Official-source research checked 22 October 2026. This document distinguishes legal or platform requirements from editorial recommendations and the builder's chosen scope. It does not certify an advertisement, employment arrangement or platform submission.
Facebook output
Ordinary Page and community-group posts
The builder produces copy for an ordinary, unpaid Facebook Page or group post. It should not assume a dedicated Australian Facebook Jobs product or supply an unverified Jobs-tab workflow. Meta announced the return of Jobs on 13 October 2025 for people in the US; that announcement does not establish Australian availability. Meta: Introducing Local Jobs on Facebook
Platform and group checks: Community Standards apply to private as well as public groups. Groups can have their own rules and participant/post approval. Remind the employer to check the chosen group's rules and approval requirements before posting; do not invent a universal ban on vacancy posts. Meta: private-group safety and rules, Facebook Help: participant and post approval
Editorial recommendations: Make the post concise, relevant and readable, with the role, location, hours and exact application step easy to find. Avoid excessive hashtags, unrelated captions, spam tactics and promises of algorithmic optimisation. These are writing recommendations, not fixed platform character limits. Meta describes reduced distribution for some spam practices, including distracting captions and excessive hashtags. Meta: Cracking Down on Spammy Content on Facebook
Optional paid promotion
Paid advertising and boosting are outside this builder's posting scope. If the employer intends paid promotion, show a conditional note to review Meta's current advertising rules, including any employment-category declaration and targeting restrictions applicable to the account and location. Do not recommend discriminatory targeting or claim that generated text guarantees ad approval. Meta documents restrictions aimed at discrimination in employment advertising. Meta: Expanding Our Work on Ads Fairness
Verification limit: Current Australian Special Ad Category applicability was not verified. Meta's current Business Help pages redirected to login/temporary-block pages, and its Advertising Standards page returned a rate-limit error. Do not state that every Australian employment ad must select a particular category or import US/European targeting rules as universal requirements. Primary pages attempted: Advertising Standards, Special Ad Categories help, boosted posts and ads help. These links are verification destinations, not evidence that their current contents were read successfully.
Employment accuracy and pay
Legal requirement: Job ads cannot advertise pay below applicable minimum entitlements. The relevant award, enterprise agreement or award/agreement-free position matters. Piecework ads must specify an applicable periodic rate, or state that one applies, when the worker is entitled to that rate. The official guidance reviewed does not establish a general requirement to display pay in every ordinary job ad. Fair Work Ombudsman: Job ads
Builder checkpoint: Ask the employer whether award/agreement coverage, classification, employment type, pay, penalties, allowances and conditions have been checked. Distinguish employer-supplied claims from external verification. Do not independently choose an award, calculate or certify a lawful rate, assume all roles are award-covered, or present an unresolved pay decision as compliant. Prompt a separate NES check. These are conservative product controls supporting the employer's obligations. FWO: Hiring employees
Use these official verification links:
Accuracy: Misleading employment representations are prohibited. Use confirmed vacancy facts and genuine benefits; ask about unknowns or mark them visibly. Do not fabricate available work, duties, conditions or remuneration. ACCC: Misleading job and business opportunity adverts, NSW Government: employment and business-opportunity advertising
Inclusive requirements and accessible applications
Legal baseline: AHRC states that discriminatory advertising is unlawful. Focus on genuine skills and abilities needed for the work; do not turn preferences about age, race, sex or other protected characteristics into automatic ad requirements. Where an exception or designated role may apply, seek qualified review instead of issuing a legal verdict.
Editorial and process recommendations: Separate essential from desirable criteria, use plain language, clarify actual task requirements, simplify applications and consider accessible alternatives. An optional diversity statement must fit the employer's actual approach. AHRC: A step-by-step guide to preventing discrimination in recruitment
Personal-information scope
Builder rule: Collect vacancy information and publication-approved application/contact details. There is no need to upload applicant CVs, identity documents, dates of birth, health information or other applicant records to write an ad. Do not publish private contact information without the employer's approval. This is a deliberate scope and data-minimisation rule, not a claim that these records are always unlawful to collect in recruitment.
Privacy-law distinction: For Privacy Act-covered entities, APP 3 limits collection to reasonably necessary personal information and normally requires consent for sensitive information. OAIC's May 2026 guidance expressly addresses data minimisation. Most businesses with annual turnover of $3 million or less are exempt, with exceptions; do not imply identical Privacy Act coverage for every small employer. OAIC: APP 3 collection guidance, OAIC: Small business coverage
Output status
Use Employer confirmed, Needs employer confirmation, and Needs external verification. Mark unresolved material facts with explicit placeholders and label the result a draft where needed. Keep hours, pay, requirements and application details consistent across every version. Never label output legally compliant or platform approved solely because these checks are present.