My colleague Grace King, in a recent article linked here, outlined some important aspects of a Bill that will make changes to the Fair Work Act with respect to casual employees.
The Bill declares that after 12 months engaged in a role and having worked a regular pattern of hours in the previous 6 months, casual employees will either receive an offer of full-time or part-time employment or a notice outlining why they have not received such an offer.
Those changes were effective as of 27 March 2021.
Employers now have 6 months ‘transition period’ to undertake a process of “identification and assessment”. Before 27 September 2021 employers must:
- conduct an assessment to determine which employees may fall within the scope of the definition of casual employment under the new section 15A; and
- each of those employees is issued with either:
- an offer for to convert their casual employment to permanent full-time or part-time employment; or
- a notice explaining why a conversion offer has not been made.
- provide employees with the Casual Employment Information Statement published by the Fair Work Ombudsman.