Part-time Employment Contract, Larkhill Books

Part time employment contract template with set hours and pro rata leave

A part time employment contract template has to do something a full time contract does not: fix the regular days and hours in writing, because Australian awards require it for part time staff, and show how every leave entitlement is scaled to those hours. This one does both for a bookseller working 24 hours over three days.

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Part time employment contract

Bookseller, 24 Hours a Week

Between Larkhill Books Pty Ltd and Mei Lin Tran

Larkhill Books Pty Ltd
Starting Wednesday 4 November 2026
Part time employment contract · Larkhill Books Pty Ltd · ABN 71 334 029 816Page 2 of 6
Part time employment contract · Larkhill Books Pty Ltd · ABN 71 334 029 816Page 3 of 6
Part time employment contract · Larkhill Books Pty Ltd · ABN 71 334 029 816Page 4 of 6
Part time employment contract · Larkhill Books Pty Ltd · ABN 71 334 029 816Page 5 of 6
Part time employment contract · Larkhill Books Pty Ltd · ABN 71 334 029 816Page 6 of 6
Part time employment contract

This contract is made on Monday 19 October 2026 between Larkhill Books Pty Ltd, ABN 71 334 029 816, of Hobart TAS, called the Employer, and Mei Lin Tran of Sandy Bay TAS, called the Employee.

24
Hours a week
$31.20
Hourly rate
96 hours
Annual leave a year
4 Nov 2026
Start date
1. Position and start
1.1
Position and start
From Wednesday 4 November 2026 the Employee is employed part time, ongoing, as a Bookseller, reporting to the Store Manager, Oliver Thistlewood. The duties are serving customers, receiving stock, keeping sections in order and running the special order list.
1.2
Award
The employment is covered by the General Retail Industry Award 2020 [MA000004], as varied from time to time. The Employee is classified as a Retail Employee Level 2. Where the Award or the National Employment Standards give more than this contract, the greater entitlement applies.
2. Agreed days and hours
2.1
The regular pattern
As the Award requires for part time work, the parties agree in writing on a regular pattern of 24 ordinary hours a week:
Day
Start
Finish
Unpaid meal break
Hours
Wednesday
9.00 am
5.30 pm
30 minutes
8
Thursday
9.00 am
5.30 pm
30 minutes
8
Friday
9.00 am
5.30 pm
30 minutes
8
Total
24
2.2
Changing the pattern
The pattern can only be changed by agreement in writing, and the Employer keeps a copy of every change. The Employer will not ask for a permanent change on less than seven days notice, and the Employee may decline a change without any consequence for the existing hours.
2.3
Extra hours
The Employer may offer extra hours, for example to cover a colleague on leave or the December trade. The Employee may accept or decline each offer. Extra hours are paid as the Award requires for the time they are worked, and do not change the regular pattern.
2.4
Breaks
On each 8 hour day the Employee takes a paid 10 minute rest break in the morning and in the afternoon, and the unpaid 30 minute meal break shown in the table, between 12.00 pm and 2.00 pm.
3. Pay and superannuation
3.1
Rate of pay
The Employee is paid $31.20 an hour for ordinary hours, which is $748.80 for a regular 24 hour week, paid fortnightly in arrears by bank transfer every second Thursday. Penalty rates and loadings under the Award are paid on top for any hours that attract them.
3.2
The Award minimum
The rate is never less than the Award minimum for a Retail Employee Level 2. If a Fair Work Commission annual wage review lifts that minimum above $31.20, the higher rate applies from the first full pay period on or after the date the increase takes effect.
3.3
Superannuation
The Employer pays superannuation guarantee contributions at the rate the law requires, currently 12 per cent of ordinary time earnings, into the fund the Employee chooses, or the Employee’s stapled fund if no choice is made.
4. Leave, worked out pro rata
4.1
How the figures are worked out
Paid leave accrues progressively on ordinary hours worked. Because the Employee works 24 of the 38 hours of a full time week, leave set in weeks or days is worked out in proportion, as below.
Leave
Full time each year
This contract each year
Annual leave
4 weeks, 152 hours
96 hours
Personal and carer’s leave
10 days, 76 hours
48 hours
Compassionate leave
2 days each time
2 working days each time
Family and domestic violence leave
10 days, paid
10 days, paid, not reduced
4.2
Taking annual leave
The Employee asks for annual leave in writing at least four weeks ahead where possible. The Employer will not unreasonably refuse a request, and the store closes from 25 December to 1 January each year, when annual leave may be directed as the Award allows.
4.3
Public holidays
If a public holiday falls on a Wednesday, Thursday or Friday, the Employee is paid for the hours they would have worked. The Employee may reasonably refuse a request to work a public holiday.
4.4
Other leave
The Employee is also entitled to parental leave, community service leave and long service leave under the National Employment Standards and the Long Service Leave Act 1976 (Tas).
5. Probation
5.1
Three months
The first three months are a probation period, to 3 February 2027. The Store Manager meets the Employee at six weeks to give feedback, and confirms in writing at the end of the period whether the Employee has passed.
5.2
Notice during probation
During probation either party may end the employment with one week of written notice. Probation does not reduce any entitlement under the National Employment Standards or the Award.
6. Conduct, confidentiality and hours review
6.1
Policies
The Employee follows the Employer’s reasonable directions and the store policies given at induction: cash handling, customer privacy, workplace health and safety, and respectful behaviour. The policies are not part of this contract and the Employer may update them.
6.2
Staff discount
The Employee may buy books at 25 per cent off the retail price for personal use. The discount is not part of pay and may be withdrawn on notice.
6.3
Confidential information
The Employee keeps confidential the special order list, customer contact details, supplier terms and sales figures, during and after the employment, and returns any copies on the last day.
6.4
Asking for more or fewer hours
Either party may propose a change to the regular hours at any time. Each 1 July the Store Manager reviews whether the Employee has been regularly working extra hours, and offers to put those hours into the agreed pattern if the work is ongoing.
7. Ending the employment
7.1
Notice by the Employer
After probation, the Employer gives written notice under the National Employment Standards, or pays the Employee instead of notice, as follows. The Employer may end the employment without notice for serious misconduct.
Continuous service
Notice
Not more than 1 year
1 week
More than 1 year, up to 3 years
2 weeks
More than 3 years, up to 5 years
3 weeks
More than 5 years
4 weeks
7.2
Older employees
If the Employee is over 45 and has at least 2 years of continuous service, the Employer gives one extra week of notice.
7.3
Notice by the Employee
The Employee gives the notice the Award requires of an employee, which is the period in the table above without the extra week for age. The final pay includes all hours worked and any unused annual leave.
8. The whole agreement
8.1
Documents given
With this contract the Employee has received the Fair Work Information Statement and a copy of the store policies. This contract replaces any earlier discussion of the terms, and can only be varied in writing signed by both parties.

Signing. Each party signs below to accept this contract, including the regular pattern in clause 2.1, which is the written agreement the Award requires.

For Larkhill Books Pty Ltd: Ingrid Larkhill, Director
Date
:
Mei Lin Tran, Employee
Date
:

Section by section

What each section is for, so you can keep the ones you need and drop the rest.

Cover
Contract layout cover naming the bookseller role, the parties and the start date.
Parties and summary
Larkhill Books and the employee, with stats for 24 hours, $31.20, 96 hours of leave and 4 November start.
1. Position and start
The role and ongoing part time employment from 4 November 2026, and coverage by the General Retail Industry Award 2020.
2. Agreed days and hours
The regular pattern table, changing it in writing, extra hours by offer, and breaks.
3. Pay and superannuation
$31.20 an hour, the award minimum and superannuation.
4. Leave, worked out pro rata
How the fraction works, a table of leave against full time, annual leave requests, public holidays and other leave.
5. Probation
Three months with feedback at six weeks and one week of notice.
6. Conduct, confidentiality and hours review
Store policies, staff discount, confidential information and an annual hours review.
7. Ending the employment
A notice table by length of service, the extra week for older employees and notice by the employee.
8. The whole agreement and signing
Documents given, variation in writing and two signature blocks.

How to adapt this document

For a part time role with a rotating roster rather than fixed days, keep the hours table but label it the guaranteed minimum hours and the days they may fall on, then add a clause on how much notice of the roster is given. For an employee working more than 30 hours, redo every figure in the leave table from the new fraction rather than adjusting by eye.

Which law the terms follow

The artifact is written for a Tasmanian employer that is a company in the national system, so the Fair Work Act 2009 and its National Employment Standards apply, with the General Retail Industry Award 2020 [MA000004] governing the written regular pattern, minimum rates and extra hours. Long service leave comes from the Long Service Leave Act 1976 (Tas), which is named in clause 4.4.

What makes this document work

The hours table is the award agreement

Wednesday, Thursday and Friday, 9.00 am to 5.30 pm with a 30 minute unpaid meal break, 8 hours a day and 24 a week. Clause 2.1 says this is the written agreement on a regular pattern the award requires, and the signing paragraph repeats it, so nobody can later argue the hours were never agreed.

Pro rata leave is shown, not described

The leave table sets full time against this contract: 152 hours of annual leave becomes 96, 76 hours of personal and carer's leave becomes 48, while family and domestic violence leave stays at 10 paid days, not reduced. The arithmetic is 24 of 38 hours, stated in clause 4.1.

Pay keeps pace with the award automatically

The rate is $31.20 an hour, $748.80 for a regular week, and clause 3.2 says that if an annual wage review lifts the Retail Employee Level 2 minimum above it, the higher rate applies from the first full pay period after the increase. The contract cannot fall below the floor by being left alone.

Questions people ask

What must a part time contract include under the General Retail Industry Award?

The award requires the employer and a part time employee to agree in writing, at the start, on a regular pattern of work, including the hours each day, the days worked and the start and finish times. Any change to that pattern must also be in writing. The hours table and clause 2.2 in this contract do exactly that.

How is annual leave worked out for part time staff?

Annual leave accrues progressively on ordinary hours worked. A full time employee on 38 hours gets 4 weeks, or 152 hours, a year. Someone working 24 hours gets the same 4 weeks of their own working time, which is 96 hours. The leave table shows that calculation so the employee can check their payslip balance.

Is family and domestic violence leave reduced for part time employees?

No. Since 2023 the National Employment Standards give every employee, including part time and casual employees, 10 days of paid family and domestic violence leave each year, and it is not pro rated to hours. The leave table marks it as not reduced so that nobody applies the 24 of 38 fraction by mistake.

Can a part time employee be asked to work extra hours?

They can be offered them, and may accept or decline each offer, as clause 2.3 says. How extra hours are paid depends on the award and on whether they were agreed in writing beforehand, so the contract says they are paid as the award requires rather than fixing a rate that could become wrong.

What is the difference between part time and casual work?

A part time employee has ongoing employment with agreed regular hours and paid leave pro rata. A casual has no firm advance commitment to continuing work, receives a casual loading instead of paid leave, and can accept or refuse shifts. Clause 1.1 says this employment is ongoing and part time, not casual and not for a fixed term.

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