Casual conversion is the right of eligible casual employees to request conversion to permanent employment after a qualifying period under the NES.
Legislation: Fair Work Act 2009 s66A-66M | Category: Employment Types
What is Casual Conversion?
Casual conversion is the right of eligible casual employees to request conversion to permanent (full-time or part-time) employment after a qualifying period of employment. Since March 2021, casual conversion rights are included in the National Employment Standards.
For non-small business employers (15+ employees), there is an obligation to offer conversion to eligible casual employees after 12 months if they have worked a regular pattern of hours for at least the last 6 months that could continue as a permanent employee. Casual employees also have the right to request conversion.
Key Compliance Points for Employers
- Non-small business employers must assess and offer conversion within 21 days after the 12-month anniversary
- Small business employers (fewer than 15 employees) have no obligation to offer but must respond to requests
- Offers and requests can be refused on reasonable business grounds, which must be documented
- The Casual Employment Information Statement must be provided to all new casual employees
- Employees can request conversion every 6 months after an unsuccessful request
Frequently Asked Questions
What is Casual Conversion?
Casual conversion is the right of eligible casual employees to request conversion to permanent employment after a qualifying period under the NES.
Why is Casual Conversion important for employers?
Understanding casual conversion helps employers comply with Australian employment law, avoid penalties, and maintain fair workplace practices.
