Accounts clerk job description

No formal qualification is legally required to work as an accounts clerk. Many roles are entry to intermediate level with on-the-job training. A Certificate III or IV in Accounts Administration or bookkeeping is advantageous, as is prior experience in accounts payable, accounts receivable or bookkeeping, but strong numeracy, accuracy and software skills matter most.

No. Clerical accounts work does not require BAS agent registration. However, a bookkeeper who prepares and lodges Business Activity Statements on a client’s behalf for a fee may need to be a registered BAS agent with the Tax Practitioners Board. That responsibility sits beyond a standard accounts clerk role, so clarify the scope of duties in your job description.

Mandatory requirements usually include working rights in Australia, strong numeracy and accuracy, and familiarity with accounting software such as Xero or MYOB. Preferred qualifications include a Certificate III or IV in Accounts Administration and previous accounts experience. Avoid over-qualifying entry-level positions, as it narrows your candidate pool unnecessarily.

Yes. Junior accounts clerk roles are a common entry point into finance, and many businesses hire and train staff without prior experience. Focus on numeracy, attention to detail, reliability and a willingness to learn accounting software. Clear job descriptions help candidates understand the day-to-day tasks and self-select appropriately.

This depends on your workload. Casual accounts clerks offer flexibility for short-term or variable needs but attract a 25% casual loading under the Clerks – Private Sector Award. Permanent part-time or full-time staff provide continuity for ongoing accounts payable, receivable and month-end work. Many businesses use a mix — permanent staff for core duties and casuals for busy periods or leave cover.

Under the Clerks – Private Sector Award (MA000002), part-time employees are entitled to a minimum engagement of 3 hours per shift. Confirm the current minimum engagement and any agreed regular pattern of hours that applies to your business before setting shorter shifts. Use award interpretation software to help apply the rules correctly.

Under the Clerks – Private Sector Award, penalty rates apply for evening, weekend and public holiday work, along with overtime once ordinary hours are exceeded. Because most accounts clerks work standard business hours, penalties apply less often than in shift-based roles. Use our overtime and penalty rate calculator to estimate costs for any additional hours.

Key elements include: position title and classification level, employment type (casual, part-time or full-time), hourly rate, applicable award, reporting structure, main duties and required skills such as accounting software proficiency. For casuals, include the 25% casual loading; for part-timers, note the agreed hours and minimum engagement. Confirm the details that apply to your business before finalising the contract.

Award and agreement rostering rules vary, so confirm the notice period that applies to your business. As a general practice, providing rosters at least 7 days in advance gives office staff visibility of their hours. Using rostering software helps ensure compliance and reduces last-minute changes.

Plan additional hours or extra staff around payment runs, invoicing cycles and month-end, when the workload is heaviest. Use rostering tools to track hours, manage additional shifts and keep an eye on overtime during busy periods. This keeps reporting deadlines on track without overloading individual staff.

Break entitlements are set by the applicable award or agreement and generally include a meal break for shifts beyond a set length. Set clear break policies and ensure staff record their time accurately. Use time and attendance tools to support compliance and keep accurate records of hours worked.

Collect availability preferences during onboarding and update them regularly, especially for part-time and casual staff. Use HR software and rostering tools to track when each person can work and any recurring commitments. Set clear policies about minimum availability and how to request changes, which simplifies planning and reduces gaps around busy periods.