What Is Casual Conversion in Australia?
Casual conversion in Australia allows a casual employee to transition into permanent employment. This change happens when the employee submits a request or the employer extends an offer. To qualify for casual conversion, the employee must:
- Work with the employer for at least 12 months
- Maintain regular hours during the past 6 months
- Continue working under similar arrangements without significant changes
When Casual Conversion Does Not Apply
An employee cannot request casual conversion if:
- They declined an offer to convert within the last 6 months
- The employer issued written notice explaining valid reasons not to offer conversion
- The employer already documented reasonable grounds for refusing another employee’s request
Learn more about casual conversion requirements on the Fair Work Ombudsman website (fairwork.gov.au in Bing).
*An eligible casual employee can make a request for casual conversion every 6 months on the condition of changed circumstance since previous offer or request was made. For example an increase in consistent hours.
Employer Obligations: Information Statement
Under casual conversion Australia guidelines, employers must provide the Casual Conversion Information Statement to:
- All existing casual employees
- All new employees within 12 months of their start date
It is recommended that this document be included during the onboarding process to ensure compliance and transparency.
Notice of Casual Conversion
Employers are required to issue written notice regarding casual conversion based on employee eligibility. This includes:
- A written response to a casual conversion request within 21 days
- A letter of offer within 21 days of completing the eligibility assessment
- A letter of refusal within 21 days, explaining the reasons for not offering conversion
Valid Reasons to Decline Conversion
If an employer refuses a casual conversion request, they must:
- Consult the employee
- Provide reasonable grounds supported by facts and foreseeable changes
Valid reasons for refusal include:
- Significant changes needed to meet permanent part-time hours
- Upcoming changes to work days or times affecting availability
- Expected reduction or cessation of hours within the next 12 months
Finalizing the Transition to Permanent Employment
Once a casual conversion offer or request is accepted, employers and employees must agree on:
- The type of permanent role—part-time or full-time
- Any changes to the employee’s work schedule
- The start date for permanent employment
- Updates to the position description and employment agreement, reflecting changes in responsibilities, wages, or role
Expert Support for Casual Conversion Compliance
If you’re uncertain about your responsibilities when accepting, refusing, or managing casual conversion, reach out to Assurance HR Management at 180 577 515. We offer expert guidance, conduct compliance reviews, and help businesses navigate the casual conversion Australia process with confidence.
For more information click here
*Information correct at the time of publishing. Please be advised that there are impending Government changes to casual employment legislation of which we will keep you informed.
