Alex is Sprintlaw's co-founder and principal lawyer. Alex previously worked at a top-tier firm as a lawyer specialising in technology and media contracts, and founded a digital agency which he sold in 2015.
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Choosing the right board structure is a big step for any Australian company. Whether you’re a startup founder building your first board or a growing business fine‑tuning governance, understanding the difference between executive and non‑executive directors will help you run a compliant, well‑balanced and high‑performing company.
In this guide, we unpack what each role actually does, how they complement each other, and the practical steps to appoint directors and set your board up for success. By the end, you’ll be clear on where executive and non‑executive responsibilities start and stop, and how to leverage both to strengthen decision‑making and oversight.
What Do Executive And Non‑Executive Directors Mean In Australia?
Executive directors (EDs)
An executive director is both a board member and part of the company’s management team. They usually hold operational roles (for example, CEO, COO or CFO) and work in the business day‑to‑day. Think of executive directors as hands‑on leaders who also carry the legal responsibilities of a director.
Most executive directors have an employment relationship with the company and a tailored Employment Contract that sets out duties, remuneration, restraints and confidentiality. They implement strategy, manage people and budgets, and report performance to the board.
Non‑executive directors (NEDs)
A non‑executive director is a board member who does not hold a day‑to‑day management role in the business. Their job is to provide independent oversight, bring external expertise and challenge assumptions so the company makes balanced, well‑informed decisions.
Most NEDs are engaged under a letter of appointment and are paid fees for their board work rather than a salary. For Australian tax and super purposes, director fees can still attract PAYG withholding and superannuation obligations depending on the arrangement. In other words, “not an employee” in the day‑to‑day sense doesn’t mean “no payroll or super settings” - make sure the engagement and payments are documented correctly.
Many boards also seek independent non‑executive directors. “Independent” doesn’t mean “perfect impartiality” in every circumstance - it usually means there are no material business, employment, family or other relationships that would reasonably be seen to affect independent judgment. Independence is assessed on the facts, guided by best‑practice governance principles.
How Do Their Roles Differ Day To Day?
What executive directors typically do
- Lead a core function (for example, operations, finance, product or growth)
- Develop and execute strategy and budgets approved by the board
- Manage teams, set KPIs and drive delivery of business plans
- Report operational performance, risks and opportunities to the board
- Ensure systems support legal and regulatory compliance across the business
- Represent the company in key relationships and external communications
What non‑executive directors typically do
- Provide oversight, challenge and strategic input at the board level
- Monitor management performance and hold executives accountable
- Oversee risk management, financial reporting and internal controls
- Serve on committees (for example, audit, risk, remuneration or nominations)
- Bring external perspectives and specialised expertise to big decisions
- Act in the interests of the company as a whole and its stakeholders
The practical differences in a nutshell
- Management involvement: EDs run the business day to day; NEDs do not manage staff or operations.
- Engagement: EDs are usually employees; NEDs are usually engaged under an appointment letter and paid director fees.
- Focus: EDs are execution‑focused; NEDs focus on governance, oversight and long‑term direction.
- Committees: NEDs often chair audit, risk and remuneration committees to enhance independence in key areas.
Both roles are essential. Executive directors bring deep operational insight; non‑executive directors bring independent judgment and guardrails that help the company stay on strategy and within risk appetite.
Legal Duties: Are They The Same For Both?
Yes. Under the Corporations Act 2001 (Cth), all directors - executive and non‑executive - have the same core duties. Broadly, you must:
- Act with care and diligence
- Act in good faith in the best interests of the company and for a proper purpose
- Avoid improper use of position or information
- Manage conflicts and disclose material personal interests
- Prevent insolvent trading
How you meet those duties will look different depending on your role. Executive directors exercise duties in both their management and board capacities. Non‑executive directors meet duties through inquiry, oversight and challenge - they’re expected to ask the right questions, seek additional information where needed and ensure appropriate systems are in place.
When making decisions, directors can rely on the business judgment rule if the requirements are met - our guide to the business judgment rule explains how this protection works in practice.
It’s also worth confirming your company’s execution practices align with the law. For example, boards often rely on section 127 for signing documents and use delegated authority frameworks (for example, under s126) so management can enter everyday contracts within clear limits.
Independence, Conflicts And Remuneration: What To Watch
Independence is a spectrum
Best‑practice governance encourages independent NEDs, especially where there are external shareholders, a planned capital raise or complex operations. Independence is assessed case‑by‑case and commonly considers recent employment, material supplier/customer relationships, significant holdings, family ties and other factors that could reasonably affect judgment.
Independence doesn’t prevent healthy engagement with management. It’s about having sufficient distance to test assumptions and make decisions objectively.
Managing conflicts of interest
Conflicts arise - for example, when a director has a personal interest in a proposed transaction. All directors must disclose material personal interests and follow the company’s governance procedures. Clear processes, a standing agenda item for interests and a robust Conflict of Interest Policy make this straightforward and transparent.
Director fees, PAYG and super
Director remuneration should be documented and approved in line with the constitution and any shareholder approvals required. In Australia, paying NED fees can still trigger PAYG withholding and superannuation in certain cases. Make sure your arrangements, board resolutions and payroll settings align with your tax obligations - the overview on director fees covers the key points to consider.
Protecting directors
Good boards combine governance with practical protections. Many companies implement D&O insurance and give directors access to company records and indemnities, documented in a Deed of Access & Indemnity. This sits alongside board papers, committee charters and a clear Company Constitution that defines decision‑making, meeting procedures and appointment processes.
Appointing Directors And Setting Up Your Board
Start with your constitution and board charter
Your company’s constitution sets the ground rules for appointing, removing and remunerating directors, establishing committees and handling conflicts. If you’re updating or formalising your governance, consider whether your current Company Constitution reflects how you want the board to operate as the business grows.
How directors are appointed
The appointment process will be set out in your constitution and any shareholder arrangements. Typically, directors are appointed by board or shareholder resolution, with ASIC notified after the appointment. Keep records of consents, disclosures of interests and any committee appointments.
What to include in director documentation
- Executive director agreements: Employment terms, duties, KPIs, confidentiality, IP ownership, post‑employment restraints and termination rights are usually set out in an Employment Contract tailored for executive roles.
- NED appointment letters: Role scope, time commitments, committee service, independence expectations, fees, access to information and indemnity/insurance details.
- Governance policies: Conflicts, continuous disclosure (if relevant), code of conduct, board evaluation and committee charters.
Right‑sizing your board
Early‑stage companies often start with founder‑executives as directors, then add NEDs as complexity and capital needs grow. Many businesses benefit from an independent chair, an audit and risk committee with a NED majority, and at least one NED with deep financial expertise.
If you have multiple owners, align board settings with your ownership arrangements. A well‑drafted Shareholders Agreement can set nomination rights, reserved matters, quorum and deadlock processes so governance and ownership pull in the same direction.
Five practical tips for a balanced board
- Define the split: be clear on which decisions are for the board versus management.
- Map skills: identify the expertise you need now and for the next 12–24 months.
- Document delegations: set out who can sign what, and within what limits, to keep decisions moving while maintaining oversight.
- Close the loop: ensure management reporting matches the strategy and risks the board has prioritised.
- Review annually: refresh committee membership, independence assessments and director development plans each year.
Key Takeaways
- Executive directors manage the business day to day and sit on the board; non‑executive directors focus on oversight, strategy and challenge without running operations.
- All directors share the same legal duties under the Corporations Act - the difference is how those duties are met in practice.
- Independence is assessed on the facts and aims to ensure objective judgment; conflicts should be disclosed and managed under a clear Conflict of Interest Policy.
- Engage executive directors under an appropriate Employment Contract and non‑executives under appointment letters, and address PAYG and super settings for director fees.
- Strong board hygiene includes a current Company Constitution, a Deed of Access & Indemnity, clear delegations and shareholder alignment through a Shareholders Agreement.
- Getting governance right early reduces risk, speeds up decision‑making and builds investor and stakeholder confidence.
If you’d like a consultation on appointing directors, documenting roles or setting up your governance framework in Australia, you can reach us at 1800 730 617 or team@sprintlaw.com.au for a free, no‑obligations chat.
