Why this matters 

Some P&Cs choose to employ staff directly, such as canteen workers, OSHC staff or casual support roles. When this happens, the P&C becomes a legal employer, with responsibilities under workplace, safety and industrial laws. 

These responsibilities sit with the P&C as an incorporated association. They do not sit with the school or the Education Directorate. 

Becoming an employer is a significant step. It can support valuable services, but it also increases legal, financial and personal risk for volunteers if obligations are not well understood and managed. 

ACT Parents does not provide employment advice, but we can help you understand what you need to check and where to go.  

When a P&C is considered an employer 

A P&C is considered an employer if it: 

• hires staff directly 
• pays wages or salaries 
• manages rosters, leave or performance 
• enters into employment contracts 

This applies even if: 

• staff work on school grounds 
• the school is involved operationally 
• the role feels informal, part-time or temporary 

If your P&C pays people for their work, employer responsibilities apply. 

What employer responsibilities include 

When a P&C employs staff, it is responsible for meeting all employer obligations, including: 

• complying with employment law and relevant awards 
• paying correct wages, superannuation and leave entitlements 
• maintaining safe systems of work 
• holding appropriate insurance 
• managing performance, conduct and termination lawfully 

These obligations apply regardless of the size of the P&C or the number of employees. 

Shared responsibility and good governance 

Employer responsibilities do not sit with one person alone. 

Good practice includes: 

• clearly allocating employment responsibilities within the committee 
• ensuring more than one person understands the arrangements 
• documenting decisions and processes 
• avoiding informal or “we’ve always done it this way” practices 

Clear processes and shared understanding help protect both volunteers and staff. 

Getting advice early 

Employment arrangements can become complex quickly, particularly when: 

• roles change or expand 
• volunteers step back 
• disputes or performance issues arise 
• Seeking advice early can prevent significant issues later. 

P&Cs should: 

• check relevant Fair Work guidance 
• confirm award coverage and pay rates 
• ensure contracts and policies are appropriate 
• seek advice before making changes to employment arrangements 
• Guessing or relying on past practice can create risk. 

Considering whether employment is the right option 

Not all P&Cs need to employ staff directly. 

Before taking on employment, it’s worth considering: 

• whether another service delivery model is available 
• the long-term financial sustainability of employing staff 
• the capacity of volunteers to manage employer responsibilities 
• the risks if key volunteers leave 

Sometimes alternative arrangements reduce workload and risk while still meeting community needs. 

Where to get advice 

For accurate, up-to-date advice, use: 

• Fair Work Ombudsman 
• Australian Taxation Office 
• WorkSafe ACT
• ACT Leave

Good practice tip 

Never rely on informal advice when employing staff. Use official sources.