Good record keeping protects you if a dispute arises, and ensures that an employee's entitlements are correctly met. You need to maintain a holiday and leave record for employees and a wage and time record. It’s up to you whether to keep records electronically or on paper.
Their name and the date they started working for you.
Their age if they are under 20 years.
The hours and days they work, including start time, finish time and any non-paid breaks taken such as meal breaks.
The days of employment in each pay period.
The wages paid each pay day and how you calculated them.
Their current entitlement to annual holidays and sick leave.
The dates and amount of payment for any annual holidays, sick or bereavement leave, or leave taken for education and training.
The portion of any annual holiday cashed up as well as the dates and amounts paid.
If your employee worked on a public holiday, you must record the date, number of hours worked, payment and the date they became entitled to any alternative holiday for a public holiday worked.
If your employee did not work on a public holiday but had an entitlement to payment, you need to record the date and payment.
If you agreed to transfer a public holiday to another date, you need to keep a record of the date (or 24 hour period) to which it has been transferred.
The cash value of any alternative holidays they gave up for payment.
For any board and lodgings provided, record the cash value.
The details of their work permit, if applicable.
The date of termination of employment, and the amount of pay for holidays they received on termination of employment.
You should also keep copies of any agreements to transfer public holidays and any requests to cash up holidays or requests for alternative holidays even if these were not agreed to.