract.
Somewhere in that process sits the Fair Work Information Statement. It takes very little time or effort to provide, yet it's so often missed.
Failing to provide the Fair Work Information Statement is a breach of the National Employment Standards, and as at 1 July 2026, maximum civil penalties can exceed $100,000 for a small business (less than 15 employees). That's why it's so important to make the statement a standard and documented part of every new employee’s onboarding process.
So what is the Fair Work Information Statement and what do you need to do with it?
What is the Fair Work Information Statement
The Fair Work Information Statement, commonly called the FWIS, is published by the Fair Work Ombudsman. It provides employees with an overview of the main workplace rights and conditions that apply under Australia’s national workplace relations system.
It covers the National Employment Standards, modern awards, flexible working arrangements, workplace protections, termination of employment, individual flexibility arrangements, and the roles of the Fair Work Ombudsman and Fair Work Commission.
Every new employee must receive a copy before, or as soon as possible after, they start their job. This applies whether the employee is full-time, part-time or casual, and regardless of their position, seniority or hours. A small business employing its first worker has the same obligation as a larger organisation.
The statement doesn't identify the employee’s award classification or exact pay rate, but rather it gives the employee a starting point for understanding the minimum standards and protections that may apply.
The Fair Work Information Statement Isn't the Only Statement
All new employees must receive the FWIS, but some employees must also receive an additional statement based on their employment arrangement.
A new casual employee must receive the Casual Employment Information Statement (CEIS). This explains the casual employee definition, the pathway for changing to permanent employment, reasons an employer may decline an employee’s notice in certain circumstances, and how disputes may be dealt with.
The Casual Employment Information Statement must also be provided at certain points during employment:
Small business employers (generally an employer with fewer than 15 employees) must provide it again after a casual has completed 12 months of employment.
Other employers must provide it after 6 months, after 12 months, and after every further 12 months.
An employee entering into a new fixed term contract must receive the Fixed Term Contract Information Statement (FTCIS). It explains the limitations on fixed term contracts, relevant exceptions and options for resolving disputes. It must be provided when the employee enters into the new contract.
In practical terms, a permanent employee will generally always receive the FWIS. A casual employee will also receive the Casual Employment Information Statement, while a fixed term employee will also receive the Fixed Term Contract Information Statement.
This page also provides access to the Casual Employment Information Statement and Fixed Term Contract Information Statement.
It is best to access the statement from Fair Work each time you onboard a new employee rather than relying on an older copy saved in your files, as the document is updated whenever relevant workplace laws and minimum entitlements change.
Where Businesses Can Often Get It Wrong
The most frequent issue is that the statement is treated as an induction document rather than part of the employment documentation. The contract might be prepared by one person, payroll handled by another, and then a manager conducts the induction. Unless responsibility is clearly assigned, the statement can be missed.
Another problem is using an old saved copy. Fair Work updates the statements as workplace laws and minimum entitlements change. A business may store a PDF in its onboarding folder and continue attaching it for years without checking whether it remains current.
The FWIS was updated again in July 2026 following changes to minimum wages, which is a timely reminder not to assume a saved copy is still current.
Some employers provide the FWIS only to permanent employees because casual work is seen as less formal. Casual employees must receive it too, along with the Casual Employment Information Statement. The fact that someone works occasional shifts, covers a busy season or joins for a short period doesn't remove the obligation.
Businesses also sometimes believe that a reference to the Fair Work Act or National Employment Standards in the contract is enough. The employee must still receive the relevant statement.
The Statement Doesn't Replace an Employment Contract
The reverse misunderstanding is equally important. Providing the Fair Work Information Statement doesn't remove the need for a properly prepared employment contract.
The FWIS gives general information about workplace rights, but it doesn't record the specific agreement between the business and employee, including the role, duties, hours, location, pay, probation, notice obligations, confidentiality or use of business property.
A written contract works alongside the National Employment Standards, the applicable modern award or enterprise agreement, and the relevant Fair Work statements.
Each has a different purpose. The law sets minimum standards, the statements explain key rights, and the contract records the terms agreed for the particular employment relationship.
This is why the contract and relevant information statements should ideally be issued together as part of the same onboarding pack. It gives the employee consistent information and gives the business one clear record of what was provided.
For a broader explanation, read Employment Contracts for Employees: Why Every Business Needs Them. It explains why written contracts matter even in small, close-knit teams, and why generic or outdated documents can cause problems when roles, expectations or working arrangements change.
A Better Approach in Practice
The most reliable approach is to make the statements a standard part of onboarding rather than relying on someone to remember them for each new starter.
When the employment contract is sent, attach the current statements to the same email. Clearly identify the documents included and ask the employee to retain them.
Fair Work allows the FWIS to be provided in several ways, including in person, by mail, by email or by sending a link to the Fair Work page. For most businesses, email provides the clearest record that it was sent.
Keep the email or record the date provided in your onboarding checklist or HR system.
For casual employees, add a reminder for the later Casual Employment Information Statement dates. Many onboarding systems cover commencement but have no process for issuing the statement again when the employee reaches the relevant service milestone.
It is also worth confirming who owns the process. That may be the business owner, office manager, payroll officer or external HR provider. Who it is matters less than having one person responsible for checking the employment type, selecting the right documents, sending them and retaining evidence.
The current versions are available from the Fair Work Ombudsman’s Information statements page, which brings all three statements together.
Final Thoughts
The Fair Work Information Statement isn't complicated, which is exactly why it is easy to overlook. It can be seen as a minor attachment rather than part of the business’s employment framework.
Ensure you use the current version, provide any additional statement required for casual or fixed term employment, and keep a clear record. Connect that step to a well-prepared employment contract and consistent onboarding process.
If you are unsure whether your contracts, onboarding documents or new starter process cover the required Fair Work information, we can review what you currently use and help you put a practical, reliable process in place.
Let’s make sure this simple document isn’t the thing that trips you up.
Need help? Contact us today - sandra@hrconsultingtas.com.au or 0408 408 225
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The content provided on this website serves as a general information resource on the subjects discussed, and should not be considered tailored to specific individual circumstances or a replacement for legal counsel. While we exert significant effort to ensure the accuracy of our information, HR Consulting TAS cannot ensure that all content on this website is consistently accurate, exhaustive, or current. Recommendations by HR Consulting TAS and any information acquired from this website should not be regarded as legal advice.
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