First of all, ACCORDS are individual agreements, while certified agreements are collective. In other words, while AWAs can be manufactured with a group of employees, they can only apply to employees who sign them. On the other hand, a certified agreement applies to all workers in the same group, provided that the majority of these workers have approved it. The employer must provide the worker with a copy of the conditional dismissal and a copy of the application for approval of the proposed enterprise agreement must be submitted to the Commission. The AWA or ITEA ends when the proposed enterprise agreement enters into force. On March 19, 2008, the Senate passed a bill preventing the development of new AEAs and introducing provisions for the transfer of AWA workers into intermediate contracts.  A termination contract has no effect unless it is approved by the Fair Work Commission. The termination is made from the date set by the Fair Work Commission`s decision to authorize the termination. Individual agreements include Australian employment contracts (AWAs) and transitional individual employment contracts (ITEAS). Under the Fair Work Act 2009, contracts continue to run past their nominal expiry date until they are replaced or terminated. The provisions of the Fair Labour Act 2009 (transitional provisions and subsequent amendments) continue to serve as transitional instruments based on agreements. An Australian Labour Agreement (AWA) was a kind of formalized individual contract negotiated between an employer and a worker in Australia that existed from 1996 to 2009. Employers could propose an AWA as a condition of employment.
They were registered by labour counsel and did not require a dispute resolution procedure. These agreements only worked at the federal level. The AWAs were individual written agreements on the conditions of employment between the employer and the worker in Australia, in accordance with the 1996 Labour Relations Act. An AWA could repeal conditions of employment in national or territorial laws, with the exception of those relating to occupational health protection, workers` compensation or training agreements. An AWA only had to meet Australia`s highest standard of fair payment and minimum conditions. The agreements were not obligated to introduce effective dispute resolution procedures and could not contain prohibited content. The agreements were no more than five years old; approved, encouraged and registered by the Employment Agency; Excluding a premium and prohibited trade union actions with regard to the details of the agreement for the duration of the agreement. The introduction of AWA has been a highly controversial topic of labour relations in Australia. Employers and employees may agree to terminate an individual transitional instrument based on the agreement through a redundancy agreement.
According to OAS statistics, as of 31 December 2004, 1,410,900 people were covered by EU-certified agreements, 168,500 by non-unionised agreements and 421,800 and more than 21% by A.A. respectively. As of December 31, 2005, there were 1,618,200 under the Union Certified Agreements, 185,300 under non-union agreements and 538,200 Australian enterprise agreements.  Figures published in March 2005 by the Australian Bureau of Statistics show that hourly wages for workers in AWAs were 2% lower than workers` hourly wages in registered collective agreements, which were mainly negotiated by trade unions.  For women, AEAs paid 11% less per hour than collective agreements.  All transitional instruments based on agreements have passed their nominal expiry date.