Why Casual Conversion Matters
Since September 2021, Australian legislation has required employers to offer eligible casual employees the opportunity to convert to permanent employment.
In today’s workforce, many casual employees seek consistency in hours and entitlements. As a result, more individuals are meeting the eligibility criteria for conversion. To remain compliant—and avoid penalties or back payments with interest—employers must offer conversion and update employment status and documentation accordingly.
Legal Obligations for Employers
Under the casual conversion laws, employers must:
- Provide all existing and new employees with a copy of the Casual Employment Information Statement (fairwork.gov.au in Bing)
- Distribute this document within the first 12 months of employment, ideally during onboarding
Employers with 15 or more employees are legally required to offer casual conversion to eligible staff. Alternatively, eligible employees may initiate a request for conversion.
Who Is Eligible for Casual Conversion?
An employee qualifies for conversion if they have:
- Been employed for 12 months or more
- Worked regular and patterned hours over the past 6 months
- No significant changes expected to their work arrangements following conversion
Can Employees Reapply?
Yes. Casual employees may submit a conversion request every 6 months, especially if their circumstances change.
Example: Sally initially applied for conversion after 3 months of consistent hours but was refused. She continued working the same pattern for another 3 months, making her eligible to reapply with a total of 6 months of evidence.
Employer Response Requirements
Employers must respond within 21 days of assessing eligibility by either:
- Issuing a written offer of conversion, or
- Providing a written explanation outlining reasonable grounds for refusal
Reasonable grounds for refusal may include:
- A reduction or cessation of employee hours in the past 12 months
- Upcoming changes to work days or times that disrupt the employee’s established pattern
- Incompatibility with the employee’s prior availability
For more details, refer to our Casual Conversion Info Guide.
How Assurance HR Management Can Help
At Assurance HR Management, we assist organisations in:
- Reviewing and updating casual employment policies
- Managing compliance with casual conversion laws
- Supporting employee communication and documentation
📞 Call 1800 577 515 today to speak with our team about tailored solutions for your business.
*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.
