Hiring salon staff: What to get right before day one

Hiring your first employee is one of the most exciting things you can do as a salon owner.

It's also one of the most terrifying.

It means growth. It means you can't do it all alone anymore, and that's a good thing. But it also means responsibility in ways that nobody fully prepares you for.

Here's what experienced salon owners wish someone had told them before that first hire.

Most salon owners spend weeks thinking about who to hire. Very few spend enough time on what hiring actually requires before that person walks through the door. The legal and financial obligations that come with employing someone in Australia are not complicated, but they do need to be understood before the contract is signed, not after.

Get the paperwork right from day one

Employment law, superannuation, award rates, Fair Work obligations. It sounds like a lot because it is.

Before you hire anyone, spend time with an accountant or HR professional who knows the hair industry. Understand what you're legally required to pay, what leave entitlements look like, and what your obligations are if things don't work out.

Getting this right at the start costs a small amount of money. Getting it wrong later can cost significantly more.

Hire for attitude, train for skill

Technical skill matters. But it can be developed. Attitude, how someone treats clients, how they communicate, how they show up on a hard day, is much harder to teach.

When interviewing, pay attention to how a candidate talks about their previous employers and clients. Look for genuine curiosity and a willingness to learn. Watch how they interact with your existing team.

A great colourist who creates tension in your team culture will cost you more than a slightly less experienced colourist who fits beautifully.

Your culture is set from your first hire

The standards, communication style, and work ethic you model with your first employee become the template for everyone who comes after.

Be clear about your expectations from the start. How do you want clients to be greeted? What's acceptable for phone use during services? How should feedback be delivered and received? These things feel obvious to you because it's your salon. They aren't obvious to someone walking in for their first day.

Write it down. Create a simple induction document. Have the conversation. Culture comes from clarity.

The financial model changes

A lot of salon owners underestimate the true cost of employing someone.

It's not just the wage. It's superannuation, payroll tax, any allowances, and the time it takes to train, manage, and support that person while they build their column.

Build a proper financial model before you hire. Know what that employee needs to generate to cover their costs and contribute to your business. Have a realistic timeline for when that will happen.

Give feedback early and often

Most difficult employment situations come from small things that weren't addressed early enough.

Build a habit of regular, honest, kind feedback from the very beginning of the working relationship. Make it normal to check in, to acknowledge what's going well, and to address anything that isn't.

A great team isn't built in one hire. It's built in a thousand small conversations. Start those conversations early.

FAQ

What award covers salon employees in Australia?

Most hairdressing employees in Australia are covered by the Hair and Beauty Industry Award 2020. It sets minimum pay rates, penalty rates, allowances, and leave entitlements. Before you hire, confirm which classification applies to your employee and what the current minimum rates are. The Fair Work website publishes updated pay guides each financial year.

Do I need to pay superannuation for a casual employee?

Yes. As of July 2022, superannuation is payable for all employees regardless of how much they earn, including casuals. The current superannuation guarantee rate applies from their first shift. Speak to your accountant about setting this up correctly before your first payroll run.

What should be in a salon induction document?

At a minimum: your expectations around client communication, phone use, punctuality, uniform standards, and how feedback is given and received. Include your booking system basics, emergency procedures, and any salon-specific protocols. It does not need to be long. It needs to be clear.

What's the difference between a casual and a part-time employee in a salon?

A part-time employee has guaranteed hours and is entitled to pro-rata leave including annual leave and personal leave. A casual employee has no guaranteed hours and receives a casual loading instead of leave entitlements. The classification affects your obligations significantly, so get advice before deciding which arrangement suits your business.

When do I need to register for payroll tax in Queensland?

Payroll tax in Queensland applies once your total Australian wages exceed the threshold, which is currently $1.3 million per year. Most single-location salons won't reach this in their early years, but if you're growing quickly or have multiple staff, it's worth knowing when the obligation kicks in. An accountant familiar with Queensland small business can advise on timing.

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