Casual employees play a vital role in Australia’s workforce, offering flexibility for both employers and workers. Under the Fair Work Act, a person is considered a casual employee if there is no firm advance commitment to ongoing work. This means the employer can offer work as needed, and the employee can choose to accept or decline shifts.
Casual employment differs significantly from full-time or part-time roles. Casuals typically receive a higher hourly rate—known as casual loading—in lieu of benefits such as paid annual leave or sick leave. They are entitled to unpaid carer’s leave, compassionate leave, and family and domestic violence leave. Some casuals may also qualify for unpaid parental leave if they’ve worked regularly and systematically for at least 12 months.
Importantly, casual employees have the right to request conversion to permanent employment in certain circumstances. Employers must assess whether a genuine commitment to ongoing work exists, considering factors like regular work patterns and mutual expectations.
Employers are required to provide casuals with the Casual Employment Information Statement (CEIS) at the start of employment and periodically thereafter. This document outlines key rights, including the pathway to permanent employment and dispute resolution processes.
While casual work offers flexibility, it also comes with fewer guarantees. Understanding these distinctions helps both employers and employees navigate their responsibilities and entitlements effectively.
For more detailed guidance, visit the Fair Work Ombudsman’s page on casual employees.
Download PDF: FairWork Ombudsman – Your Guide To Casual Employment