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Tradie employment contracts

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  • Sign contract online or download and print
  • Australian award compliant
  • Drafted by Australian legal professionals
  • Suitable for any trade, apprentices included
  • Carpenter, Electrician, Plumber, Bricklayer, Painter, Plasterer, Tiler, etc.

Customise an employment contract in minutes.

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Compliant with National Employment Standards (NES) and Fair Work Act. Full-time, part-time and casual contracts available.
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Get a contract that is actually suitable for a tradie.

A generic contract template that other websites offer may not be suitable for tradies or apprentices.

There are specific issues that are relevant to tradie roles. Also, most tradies are on an Award which affects the employment contract. The contract should always be compliant with the Fair Work Act in Australia.

It's not compulsory to have a written contract in place. However, by having something "in writing" you will minimise potential misunderstandings or disputes in the future.

To see more about why you need an employment contract, click here.

Tradie issues

  • Resignation notice period
  • Termination
  • Non-solicitation
  • Apprentices
  • Remuneration
  • Allowances

Suitable for any tradie role and award

Carpenter, Electrician, Plumber, Bricklayer, Painter, Plasterer, Tiler, Apprentice, etc.


Draft an employment contract that is customised to your employee even if they are on an Award. We will suggest relevant clauses but you are free to customise further.

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Ensure the employment contract complies with Australian work place regulations. This includes the NES, the Fair Work Act as well as any applicable Awards.

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Complete the online wizard in less than 15 minutes and then instantly draft a compliant employment contract. Send for digital signatures or download and print.

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Have you covered these issues?

Award obligations

Most tradie roles are covered by an Award in Australia. This means that the employment contract must be consistent with the terms of the Award.


If things don't work out, it's best that the expectations were established from the beginning and "in writing". This will make any termination process easier to manage.


The nature of the industry is that staff do turn over. It's in your interest to make sure that the employment contract contains a strong non-solicitation clause to restrict an ex-employee from poaching your existing staff or interfering with your customer base.


If you have employed an apprentice, you will want to give them a formal employment contract. It's important that the engagement is documented properly.

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