Casual Conversion Rights – Expert Legal Help l Canny Group
Often our business clients want advice on putting into place employment arrangements that are flexible in the form of casual employment arrangements that may also suit employees. We are here to help, Casual Conversion Rights – Expert Legal Help l Canny Group.
At times the business may want confidence in the employee’s performance before considering a full time contract or the business may be approached by a casual employee who seeks to be converted to full time employment after working regular hours.
In September 2018 the Fair Work Commission (FWC) turned its attention to the question of “Casual Conversion” and the employer’s obligation to convert a causal employee working regular hours to full time or part time permanent employment. From 1 October 2018 the FWC varied many awards to include this right. Subject to certain prerequisites in many circumstances (that is 84 Modern Awards in addition some 28 Modern Awards that already contain the right) an employee has a right to request casual conversion to permanent employment.
The rights is subject to the casual employee working a pattern of hours over the previous 12 months that they could continue to perform on a full time or part time basis under the provision of the applicable award.
Subject to the formalities such as the request being in writing the employer may refuse only on reasonable grounds such as: the employee is not working regular hours; it is known or reasonably foreseeable the employee’s position will end; it is known that the employee’s hours will significantly reduce in the next 12 months. Any such ground must be provided to the employee in writing in 21 days of the request being made. If the employee disputes the alleged facts or claimed reasonable bases, the dispute will be heard at FWC.
Accordingly business are not required to offer employees under relevant Modern Awards permanent employment and the casual employee’s right depends on the facts determining regular employment over the preceding 12 months. If casual employees prefer flexibility and 25% higher pay they will not exercise this right.
If you would like more information, or to find our how we can help – please get in touch with our team.
Richard Pinkstone – Principal Solicitor