This letter corresponds to the new requirements for conversion following 26 August 2024.

The way the new conversion provisions apply is as follows:

• For casuals employed before 26 August 2024, the previous conversion requirements continue to apply for 6 months, or 12 months if employed by a small business employer. Following that point, the new requirements apply.
• For casuals employed on or after 26 August 2024, the new requirements apply.

Following 26 August 2024, the new requirements apply:

Employers are no longer required to make an offer of casual conversion. Rather, the employee is entitled to notify their employer of their intention to convert to a permanent role where the employee has been employed for at least 6 months, or 12 months if working for a small business with fewer than 15 employees.

Employees can’t notify their employer of their intention to change to permanent employment if they:

• are currently engaged in an ongoing dispute with their employer about casual conversion, or
• in the last 6 months:

The employer can refuse the change if any of the following apply:

• the employee still meets the definition of a casual
• there are fair and reasonable operational grounds for not accepting the notification, including:
• accepting the change means the employer isn’t complying with a recruitment or selection process required by law.

What does this letter Cover?

• A request by the employee to the employer to be converted from casual to full time or part time.

Further Information:

• What is the Difference Between Casual vs Full-time Employment?

• Casual Versus Part Time Employees: 5 Key Differences