From 26 February 2025, new laws affecting casual employment in Australia will come into effect. These changes introduce a new employee choice pathway, allowing eligible casual workers to request permanent employment, alongside other workplace updates that may impact businesses using labour hire services.
Key Changes to Casual Employment
Under the new laws:
- Eligible casual employees can submit a written request to transition to full-time or part-time employment.
- Employers can only refuse the request under certain conditions outlined in the legislation.
- The Fair Work Ombudsman has released new templates to assist businesses in responding to these requests.
These changes aim to provide casual workers with more stability while ensuring businesses have clear guidelines for handling transition requests.
Learn more about the casual employment changes here: Fair Work Ombudsman – Casual Employment Changes
What This Means for Your Business
If you engage casual workers through a labour hire agency, here’s what you need to consider:
- Potential Workforce Changes – Some casual workers may opt for permanent employment, which could impact your staffing flexibility.
- Compliance with the New Laws – Understanding the eligibility criteria and responding appropriately to requests will be essential.
- Clear Communication with Labour Hire Providers – Working closely with your labour hire agency will help ensure compliance and workforce planning.
For more details on employer obligations, visit: Fair Work Ombudsman – Know Your Rights and Obligations
Other Workplace Updates from 26 February 2025
In addition to casual employment changes, other workplace updates include:
- New model terms for enterprise agreements and employment instruments.
- Stronger protections for regulated workers, including the ability to challenge unfair deactivation or termination via the Fair Work Commission.
More information about these changes can be found here: Fair Work Commission – Closing Loopholes Acts: What’s Changing
How to Stay Compliant
To prepare for these changes, we recommend:
- Reviewing your casual workforce arrangements and understanding how these changes might affect your business.
- Consulting with your labour hire agency to ensure smooth transitions where necessary.
- Using the Fair Work Ombudsman’s new templates to manage and respond to employee requests appropriately.
Access the latest Fair Work Ombudsman resources and templates here: Fair Work Ombudsman – Templates.
If you have any questions about how these changes impact your workforce, reach out to us today.