Oporto – Fresh Grilled Chicken and Burgers

The minimum age of employment can vary across Australia because it is governed by different State based legislative requirements.

To ensure Oporto restaurants provide a work environment that supports the health, safety and academic commitments of our young team members, we apply a Company minimum age policy of 14 years, except where more stringent legislative restrictions apply.

In addition, anyone under the age of 16 must have written parental or guardian consent prior to starting work. Information about how your parent or guardian provides their consent will be provided to you during your interview.

Click here to have a look at our application process. Our goal is to make it as quick, easy and enriching as possible.

We'll let them know via phone or email, but it definitely isn't the end of the story. They might just not have been right for the role at the time, but they can reapply to any of our restaurants whenever they like. Were always looking for great people to join the 'familia'.

At Oporto, we believe in giving our ‘familia’ more than a job. We give them an opportunity to grow, develop a career and learn life skills they can take out into the world. They’ll learn time management, people skills and team work whilst also developing self-confidence and making great friends in an environment where everyone is encouraged to ‘live spicy’ and enjoy themselves. Wages are fair and will increase as they progress through the company, the opportunities for which are always available. This isn’t a company where we throw our people in at the deep end, this is a place where support is never-ending, and great people always have your back.

Our stores are proudly owned by independent Franchise Partners (FPs). Our FPs are entrepreneurial business women and men who know what it takes to achieve success. They receive a lot of support from Oporto head office and really know the importance of people.

Our Franchise Partners are very active in the store and would likely be available most of the time. They’re supported by a team of well trained, professional Managers who they hand select and progress through Oporto’s great management training. Together, they’ll give your loved one the guidance and support they need to thrive.

From before they even start their first shift, your child/student will start learning the Oporto way. They’ll learn our history and all of the necessary information to keep them safe and help them succeed on their career path. Once they’ve been through their 'Restaurant Walk and Talk' they’ll start their store training with either a Spice Master or experienced Team Member who will show them the ropes and get them off to a great start. All of our online training is facilitated through Surfboard, our one stop shop for training, communication and policy/company information.

On a weekly basis everyone in Oporto (our ‘familia’) receives the ‘Weekly Bulletin’ with all of the latest must know information. During the 'Restaurant Walk and Talk' we’ll also discuss Casa Picante, a social networking group only for Oporto employees that we use to share messages from our CEO, connect people and share great success stories.

We want all of our ‘familia’ to explore their passions and excel in everything that they do. We know that means they need to dedicate the time required to their studies, sporting or family commitments or whatever else excites them. With that in mind, we try to be flexible so that they can be as successful as possible. All we ask is that they discuss their needs with their Franchise Partner or Restaurant Manager in advance so that we can all plan around them.

Many of our stores now use a rostering program called ZUUS which will email the roster directly to the team. In some stores they will also be able to request changes to their roster through the ZUUS app. This will all be explained during the induction or ‘Restaurant Walk and Talk.’

The terms and conditions of employment will either be governed by the Modern Fast Food Industry Award (2010) or an Enterprise Agreement for that particular store. Either way, this will be clearly explained during the induction or ‘Restaurant Walk and Talk.’ This will also outline whether wages are paid weekly or fortnightly and how payslips will be distributed.