Employing casual staff offers flexibility but comes with specific obligations. Casual employees differ from permanent staff in several ways, including entitlements and rights.
Key Entitlements for Casual Employees:
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Family and Domestic Violence Leave: All employees, including casuals, are entitled to 10 days of paid family and domestic violence leave each year. This leave allows employees to manage the impacts of family and domestic violence, such as attending court or arranging safe housing.
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Employee Choice Pathway: Eligible casual employees have the right to request permanent employment through the ’employee choice pathway’. Employers can refuse this request only for limited, specific reasons.
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Other Leave Entitlements: Casual employees may be entitled to unpaid carer’s leave, compassionate leave, and unpaid parental leave if they have worked on a regular and systematic basis for at least 12 months.
Differences Between Casual and Permanent Employees:
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Ongoing Work Commitment: Casual employees do not have a firm commitment to ongoing work, whereas permanent employees typically have regular hours.
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Leave Entitlements: Casual employees are not entitled to paid annual leave or paid personal/carer’s leave, but may be entitled to unpaid leave under certain conditions.
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Notice of Termination: Casual employees are not entitled to notice of termination or redundancy pay.
Resources for Employers:
For detailed information and guidance, refer to the Fair Work Ombudsman’s resources:
Understanding these entitlements and differences helps you effectively manage your casual staff while complying with legal obligations.
