REMINDER: Changes to Casual Conversion Process are Coming
Posted
Starting August 26, 2024, the Fair Work Act 2009 (Cth) will undergo changes affecting the conversion of casual employment to permanent positions. These changes are part of the ‘Closing Loopholes’ law and will alter employers’ responsibilities and employees’ rights.
New Law
Employers are reminded that these changes provide an opportunity for casual employees to convert to permanent employment if:
- they have been employed for 6 months (12 months for small business employees), and
- they no longer consider themselves a casual employee under the Fair Work Act’s definition.
Employers will have 21 days to respond to an employee’s notification to convert their employment status. Employers must either convert the employee to full-time or part-time employment or provide reasons for not accepting the request. Employers can refuse the request on specific grounds, including:
- The employee still meets the Fair Work Act’s definition of a casual employee, or
- There are fair and reasonable operational grounds.
Need more?
Still not sure of your obligations or need further guidance on these Closing Loopholes law changes? The Workplace Relations and Legal Team are here to help and support you. Reach out on 02 6175 5900.
