The landscape for casual workers in Australia has shifted significantly with the introduction of new laws that make it easier to transition from casual to permanent employment. These changes officially came into effect on 27 November 2023, after a six-month waiting period following the initial announcement.

As of now, casual workers who meet the required criteria can request permanent employment. This provides greater job security and access to benefits that casual workers have traditionally missed out on. Here’s everything you need to know about the process and how to navigate the new regulations.

What is Casual to Permanent Conversion?

Casual to permanent conversion allows workers, employed on an as-needed basis, to transition into permanent roles. For casual workers, this shift to permanent employment brings several key benefits:

• Job Security: Permanent employees have guaranteed hours, providing greater stability in both income and career prospects.
• Paid Leave Entitlements: Permanent workers are entitled to paid annual leave, sick leave, and other benefits that casual employees typically miss out on.
• Long-Term Career Growth: Permanent roles often come with opportunities for professional development, career advancement, and additional employee benefits that casual positions may not offer.

Why These Changes Matter

The casual to permanent conversion laws provide greater protections for young workers and other casual workers in Australia. For many young workers, casual employment has been the norm – often leaving them without the job security that comes with permanent positions. These changes aim to address that imbalance by giving casual workers a pathway to secure employment and long-term career growth.

How to Convert From Casual to Permanent

Check Eligibility:

To be eligible for casual to permanent conversion, you must:

• Have worked at least 12 months as a casual employee.
• have had a regular work pattern for at least six months.

Submit Your Request:

• Write to your employer requesting permanent status.
• Keep a copy of your request for your records.

Wait for a Response:

• Employers must respond within 21 days of receiving your request.
• They can offer permanent work or refuse your request, but must provide written reasons for the decision.

Employer’s Assessment:

• Employers must assess whether your role is ongoing and if it meets the criteria for permanent conversion.

Appeal if Denied:

• If you believe the refusal is unfair, you can appeal through Fair Work or a union.

What This Means for Young Workers

Young Australians are disproportionately represented in casual employment, particularly in industries like hospitality, retail, and customer service. These new laws create an opportunity for young workers to secure stable employment with benefits like paid leave and career progression.

If you’re unsure about your legal rights at work and are under 30 in Victoria, you can contact the Young Workers Centre Legal Team for advice at [email protected]