Call Now
  1. Home
  2. Blog
  3. Casual conversion explained

Casual Conversion Explained

Published February 2, 2020 (last updated on April 18, 2024) | Adam Wyatt - Content Writer

interested nurses look at contract

Casual To Permanent Conversion

In October 2018, many modern awards received a new clause that provided casual employees with an entitlement they did not have before.

Called ‘casual conversion’, this clause provides, in specific circumstances, casual employees the right to request their employment be made permanent (i.e. part-time or full-time employment)

But what is casual conversion, and how may it impact your business?

NB: this article will discuss casual conversion as it is laid out in the model clause. A model clause is the clause which has been incorporated as standard in the majority of awards. It is not included in all awards and you should always check the applicable modern award and seek advice relevant to your specific circumstances. This article is current as of January 2020.


What Is Casual Conversion?

The casual conversion clause entitles casual employees to request to have their employment ‘converted’ to full-time or part-time work.

However, there are a few pre-conditions that need to be met. For example, the employee is required to have been working for at least 12 months with the employer, on a regular basis.

If an employee hands in a casual conversion request, an employer can only refuse it on reasonable grounds after consulting with the employee. Reasonable grounds include, but are not limited to, if the conversion would require a significant adjustment to a casual employee’s hours of work or if the employer could foresee the employee’s position as no longer existing in the next 12 months.

 NB: As mentioned Award provisions can vary. For example, some Awards provide for the right to request casual conversion after 6 months. 


What Is The Casual Conversion Clause?

The casual conversion clause has, as of January 2020, been inserted into the majority of Modern Awards.

Prior to that, some Awards had casual conversion provisions as it was standard practice in certain industries.


What Is a Long-Term Casual Employee?

In the model casual conversion clause, a ‘long-term’ casual employee isn’t defined as such.

However, the clause does define what a ‘regular casual employee’ is – a casual worker who has worked a pattern of hours on an ongoing basis, for the past 12 months, which without significant adjustments could be performed on a permanent basis.

One condition that an employee must meet to successfully request casual conversion is that they are a regular casual employee.

Want to know more about Casuals?

There has been a recent Court ruling regarding the status of casual employees.

Download our FREE guide to find out more:

Download now

Employee’s Right to Request Casual Conversion

Any casual employee can request casual conversion. But employees are not obligated to accept that request, if certain requirements are not met.One of those requirements is that the employee be a regular casual employee (discussed above) and has been working for the employer for at least 12 months. If they have been working equivalent full-time hours, they may request to have their work converted to full-time. And if they’ve been working less than the equivalent full-time hours, they may request part-time conversion.

When submitting a request to their employer, the request must be in writing.

Converting Casual to Permanent Employment

If a request to convert is accepted by the employer, the two parties must then discuss and record (in writing) whether the employee will become a full-time or part-time employee.

If it is agreed that the employee is to become part-time, then any part-time employment requirements must be set. Such provisions may require that the employer and employee agree in writing to things such as the days the employee will work, the start and finish time on each day and the numbers of hours each week which will be worked.

The conversion will then take effect from the next pay-cycle, unless otherwise agreed.

Once an employee has successfully converted, they will remain a permanent employee unless there is a written agreement between the employer and employee to change the relationship again.

What Does it Mean For Your Business?

Begin forecasting

Keep a close eye on how the additional entitlements available to part-time and full-time staff could affect your business. This can be both financial, as well as the additional obligations you need to meet as an employer.

Performance manage under-performing staff

If your casual staff are going to have the right to request part-time or full-time work after 12 months, then you want to make sure they’re the kind of staff you want to keep in your business long-term. If there are any under-performing casual staff in your business, start performance management plans early.

Get Advice

Managing staff, entitlements and potential conversion of casual staff to part-time of full-time employees is a complex process. Don’t do it alone — get professional advice to protect your business.

For any advice on understanding and implementing these changes, call us on 1300 651 415 to discuss or fill out the form below for any enquiries.

Updates On Casual Conversion

Watch updates on casual conversion and how this will impact your business.

Watch now

Frequently Asked Questions

Can I Reject a Request for Casual Conversion?

An employer may reject a request for a casual conversion – but only if that meets the clause’s ‘reasonable grounds’ for refusal.

These reasonable grounds include:

  • that the employee has not been a truly regular casual during the previous 12 months;
  • converting the employee requires a significant adjustment to the casual’s pattern of hours;
  • it is known or reasonably foreseeable that:
    • the regular casual employee’s position will cease to exist within the next 12 months;
    • the hours of work which the regular casual employee is required to perform will be significantly reduced in the next 12 months; or
    • there will be a significant change to the hours of work the employee will be engaged in (days or times) in the next 12 months – and this change cannot be accommodated within the days or hours during which the employee is available to work.

Furthermore, for an employer’s refusal to be reasonable, it must be grounded in facts that are known or reasonably foreseeable.

If an employer refuses a request for casual conversion, they must notify the employee in writing within 21 days and only after they have consulted with the employee.

What If the Employee Disputes the Rejected Request?

As the employer’s refusal has to comply with a few conditions, its not unlikely that an employee might dispute the employer’s conclusions.

In the case that this happens, the two parties must go through a dispute resolution procedure, as provided by the relevant Modern Award. If there’s still no resolution, either party may then refer the matter to the Fair Work Commission.

What Are the Benefits of Part-Time and Full-Time Work?

Part-time and full-time employees – known collectively as permanent employees – have a few rights and entitlements that casuals don’t have.

To help give you an indication as to why a casual employee may wish to convert to a permanent position, some of the most important differences are listed below:


Permanent Employees

  • can access paid annual and personal/carer’s leave
  • are entitled to unfair dismissal provisions after a qualifying period (e.g. probation)
  • work agreed hours and have an ongoing expectation of work
  • must give or be given notice of termination of employment


Casual Employees

  • are not entitled to paid leave
  • are only entitled to unfair dismissal if their employment is regular and systematic
  • often work irregular hours
  • are generally not entitled to receive notice of termination of employment
  • however, are entitled to casual loading

Get Workplace Advice Now

Call Our Team of Expert Advisers Who Will Help You with Your Workplace Questions.

Call now

Related posts

Have a question?

Employsure Logo

Not a client yet?

1300 207 182

Existing clients call (AU)

1300 651 415

Existing clients call (overseas)

+61 2 8123 3640

Employsure HQ

Level 6/180 Thomas St, Sydney NSW 2000
Peninsula LogoEmploysure Law LogoFair Work Help LogoEmploysure Mutual LogoBright HR LogoHealth Assured LogoGraphite HRM Logo
Peninsula LogoEmploysure Law LogoFair Work Help LogoEmploysure Mutual LogoBright HR LogoHealth Assured LogoGraphite HRM Logo

Copyright © 2024 Employsure Pty Ltd. ABN 40 145 676 026

Employsure Protect is a financial product issued by Employsure Mutual Limited ACN 630 256 478 (AFSL 544232). Employsure Mutual has appointed Employsure Pty Ltd as its Authorised Representative (No. 001274577) to distribute the product and provide general advice. To decide if this product is right for you, please read the Employsure Protect Product Disclosure Statement (PDS) and Target Market Determination.