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19/08/2025

Employing a non-ongoing employee

  • Employee details
  • Probation
  • Part time work pattern
  • Terms and conditions
  • Complete
Indicates required field

When to use this form

This document should be used when you will be employed on a non-ongoing basis under the Members of Parliament (Staff) Act 1984 (the MOP(S) Act), or to renew your non-ongoing employment. 

Your employment may be full-time or part-time. 

Once a non-ongoing employment agreement is in place if there are any changes to your non-ongoing employment agreement, such as a change to your work-pattern or funding arrangement, use the Variation to an Existing Employment Agreement form.

Should your circumstances change and you are no longer able to complete the hours of work as indicated in this agreement please contact your employing Parliamentarian or Authorised Officer so they can advise MaPS at MOPSPayConditions@finance.gov.au.

Additional forms

You may be required to complete additional forms if this is the first time you are being employed under the MOP(S) Act, if you have had a break, or if this is a new office. Use the employment tool to identify which forms you should complete. Late or missing employment forms may delay your onboarding and pay.

Submission Requirements

Employment agreements are to be completed prior to, or on the date of, commencement.

  • Complete and submit the form online.
  • Your employer or authorised officer will receive a copy of the employment agreement via email. They must forward the agreement with their approval to MaPS for processing.
  • You will receive a copy of the agreement for your records.

Details
An email will be sent to the employee for their records
An email will be sent to this email address to ensure details are correct and to authorise the contract.

Limitations to fixed term employment under the Fair Work Act 2009

Requests for non-ongoing contracts (including renewals or consecutive contracts) must be discussed with PWSS HR Advice before an offer is made and this form is completed.

Changes to the Fair Work Act 2009 (FW Act) restrict the use of non-ongoing contracts beyond certain limits. Specifically, non-ongoing contracts cannot be renewed beyond a maximum contracted period of 2 years, or, be renewed more than once (even if the total contracted period is less than 2 years).

Some exceptions apply, which include:

  • If the engagement is to undertake work during the temporary absence of another employee, for example to backfill a period of;
    • parental leave
    • long service leave
    • long term personal leave
  • If the employee’s guaranteed earnings are over the high-income threshold in the year the contract is entered into.
By proceeding, I confirm that I have discussed my non-ongoing employment with my employer, and that this employment agreement complies with the FW Act because
Reason for exception
(a) the following date:

Start and End date difference can't be more than 12 months.

The end date has to be greater than the commence date.

(b) the date the employment is terminated, or;

(subject to maximum period of 12 months)

The maximum period of non-ongoing employment is 12 months (e.g. if commencing 15 January, the contract must end on or before 14 January the following year).

An end date must be included in option (a), even if the employment will end if the event in option (c) occurs.

Funding arrangement

Funding arrangements against the Electorate Support Budget (ESB) cannot extend beyond the relevant financial year.

Non-ongoing employment against the ESB cannot extend beyond the relevant financial year. Employment which is wholly funded by the ESB and extends past 30 June will be processed with an automatic cessation date of 30 June (subject to the availability of sufficient funds).

Non-ongoing employment against the ESB cannot extend beyond the relevant financial year. Where an employment agreement is received with work days partially funded by the ESB and which extend past 30 June, these ESB-funded days will be processed with an amended cessation date of 30 June (subject to the availability of sufficient funds).

Indicate any full working days which will be funded using the ESB (and which will be processed up to a maximum end date of 30 June)
Other working pattern
(Advise of other periods of work to use the Electorate Support Budget, for example half days)
 

ESA should be allocated in consultation with the relevant guideline . This includes guidance on the level of ESA allocated to you within the suitable range of weekly additional hours (averaged over a 12 month period).

Are you the current or new Nominated Traveller?

*The Nominated Traveller is the electorate employee nominated in accordance with clause 5 of Determination 2023/10 - Staff Travel and Relief Staff Determination. Nominated Travellers automatically receive 12 points of ESA as a Nominated Traveller Allowance (NTA) and may receive additional points of ESA up to their individual 'cap' and subject to their parliamentarian's total ESA 'pool'.

*Please note that NTA + ESA 5 or ESA 6 is only available to certain individuals in accordance with clause 40.4(b) and 40.4(c) of the Commonwealth Members of Parliament Staff Enterprise Agreement 2024-27.

During your employment, the amount of ESA you are allocated by your Employer may change, including where there is an office re-allocation trigger under clause 41.5 of the Commonwealth Members of Parliament Staff Enterprise Agreement 2024-27.

*ESA 17 and ESA 18 may only be allocated to certain individuals in accordance with clause 40.4 (b) and 40.4 (c) of the Commonwealth Members of Parliament Staff Enterprise Agreement 2024-27.

During your employment, the amount of ESA you are allocated by your Employer may change, including where there is an office re-allocation trigger under clause 41.5 of the Commonwealth Members of Parliament Staff Enterprise Agreement 2020-23.

If ‘yes’, you must email a completed National Police History Check application to MOPSPay&Conditions@finance.gov.au.

For further information about this requirement click here
Pursuant to clause 73.6 I understand the effect of retaining a severance benefit on my entitlements.
I understand that I will be required to repay a portion of my severance benefit if I am re-employed during my severance pay period.

* Queensland parliamentary service is not considered MOP(S) Act equivalent prior service for the purposes of calculating the severance benefit, however may be recognised for personal and long service leave purposes in accordance with the Recognition of prior service guideline.

Should you wish to make a prior service request, please submit the Prior Service Kit.