Casual employment rules changed on 26 August 2024, including new pathways to permanent employment that start on 26 February 2025.
Casual changes
From 26 February 2025, eligible casuals can provide written notice to their employer to change to full-time or part-time employment under the new employee choice pathway. An employer can only refuse the notice for certain reasons.
We have new templates available to help you meet the new rules.
Tip: Use our new casual templates
- Employees can use our Notifying your employer that you want to change to permanent employment Notifying your employer that you want to change to permanent employment - checklist and notification template to make a notice under the employee choice pathway.
- Employers can use our Responding to an employee's notice to change to permanent employment Responding to an employee's notice to change to permanent employment - checklist and response template to respond to a notice under this pathway.
Learn more about:
- casual employees and how casual work is defined (which also changed on 26 August 2024)
- pathways to permanent employment, including who is eligible, how a notice can be made and how employers must respond.
Find out more about these and other changes already in place at Closing Loopholes.
Reminder about information statements
Employers must give every new employee certain information statements when they start work. The Casual Employment Information Statement must be provided at set times throughout a casual's employment.
Learn more and download copies at:
- Fair Work Information Statement
- Casual Employment Information Statement
- Fixed Term Contract Information Statement.
Other changes
Here's a reminder about other changes to workplace laws:
New model terms for enterprise agreements and other instruments
New model terms have been made by the Fair Work Commission for enterprise agreements and copied State instruments on:
- flexibility
- consultation
- dispute resolution.
The Fair Work Commission is the national workplace relations tribunal.
These model terms are a safety net of rules that must be included in new enterprise agreements and copied state instruments from 26 February 2025.
Learn more on the Fair Work Commission's website at Model terms for enterprise agreements and copied State instruments.
Unfair deactivation and unfair termination for regulated workers
Eligible regulated workers who experience job loss can now apply for a remedy from the Fair Work Commission.
Find out more and check eligibility at Unfair deactivation or termination for regulated workers.
New criminal jurisdiction
New criminal underpayment laws started on 1 January 2025. We can now investigate and refer suspected criminal underpayment offences for possible prosecution. Find out more about:
Right to disconnect
From 26 August 2024, employees have the right to refuse contact outside their working hours unless that refusal is unreasonable. Learn about the new right to disconnect. This doesn't apply to small business and their employees until 26 August 2025.
Learn more about these and other changes at Closing loopholes.
Keep up to date
To stay up to date and be notified with updates that are relevant to you, subscribe to our email updates. It only takes a few moments to sign up and will help you stay in the loop with changes to workplace laws.
You can also follow us on social media for other announcements and reminders:
