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Changes to Casual Employment – what employers should know

Background 

For an employer, being able to correctly identify an employee as a casual employee or a permanent part-time employee is important because permanent employees have a right to leave entitlements and access to unfair dismissal laws and redundancy payments. By contrast, in return for ‘casual’ status, casual employees are entitled to a 25% loading on top of their minimum hourly rate. This loading is designed to compensate the employee for not receiving leave entitlements (such as annual leave and personal and carer’s leave) and not having the benefit of a predictable and stable income.

What qualifies as ‘casual employment’ has changed over the years, with Workpac v Rossato [2021] providing the most recent guidance on how casual employment is to be defined. Legislative changes now mean that how an employee can be classified as casual will change again on August 26, 2024, as part of the Fair Work Legislation Amendment (Closing Loopholes No.2) Act 2024 (the Act). So, what are the changes?

Changes to casual employment

The new Act contains provisions to clarify the definition of casual employees but also changes the casual conversion process.

New statutory definition of ‘casual employee’

There is now a new statutory definition of ‘casual employee’. A person is a casual employee if:

What does a ‘firm advance commitment’ mean?

In assessing whether a firm advance commitment exists, the law now emphasises the real substance, practical reality and true nature of the employment relationship. In determining what that true nature of the employment relationship is, factors that will be considered are whether:

When assessing whether a firm advance commitment exists, you can consider the contract of employment, or the contract as well as any mutual understanding or expectation between the employer and employee that isn’t part of the contract. Keep in mind it is important to consider how the contract is performed and how the employer and employee act after entering into the contract when working out the mutual understanding or expectation.

Conversion provisions

The Act introduces a new pathway to full-time or part-time employment through allowing casuals to notify their employer in writing of their intention to change to permanent employment. The new employee choice pathway replaces old casual conversion rules and comes with criteria that make an employee eligible to request for their employment to be converted.

In order to provide written notice requesting to change their employment to permanent, a casual employee must:

After notice has been provided, an employer will then be obliged to respond to the notice in writing within 21 days. In their response, an employer must either accept the change, or not accept the change.

What reasons are there for an employer not accepting the change?

If an employer does not accept the change as requested by the employee, the written response is required to contain reasons for the decision.

These reasons can only be any of the following:

The Casual Employment Information Statement

The Casual Employment Information Statement (CEIS) is a document containing information about employment conditions that an employer is obliged to provide to all casual employees. Employers must provide employees with this statement either before, or as early as possible after, a new casual employee commences employment.

A CEIS must also now be provided at these times:

What should employers do now?

If you are an employer, you should be:

Now is the time to reassess your workforce and optimise your employment arrangements in the new regulatory landscape. For further information visit the Fair Work Website. If you need help preparing suitable employment contracts, making assessments about your workforce, need policies and procedures or have a dispute on your hands, call JFM Law on (02) 9199 8597 or email us.

 

The information contained in this post is current at the date of editing – 2 September 2024.

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