Work Smarter

Work Smarter

Smart means planning to succeed: a tailored HR plan, managing your risks and making the right decisions first time. Working smarter saves you time, money and rework.

Grow Stronger

Grow Stronger

Strength is your growth foundation: right people in the right roles and a culture of high performance and low maintenance. Growing stronger equals success... and more time for you to enjoy it.

Move Faster

Move Faster

Faster is better with smart speed: an engaged, confident and capable workforce achieving more in less time. Moving faster means first to new customers and new opportunities.

Work Smarter

Work Smarter

Smart means planning to succeed: a tailored HR plan, managing your risks and making the right decisions first time. Working smarter saves you time, money and rework.

Grow Stronger

Grow Stronger

Strength is your growth foundation: right people in the right roles and a culture of high performance and low maintenance. Growing stronger equals success... and more time for you to enjoy it.

Move Faster

Move Faster

Faster is better with smart speed: an engaged, confident and capable workforce achieving more in less time. Moving faster means first to new customers and new opportunities.

Employee records: who has access?

Recently I’ve had two clients contact me to enquire whether an employee has the right to access information contained in their Employee File. A good question so let’s nerd up and check the reference source.

Employee records are private and confidential. Generally, no one can access them other than the employee, their employer and relevant payroll staff.

The Fair Work Regulations is the reference source on an employee’s entitlement to inspection and copying of a record. Employers must make copies of an employee’s records available at the request of an employee or former employee.

Reg 3.42 of the Fair Work Regulations 2009 states:

(1) For subsection 535(3) of the Act, an employer must make a copy of an employee record available for inspection and copying on request by the employee or former employee to whom the record relates.

(2) The employer must make the copy available in a legible form to the employee or former employee for inspection and copying.

(3) If the employee record is kept at the premises at which the employee works or the former employee worked, the employer must:
(a) make the copy available at the premises within 3 business days after receiving the request; or
(b) post a copy of the employee record to the employee or former employee within 14 days after receiving the request.

While an employer is obligated to make a copy of an employee record should the employee request this, the employee has no entitlement to HR notes within their file. Such notes might include those documenting performance management meetings, information relating to the privacy of other employees or circumstances where providing access would pose a serious and imminent threat to the life or health of any staff member.

That’s a bucketload of information for such a simple question right? The laws around employment is often like that. And that’s why having someone in your corner who knows HR can save you time, dollars and drama.

Need to know something about HR for your business? Give us a call or shoot us an email here.

  • PO Box 3956,
    Burleigh Town 4220,
    Queensland
  • 07 5576 4693
  • 0401 279 065
  • Bare Bones Consulting

Contact Us

Give Bare Bones Consulting a call to discuss our range of HR services to help your business succeed.

Even if you elect to not proceed after our first complimentary consultation you’ll be in a better position to know what’s possible.

We believe our approach to HR is unique... but then again, so is your business.