Employment Agreement (Casual)This Employment Agreement (Casual) is suitable for casual employees in any industry. This agreement is essential when hiring new casual employees for your business.
Casual employment is a type of employment in which an employee’s working hours and employment status are liable to change at short notice. They work on a “casual basis”. This document allows you to offer casual employment and document the terms of such employment to ensure clarity as well as safeguard your business from any future disputes.
This Employment Agreement can sometimes be referred to as:
- Employment Contract
- Job Agreement (Casual)
- Casual Contract
- Casual Employment Agreement
Use this Employment Agreement (Casual) where:
You are hiring a casual employee;
You want to formalise your employment arrangement with a casual employee;
You want to safeguard yourself from any future disputes;
You want to make your expectations and obligations for the role clear to a new employee and in their best interests.
What does the Employment Agreement (Casual) cover?
Job title and position;
General terms and conditions;
Payment (hourly rate - weekdays, weekends, public holidays) & payment bank account;
Ordinary hours of work;
Superannuation contributions; and
Termination of employment.
Other documents you may need:
What is Casual Employment?
A casual employee may have regular hours or may only work when required to. Either way, casual employment involves little commitment from the employer or employee.
A casual employee tends to be paid a higher hourly rate through casual loading than a part time employee or full time employee.
However, unlike a more permanent employee, a casual employee will not be paid for :
- personal leave;
- sick leave;
- annual leave;
- carer's leave;
- compassionate leave ; or
- community service leave.
According to the National Employment Standards (NES) outlined in the 2009 Fair Work Act, casual employees are entitled to the modern award rate of pay when it comes to their minimum wage.
Changes to Fair Work Act and Disclaimer
In order to appropriately provide remuneration to employees, you, as the business, will need to meet the requirements and obligations set out in the Employment Agreement. As the employer you cannot rely on previous payment cycles to specify entitlements.