Australia Casual Employment Contract Generator Fair Work Act 2024 Compliant — Casual Conversion Rights Included

CASUAL EMPLOYMENT CONTRACT

Fair Work Act 2009 (Cth) — National Employment Standards

This Casual Employment Contract ("Agreement") is entered into between:

Employer: , of ("the Employer"); and

Employee: ("the Employee").

The Employee is engaged as a casual employee within the meaning of the Fair Work Act 2009 (Cth). As a casual employee, the Employee has no guaranteed hours of work and no firm advance commitment from the Employer as to the duration of the employment or the days or hours of work.

The employment commences on .

The Employee is engaged in the position of in the industry. The Employee will perform duties as directed by the Employer from time to time and consistent with the position description.

Primary work location(s): .

As a casual employee, the Employee receives a casual loading of 25% above the applicable base rate, in lieu of entitlements to paid annual leave, paid personal/carer's leave, paid compassionate leave, paid public holidays on non-working days, and notice of termination (where applicable). The casual loading is included in the loaded hourly rate set out in Clause 6 of this Agreement.

The Employee has no guaranteed hours of work. The Employer will offer shifts as required by operational needs. The Employee may accept or decline individual shift offers.

Where the Employee accepts a shift, the Employee will be engaged for a minimum of per engagement (or the minimum period prescribed by the applicable award, whichever is greater).

The Employee will be paid at the following rates:

• Base hourly rate (before casual loading):

• Casual loading: 25%

• Loaded casual hourly rate (inclusive of 25% casual loading):

The Employee will be paid by electronic funds transfer to the Employee's nominated bank account. Payslips will be provided in accordance with the Fair Work Act 2009.

The Employer will make superannuation contributions in accordance with the Superannuation Guarantee (Administration) Act 1992 (Cth). The current Super Guarantee rate is 11.5% of ordinary time earnings (as at 1 July 2025), rising to 12% from 1 July 2026. Contributions apply from the first dollar of earnings with no monthly minimum threshold. Contributions will be made to the Employee's nominated complying superannuation fund on a basis (or as required by law).

8.1 Right to Request Conversion. After 6 months of employment (or 12 months if the Employer is a small business employer employing fewer than 15 employees), the Employee may make a written request to convert to permanent (part-time or full-time) employment if the Employee has, during that period, worked on a regular and systematic basis and could reasonably have continued to work that pattern on a permanent basis.

8.2 Employer Response. The Employer must respond in writing to any conversion request within 21 days. The Employer may refuse a request only on genuine operational grounds. Where the Employer refuses, the response must set out the reasons in writing.

8.3 Fair Work Commission. If a dispute about casual conversion cannot be resolved at the workplace level, either party may apply to the Fair Work Commission for conciliation and, from 26 August 2024, arbitration. The Fair Work Commission may make orders about conversion.

8.4 Casual Employment Information Statement. The Employer will provide the Employee with the Casual Employment Information Statement issued by the Fair Work Ombudsman before or at commencement of employment, and again after 6 months and 12 months of employment.

As a casual employee, the Employee does not accrue paid annual leave, paid personal/carer's leave, or paid compassionate leave. However, the Employee retains the following entitlements under the National Employment Standards:

• Unpaid carer's leave: up to 2 days per occasion to provide care or support to an immediate family or household member;

• Unpaid compassionate leave: 2 days per occasion on the death or serious illness of an immediate family or household member;

• Unpaid community service leave: including jury duty (eligible for make-up pay for jury service);

• Unpaid parental leave: after 12 months of regular and systematic employment, in accordance with Division 5 of Part 2-2 of the Fair Work Act 2009;

• Long service leave: as prescribed by the applicable state or territory long service leave legislation or the applicable award.

Either party may end a casual engagement by giving reasonable notice prior to the commencement of a shift. The Employee is not entitled to notice of termination or redundancy pay in relation to individual casual engagements. However, if the Employee works on a regular and systematic basis and a reasonable expectation of continuing employment arises, different obligations may apply under the Fair Work Act 2009.

During and after employment, the Employee must not disclose to any person any confidential information relating to the Employer's business, customers, pricing, or operations without the Employer's prior written consent, unless required by law.

This Agreement is subject to the . Where any term of this Agreement is less beneficial than an entitlement under the applicable award, enterprise agreement, or the National Employment Standards, the award, agreement, or NES entitlement prevails to the extent of the inconsistency.

This Agreement constitutes the entire agreement between the parties with respect to casual employment. Any variation to this Agreement must be made in writing and signed by both parties.

This Agreement is governed by the laws of and the Commonwealth of Australia. The parties submit to the non-exclusive jurisdiction of the courts of and the Federal Court of Australia.

Generated by VidsHog Tools — For informational purposes only. Not legal advice. Seek independent legal advice before relying on this document.