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How to Handle a Job Counteroffer in Australia: Should You Stay or Leave?

Receiving a new job offer can be an exciting moment in your career. You may have spent weeks preparing applications, attending interviews and comparing opportunities. Then, just as you tell your current employer that you are leaving, your manager offers you a pay rise, promotion or better working conditions to stay.Suddenly, the decision becomes more complicated.A counteroffer can be a genuine opportunity to improve your current position, but it can also delay a career move that you have been considering for good reasons. The right decision depends on more than salary. You need to consider your original reasons for leaving, the details of both opportunities and whether the promises being made are realistic.This guide explains how Australian jobseekers can evaluate a counteroffer and make a decision with confidence.1. What Is a Job Counteroffer?A job counteroffer is an offer made by your current employer to encourage you to remain after you have received another opportunity or indicated that you intend to resign.It may include a higher salary, promotion, flexible working arrangements, additional leave, new responsibilities or a clearer career development pathway. Some employers may offer several of these changes together.For example, you may receive an offer from a new company for a senior position. Your current employer could respond by matching the salary and promising a promotion within six months.The important question is not simply which employer is offering more money. It is whether either opportunity provides the career, working conditions and long-term direction you actually want.2. Revisit the Reasons You Wanted to LeaveBefore comparing the offers, write down the reasons you started searching for another job. This helps you separate your original priorities from the emotion of receiving a counteroffer.Common reasons include:Limited career progression or learning opportunities.Salary that no longer reflects your responsibilities.Poor management, workplace culture or communication.Long commuting times or unsuitable working hours.A desire to change industries or develop different skills.A lack of recognition, flexibility or meaningful work.Now ask yourself: if your current employer increases your salary, will the original problem still exist?If pay was your main concern and you otherwise enjoy your role, a competitive counteroffer may deserve serious consideration. If you are leaving because of ongoing management problems or a lack of career direction, a pay rise alone may not solve the issue.Avoid making the decision solely because you feel guilty about leaving or because your manager has asked you to stay.3. Compare the Complete Package, Not Just SalaryA higher salary can be attractive, but it is only one part of an employment decision. Compare both opportunities using the same criteria so you can see the practical differences.FactorCurrent employer's counterofferNew employer's offerBase salaryConfirm the revised amountConfirm the offered amountSuperannuationCheck whether it is additional or includedCheck whether it is additional or includedRole and responsibilitiesAre the changes clearly defined?What will your daily work involve?Career progressionIs there a realistic development plan?What opportunities are available?FlexibilityAre the arrangements confirmed?What are the actual expectations?Work environmentWill existing concerns improve?What have you learned during interviews?Commute and locationConsider time and travel costsConsider time and travel costsJob security and conditionsReview the updated termsReview the employment agreementFor example, a new role may offer a slightly lower salary but provide stronger training, a shorter commute and a clear pathway into management. Alternatively, your current employer may offer a meaningful promotion that makes staying the better option.There is no universal answer. The best choice is the one that aligns with your priorities and circumstances.4. Ask for Specific Commitments in WritingVerbal promises can be encouraging, but they are difficult to evaluate when the details are unclear. Before accepting a counteroffer, ask your employer to confirm the proposed changes in writing.The written offer should clarify the revised salary, effective date, job title, responsibilities, reporting arrangements and any agreed flexibility or development opportunities.If a promotion is being offered, ask whether it has been approved and when it will take effect. If the employer promises a salary review, clarify the review date and how the outcome will be determined.You can respond professionally by saying:“Thank you for the offer and for taking the time to discuss my future with the company. I would appreciate receiving the proposed changes in writing so I can review the complete package before making a final decision.”This is not about distrusting your employer. It is about ensuring both parties understand what has been agreed.5. Consider Whether the Underlying Problems Can ChangeSome workplace concerns are easier to address than others. A salary adjustment, revised roster or change in responsibilities may be achievable relatively quickly. Problems involving management behaviour, workplace culture or limited organisational opportunities may require more substantial change.Ask your employer what practical actions will be taken and who will be responsible for them.For example, if you are leaving because you have not received development opportunities, a useful counteroffer might include a confirmed training budget, new responsibilities and scheduled career review meetings.A vague promise that “things will improve” is less useful than a clear plan with agreed actions.At the same time, do not assume every counteroffer is a temporary solution or that an employer offering one has bad intentions. Some employers genuinely want to retain valued employees and are prepared to make meaningful changes.6. Manage Your Decision ProfessionallyOnce you have reviewed both opportunities, communicate your decision clearly and avoid unnecessary delays. The new employer may be planning your commencement, while your current employer needs to understand whether you intend to remain.If you decide to stay: Thank your current employer, confirm the agreed changes and discuss how your role will move forward. Notify the prospective employer promptly and courteously that you will not be proceeding. Be aware that accepting a counteroffer after signing another employment agreement may create contractual issues, so obtain advice before assuming you can withdraw without consequences.If you decide to leave: Thank your current employer for the counteroffer and reaffirm your decision respectfully. You do not need to criticise the organisation or justify every detail of your choice.If you have already resigned, check the notice requirements that apply to your employment. In Australia, an award, enterprise agreement or employment contract may determine how much notice you need to give. The rules are not identical for every employee, and you should not assume that the notice periods an employer must give when dismissing someone automatically apply to your resignation.Fair Work Ombudsman guidance recommends confirming your resignation and final employment date in writing. If you and your employer agree to change the notice period or you decide to remain after resigning, ensure the arrangement is clearly documented.7. Make the Decision Based on Your FutureA counteroffer can feel like recognition of your value, especially if you have been hoping for better pay or responsibilities. However, it is important not to let the immediate excitement replace a careful assessment of your career goals.Consider where you want to be in one or two years. Which opportunity is more likely to help you build the skills, experience and professional relationships you need? Which working environment is more suitable for your life outside work?You should also consider the uncertainty of changing employers. A new role may offer exciting opportunities, but you may not know everything about the team or workplace until you begin. Your current employer offers familiarity, but staying may mean accepting some of the same limitations you previously wanted to leave behind.Neither choice is automatically safer or better.A Simple Decision ChecklistBefore making your final decision, confirm that you can answer these questions:Do I understand the complete salary and benefits package?Have I identified the main reasons I wanted to leave?Does the counteroffer address those reasons?Are the promised changes specific and documented?Have I considered career growth, culture and work-life balance?Do I understand any notice or contractual obligations?Am I choosing based on my goals rather than pressure or guilt?If several answers are unclear, request the information you need before committing.Final ThoughtsA job counteroffer is an opportunity to reconsider your options, not an obligation to stay. Some employees benefit from accepting improved conditions with their current employer, while others find that moving to a new organisation is the right step for their long-term development.Take time to compare both offers, revisit your reasons for leaving and seek clarification on any uncertain terms. A well-considered decision will help you move forward professionally, whichever option you choose.Looking for your next career opportunity? Explore jobs on SearchTalents and discover roles that match your skills, experience and career goals.Sources & ReferencesThe following references support the blog’s practical guidance and Australian employment information. They are relevant to this specific topic rather than reused generic job-search sources.(1) Hays explains what counteroffers are, why employers make them and how employees can evaluate whether the offer addresses their original reasons for leaving.https://www.hays.com.au/career-advice/job-hunting/how-to-deal-with-a-counter-offer (2) Fair Work Ombudsman provides current guidance on resignation, minimum notice requirements, written confirmation and the rules that may apply under awards, agreements and contracts.https://www.fairwork.gov.au/ending-employment/notice-and-final-pay/resignation-and-notice (3) Fair Work Ombudsman explains how employment continues during a resignation notice period and when the final employment date may be changed by mutual agreement.https://library.fairwork.gov.au/viewer/?krn=k600628 (4) Fair Work Ombudsman’s ending employment fact sheet provides background on notice, employment termination and workplace protections that may be relevant when reviewing a career move.https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/ending-employment (5) SearchTalents’ existing article on understanding Australian job offers provides useful internal-link context for comparing remuneration and employment conditions before accepting an opportunity.https://searchtalents.co/insights #JobCounteroffer #CareerAdvice #AustralianJobs #Jobseekers #CareerGrowth #SalaryNegotiation #JobSearchAustralia #NewJobOffer #ResignationAdvice #CareerDecisions #EmploymentAustralia #Recruitment #WorkplaceAdvice #JobOpportunities #SearchTalents

How to Spot Fake Job Ads in Australia: 7 Red Flags and a Safe Application Checklist

Finding a new job should be an exciting step towards a better future. Whether you are a student searching for part-time work, a graduate applying for your first position, or an experienced professional planning a career move, online job platforms make it easier to discover opportunities across Australia.However, not every advertisement or recruitment message is genuine. Scammers can impersonate established companies, create convincing job descriptions and contact candidates through social media or messaging apps. Their aim may be to steal money, collect identity documents or persuade applicants to participate in fraudulent activities.The National Anti-Scam Centre’s March 2026 report recorded a 102.4% increase in job and employment scam reports during 2025, with more than $19 million in reported losses from online job scams. These figures show why checking an opportunity carefully is an important part of a modern job search.This guide explains seven common warning signs, how to verify an employer and what to do if you suspect a job offer is fraudulent.1. The Job Promises High Pay for Almost No EffortA job advertisement offering unusually high income for simple tasks can be attractive, particularly when you need work quickly. Be cautious when the offer promises guaranteed earnings, flexible hours and no experience without explaining the actual responsibilities.For example, a message might claim that you can earn hundreds of dollars each day by rating products, liking videos or completing a few online tasks. A genuine employer should be able to explain what the work involves, what skills are required and how payment is calculated.High pay alone does not prove a scam. The concern is the combination of unrealistic promises, vague duties and pressure to begin immediately. Compare the advertised role with similar positions and ask for a clear job description before proceeding.2. You Are Asked to Pay Money Before You Can EarnOne of the strongest warning signs is a request to transfer money to unlock work, receive commissions or activate an account. Some scams initially pay a small amount to gain trust, then require the candidate to deposit increasingly large sums.You may be told that the payment is for training, task credits, a security deposit or access to higher-value assignments. The scammer might promise that you will receive the money back once the work is completed.Do not send money through bank transfer, PayID or cryptocurrency to someone you have only met through an online recruitment message. If an employer requests payment for legitimate training, equipment or another employment-related expense, independently verify the business and the arrangement before making any commitment.3. The Recruiter Contacts You UnexpectedlyRecruiters can legitimately contact candidates through professional networks, email or telephone. However, an unexpected message becomes suspicious when the sender refuses to identify the employer, avoids normal recruitment channels or immediately moves the conversation to an encrypted messaging app.A message such as “We have a remote job for you, no interview required, start today” should prompt further checking. Scammers may use the names and logos of well-known companies or recruitment agencies to appear credible.Ask for the recruiter’s full name, company, official email address and a link to the original vacancy. Then contact the organisation through a phone number or website you find independently. Do not rely solely on the contact details supplied in the message.4. There Is No Proper Interview or AssessmentA legitimate recruitment process varies by industry, but employers generally need enough information to assess whether a candidate can perform the role. This may involve reviewing a resume, discussing experience, checking qualifications or conducting an interview.Be careful when an unknown recruiter offers you a high-paying position without discussing your background or the job requirements. An unusually fast offer, especially when combined with payment requests, may indicate that the position does not exist.Some genuine casual or entry-level roles have short hiring processes, so speed alone is not proof of fraud. Look at the complete situation: employer identity, job duties, communication quality and whether the offer can be independently verified.5. The Employer Requests Sensitive Information Too EarlyIdentity documents and banking details may be required during legitimate employment onboarding. However, you should be confident that the employer is genuine and understand why the information is needed before sharing it.Avoid sending passport copies, driver’s licence details, banking passwords, cryptocurrency wallet credentials or other sensitive information to an unverified contact. Be particularly cautious if the recruiter claims that you must provide documents immediately to secure the position.A normal resume should also avoid unnecessary personal details. Your name, professional contact information, relevant experience, education and skills are generally sufficient for an initial application.If you receive a request for sensitive information, contact the employer through an independently verified channel and confirm the purpose and secure method for providing it.6. The Job Involves Moving Money or Receiving PackagesSome fraudulent job offers ask candidates to transfer money between accounts, purchase goods for another person or receive and forward packages. The work may be described as payment processing, logistics assistance or an easy work-from-home opportunity.These activities can expose you to serious financial and legal risks. Do not allow an unknown employer to use your personal bank account or ask you to receive funds and forward them elsewhere.A genuine business should have transparent payment arrangements, clear responsibilities and appropriate business accounts. If the role requires you to handle money or goods in an unusual way, seek independent advice before participating.7. The Website or Job Advertisement Looks Convincing but Cannot Be VerifiedProfessional branding does not guarantee authenticity. Scammers can copy company logos, create lookalike websites and publish advertisements that resemble genuine vacancies.Check the website address carefully for misspellings or unusual domains. Search for the employer’s official website separately rather than clicking the link in the recruitment message. You can also check whether the company has a consistent business presence, genuine contact details and an established recruitment process.For Australian businesses, an ABN lookup can help confirm registered business information. However, an ABN alone does not prove that the person contacting you is authorised to recruit for that business. Always verify the recruiter and the specific vacancy directly.How to Verify a Job Offer Before ApplyingA short verification process can help you avoid unnecessary risks without slowing down your job search too much.Search the company name and locate its official website independently.Confirm the vacancy through the employer’s careers page or verified contact details.Check the recruiter’s identity and whether they are authorised to represent the organisation.Review the job description, salary arrangement, location and employment type.Avoid upfront payments and requests for unnecessary sensitive information.Ask a trusted person for a second opinion if the offer feels unusual.Remember that a job appearing on a recognised platform does not automatically make it genuine. Use the platform’s reporting tools if you find a suspicious advertisement.What to Do If You Think You Have Been ScammedIf you have already transferred money or shared sensitive information, act promptly. Contact your bank or card provider immediately and explain what happened. They may be able to assist with stopping transactions or securing your accounts.Change passwords for affected accounts, particularly if you have shared login details or clicked suspicious links. If identity documents have been exposed, contact IDCARE for guidance on reducing identity misuse risks.Report the suspected scam to Scamwatch and to the platform where you encountered the advertisement. Keep copies of messages, transaction records and relevant details, but do not continue communicating with the scammer or send further payments in an attempt to recover your money.A Note for Employers and RecruitersBusinesses also have a role in protecting candidates. Publish clear job descriptions, use consistent official communication channels and make it easy for applicants to verify genuine vacancies. Explain the recruitment process and avoid requesting sensitive documents before they are necessary.If someone is impersonating your organisation, report the fraudulent advertisement and warn candidates through your official channels. Transparent recruitment practices help build trust and protect your employer brand.Final ThoughtsA safe job search is not about being suspicious of every opportunity. It is about knowing when to stop, verify and ask questions. Genuine employers should be able to explain the role, identify who is recruiting and provide clear information about the next steps.Before accepting an offer, check the employer, understand the responsibilities and protect your personal information. Taking a few minutes to verify an opportunity can help you focus your time on jobs that genuinely support your career goals.Explore job opportunities across Australia on SearchTalents and use the platform’s search tools to find roles that match your skills, experience and preferred location. Always review each opportunity carefully and report suspicious activity when necessary.Disclaimer: This article provides general information about job scam awareness and is not legal or financial advice. If you have experienced fraud, contact the relevant official support services.Sources and References(1) The National Anti-Scam Centre’s 2025 report provides statistics on job scam reports and financial losses.https://www.scamwatch.gov.au/system/files/targeting-scams-report-2025.pdf(2) Scamwatch explains common employment scam warning signs and how jobseekers can protect themselves.https://www.scamwatch.gov.au/types-of-scams/jobs-and-employment-scams (3) This official alert explains fake side-hustle offers, upfront payments and task-based job scams.https://www.scamwatch.gov.au/about-us/news-and-alerts/scam-alert-jobs-and-side-hustle-scams (4) The National Anti-Scam Centre explains recruiter impersonation, suspicious messages and how to verify job opportunities.https://www.scamwatch.gov.au/about-us/news-and-alerts/scam-alert-job-scams-on-the-rise #JobScams #FakeJobAds #JobSearchAustralia #RecruitmentScams #JobseekerSafety #CareerAdvice #JobSearchTips #AustralianJobs #EmploymentScams #SafeJobSearch #JobOpportunities #CareerGrowth #SearchTalents #Jobseekers #Hiring

Are Trial Shifts Paid in Australia? What Jobseekers and Employers Need to Know

Getting invited to a trial shift can feel like an exciting step towards a new job. You may have completed an interview, impressed the employer and now have an opportunity to demonstrate your practical skills. For employers, a trial can also be a useful way to assess whether a candidate can perform the essential duties of a position.However, one important question often creates confusion: should the trial shift be paid?Some jobseekers assume every trial must be paid, while others believe they need to work several unpaid shifts to prove their commitment. Neither assumption explains the full position under Australian workplace law. A short, genuine skills demonstration may sometimes be unpaid, but productive work or an extended assessment can create an entitlement to payment.Understanding the difference can help candidates protect their rights and assist employers in running fair, professional recruitment processes.1. What Is a Trial Shift?A trial shift is an assessment where a prospective employee demonstrates skills relevant to a vacant position. It may take place in a café, restaurant, retail store, workshop, office or another workplace where practical ability is important.For example, a café owner might ask an experienced barista to prepare several types of coffee while a supervisor observes. A workshop may ask a trades applicant to demonstrate the safe use of particular equipment. An employer could also assess how a candidate approaches a specific task directly related to the job.The purpose should be to evaluate the skills required for the position, not to obtain free labour. A trial is different from simply asking someone to cover a regular shift because the business is busy or short-staffed.2. When Can an Unpaid Trial Be Lawful?According to the Fair Work Ombudsman, an unpaid trial may be lawful when it is genuinely necessary to demonstrate skills for a vacant job. The assessment must involve no more than the relevant skills demonstration, last only as long as reasonably required and take place under direct supervision.The reasonable duration depends on the nature and complexity of the work. It could range from an hour to one shift, but this is not an automatic allowance for every employer to obtain a free shift.For instance, asking a candidate to demonstrate a few coffee-making techniques under observation may be different from requiring that person to serve customers independently throughout a busy day. The actual activities matter more than the label placed on the arrangement.Any period beyond what is reasonably required to demonstrate the necessary skills must be paid at the appropriate minimum rate.3. When Does a Trial Become Paid Work?A trial may become an employment relationship when the candidate is performing ordinary productive work for the business rather than merely demonstrating skills. Warning signs include being placed on the roster, covering absent staff, working without direct supervision or being asked to complete several shifts before the employer makes a decision.Consider a restaurant applicant who is asked to work an entire week without pay. During that week, they prepare food, clean the kitchen, serve customers and perform the same duties as paid employees. Calling this arrangement a “trial” does not automatically make it lawful unpaid work.The same issue may arise when an employer says, “Come in for another unpaid shift so we can see how committed you are.” If the employer needs more time to assess suitability, they can employ the candidate as a casual employee or use a paid probationary period.Candidates should not assume that an unpaid arrangement is acceptable simply because they agreed to it. The legal character of the work depends on the actual circumstances.4. Questions to Ask Before Accepting a TrialBefore attending a trial, ask the employer for clear information about the arrangement. A professional employer should be able to explain what will happen and how the assessment will be conducted.Useful questions include:What specific skills will I be asked to demonstrate?How long is the trial expected to last?Will a supervisor observe me throughout the assessment?Is the trial paid or unpaid?If it is paid, what rate and employment arrangement will apply?What are the next steps after the assessment?These questions are not unreasonable. They help both parties understand expectations and avoid confusion. If the employer has not explained whether the trial is paid, request clarification before starting.For a paid shift, also confirm practical details such as the location, start time, dress requirements, required licences and the person you should report to.5. Trial Shifts, Training and Probation Are DifferentA common misunderstanding is that training or probation can automatically be unpaid. That is not correct for employees.Once an employment relationship exists, employees must generally be paid for the hours they work, including compulsory training and other required work-related time. Probation is a period used to assess suitability after employment begins; it does not remove minimum wage and other applicable employment entitlements.For example, a new retail employee who is learning the point-of-sale system, completing required training and assisting customers is not necessarily undertaking a lawful unpaid skills demonstration. They may already be performing paid work.Employers should distinguish between a brief pre-employment assessment and the ordinary induction or training required for a new employee. If there is uncertainty, paying the candidate for the assessment is a sensible way to reduce the risk of an underpayment dispute.6. How Much Should a Paid Trial Pay?There is no single trial-shift pay rate that applies to every job in Australia. The correct rate depends on the applicable modern award, enterprise agreement or other relevant minimum wage provisions, as well as the employee's classification and employment type.Depending on the circumstances, the applicable rules may include minimum engagement periods, casual loading, penalty rates, overtime or allowances. Employers should check the relevant award and classification rather than assuming that a flat amount is sufficient.Jobseekers can use the Fair Work Ombudsman's Pay and Conditions Tool to check minimum pay and conditions. If you are unsure which award applies, ask the employer to explain the proposed classification and rate.Avoid relying on an outdated social media post or a general industry average when checking your entitlement. The applicable workplace instrument and current rates are what matter.7. What Should You Do If You Are Asked to Work Unpaid for Several Days?If an employer requests multiple unpaid shifts, ask for the arrangement to be clarified in writing. You can explain that you are happy to demonstrate your skills but would like to understand whether the additional shifts are paid employment.Keep a record of the job advertisement, messages, dates, start and finish times, duties performed and the name of the person supervising you. If you have already completed work that you believe should have been paid, these details may help you explain the situation accurately.You can seek information from the Fair Work Ombudsman about whether the arrangement is lawful and what steps are available. It is generally useful to raise the issue professionally with the employer first when you feel safe doing so.Do not provide false information, threaten the business or post private workplace details publicly. Focus on the facts, your entitlements and the appropriate official channels.8. Advice for International Students and New WorkersInternational students, migrants and young workers may feel additional pressure to accept unpaid work because they are unfamiliar with Australian workplace expectations. However, employers must comply with applicable workplace laws regardless of a worker's nationality or background.A candidate should not be told that they must complete a week of free work simply because they have limited Australian experience. Genuine skills assessments are permitted only within the relevant legal limits.Before accepting a role, check your work rights, understand the proposed employment arrangement and confirm the pay conditions. If you are unsure about your visa conditions, use the official Department of Home Affairs information rather than relying on informal advice.Learning about workplace rights before beginning employment can help you identify problems early and make more informed decisions.9. How Employers Can Run a Fair Trial ProcessA well-designed trial should give the employer useful evidence without creating unnecessary risk or uncertainty for the candidate. Start by identifying the essential skills that genuinely need to be assessed and choose a short, relevant task.Explain the purpose, duration, supervision and payment arrangement before the candidate attends. Avoid using trial candidates to fill normal staffing gaps or repeatedly extending an unpaid assessment.If a longer assessment is necessary, consider paid casual employment or a paid probationary arrangement. Record the candidate's performance against consistent criteria and communicate the outcome within a reasonable timeframe.A transparent process supports better hiring decisions and helps candidates understand that their time and contribution are respected.10. Making the Right Decision About a Trial OpportunityA trial invitation can be a positive sign, but it is not a guarantee of employment. Candidates should evaluate the opportunity in the same way they would evaluate any other stage of recruitment.Consider whether the employer has explained the role clearly, whether the assessment is relevant, whether payment arrangements are transparent and whether the workplace appears professional and safe. A legitimate employer should be willing to answer reasonable questions about the process.If an arrangement makes you uncomfortable, you can request clarification or decide not to proceed. There is no need to accept an unclear commitment simply because you are eager to secure a job.Final ThoughtsTrial shifts can be a useful part of recruitment when they are conducted fairly and lawfully. The key distinction is between a brief, supervised demonstration of relevant skills and work that provides productive value to the business.Jobseekers should ask about the duration, duties, supervision and payment before attending. Employers should ensure that their assessments are genuinely necessary and that any work beyond a lawful unpaid demonstration is paid correctly.By approaching trial shifts with clear expectations, both parties can focus on what matters most: assessing suitability and building a professional employment relationship.Explore relevant job opportunities across Australia on SearchTalents, where you can search by skills, job title and location and connect with employers seeking suitable candidates.Disclaimer: This article provides general information and is not legal advice. Workplace entitlements depend on individual circumstances and applicable laws. Refer to the Fair Work Ombudsman or obtain professional advice for specific situations.Sources and References(1) A brief unpaid trial may be lawful when it is necessary to demonstrate relevant skills, is directly supervised, and lasts only as long as reasonably required.https://www.fairwork.gov.au/starting-employment/unpaid-work/unpaid-trials svg(2) Trial work that goes beyond a genuine skills demonstration must be paid at the appropriate minimum rate, and employers can use paid casual employment or probation for longer assessments.https://www.fairwork.gov.au/tools-and-resources/fact-sheets/unpaid-work/unpaid-work-hospitality-industry svg(3) Employees in Australia are entitled to applicable minimum wages, which are generally determined by the relevant award, agreement or National Minimum Wage.https://www.fairwork.gov.au/pay-and-wages/minimum-wages svg(4) Probation periods do not remove employee entitlements, and employers must pay employees appropriately for all hours worked during a paid assessment.https://www.fairwork.gov.au/tools-and-resources/best-practice-guides/employing-young-workers svg(5) International students have workplace rights in Australia, including protection from unlawful unpaid trials and entitlement to payment for required work and training.https://www.fairwork.gov.au/tools-and-resources/fact-sheets/rights-and-obligations/international-students svg#SearchTalents #TrialShift #PaidTrialShift #UnpaidTrial #FairWorkAustralia #WorkplaceRights #AustralianJobs #JobSearchAustralia #Jobseekers #EmployerTips #HiringProcess #RecruitmentAustralia #EmploymentRights #HospitalityJobs #RetailJobs #InternationalStudents #CareerAdvice #WorkInAustralia #FairHiring #JobOpportunities