Are you across the recent changes in how casual employment is managed?
There have been some new rules in place since 26 August 2024, including:
- You must provide a current Casual Employment Information Statement (CEIS) to all casual employees before commencing employment, and at least every 12 months of employment thereafter.
- Employers other than small business employers also need to provide a CEIS after 6 months of employment.
- A casual employee is defined as someone whose employment, at the time they start, has:
- No firm advance commitment to ongoing work, taking into account a number of factors, and
- Entitlement to a casual loading or specific casual pay rate
What has changed now?
From 26 February 2025 (or 26 August for Small Businesses), amendments to the Fair Work Act introduced new obligations for employers regarding casual conversion to permanent employment types.
Employers no longer have to proactively offer conversion but must still assess requests fairly.
Casual employees can request to convert to permanent employment if they have worked regular and systematic hours for 6 months (or 12 months for small businesses), or they believe they no longer meet the requirements of the casual employee definition set out above.
Employers need to consult with their employees about requests and respond in writing to the notice within 21 days.
Casual employees have access to clearer pathways for disputes – including the possibility to escalate disputes to the Fair Work Commission.
What do I need to do?
- Educate your team on the changes and response obligations.
- Check that you have and are doing the right things by your casual employees and meeting your lawful obligations, and make sure you have records of actions taken.
Still confused?
Navigating these changes can be complex, but we’re here to help. If you need guidance on compliance, policy updates, or employee communications, book a call with us.
