Casual workers will have the right to demand a permanent full-time or part-time job after 12 months
Some awards already contain a casual conversion provision. For those Awards that don’t, the FWC will insert a clause that allows casual employees to
convert their casual role to the full-time or part-time position. There are about 85 such Awards.
A further qualification is that the work performed by the casual employee can be performed by a full-time or part-time employee without significant
adjustment to the pattern of work hours.
- doing so would require a significant adjustment to the hours of work; or
- the employer can foresee that within the next 12 months, the casual employee’s position will either cease to exist, or the hours of work will significantly
change or be reduced; or
- there is another reasonable ground, based on reasonably foreseeable facts.
- a lack of career path
- diminished access to training
- poorer health and safety outcomes
- a diminished ability to obtain loans from financial institutions
- a tendency to still attend work when sick
- an increased reluctance to take recreational leave (due to concerns about ongoing employment if they do)
- an incapacity to attend to personal carer responsibilities; and
- the potential for a sudden loss of regular work without proper notice or adjustment payment.
What does this mean for employers?