![[Australia] Changes to casual employment rules](http://gpa.net/cdn/shop/articles/bigstock-Melbourne-Australia--July---369507046_4_36a31ff4-f533-4cf4-b3e9-5a66366a9a6f_1200x.jpg?v=1741114605)
In Australia, casual employment rules changed on August 26, 2024, including new pathways to permanent employment that came into effect on February 26, 2025, Fair Work Ombudsman reports.
From February 26, 2025, eligible casual workers can provide written notice to their employer to change to full-time or part-time employment under the new employee choice pathway. An employer can only refuse the notice for certain reasons.
The Fair Work Ombudsman has templates available to help meet the new rules.
Employers must now reportedly give every new employee certain information statements when they start work. The Casual Employment Information Statement must be provided at set times during a casual’s employment.
New model terms have been made by the Fair Work Commission for enterprise agreements and copied State instruments on:
-
flexibility
-
consultation
-
dispute resolution
These model terms are a safety net of rules that must be included in new enterprise agreements from February 26, 2025.
Learn more on the Fair Work Commission’s website here.
Eligible regulated workers who experience job loss can now apply for a remedy from the Fair Work Commission.
Find out more and check eligibility here.
New criminal underpayment laws started on January 1, 2025. The Fair Work Ombudsman can now reportedly investigate and refer suspected criminal underpayment offences for possible prosecution. Find out more with the following links:
From August 26, 2024, employees were given the right to refuse contact outside their working hours unless that refusal was unreasonable. Learn about the new right to disconnect here. This change will not apply to small businesses and their employees until August 26, 2025.
Further information about these and other changes is available at Closing Loopholes.
Source: Fair Work Ombudsman
In Australia, casual employment rules changed on August 26, 2024, including new pathways to permanent employment that came into effect on February 26, 2025, Fair Work Ombudsman reports.
From February 26, 2025, eligible casual workers can provide written notice to their employer to change to full-time or part-time employment under the new employee choice pathway. An employer can only refuse the notice for certain reasons.
The Fair Work Ombudsman has templates available to help meet the new rules.
Employers must now reportedly give every new employee certain information statements when they start work. The Casual Employment Information Statement must be provided at set times during a casual’s employment.
New model terms have been made by the Fair Work Commission for enterprise agreements and copied State instruments on:
-
flexibility
-
consultation
-
dispute resolution
These model terms are a safety net of rules that must be included in new enterprise agreements from February 26, 2025.
Learn more on the Fair Work Commission’s website here.
Eligible regulated workers who experience job loss can now apply for a remedy from the Fair Work Commission.
Find out more and check eligibility here.
New criminal underpayment laws started on January 1, 2025. The Fair Work Ombudsman can now reportedly investigate and refer suspected criminal underpayment offences for possible prosecution. Find out more with the following links:
From August 26, 2024, employees were given the right to refuse contact outside their working hours unless that refusal was unreasonable. Learn about the new right to disconnect here. This change will not apply to small businesses and their employees until August 26, 2025.
Further information about these and other changes is available at Closing Loopholes.
Source: Fair Work Ombudsman