Can I convert from casual to permanent in Australia?

Yes. Under the Employee Choice Pathway introduced by the Fair Work Legislation Amendment (Closing Loopholes) Act 2023, casual employees can notify their employer in writing that they wish to convert to permanent employment. You must have been employed for at least 6 months (large employer) or 12 months (small employer) and have worked a regular pattern of hours that could continue as a permanent employee.

What is the Employee Choice Pathway?

The Employee Choice Pathway is the process under the Fair Work Act (s66AAC) that allows casual employees to give written notification to their employer that they want to convert to permanent (full-time or part-time) employment. It replaced the previous employer-initiated conversion process from 26 August 2024. The employer can only refuse on reasonable business grounds and must respond in writing within 21 days.

Do I lose my casual loading when I convert?

Yes. When you convert from casual to permanent employment, you will no longer receive the 25% casual loading. However, you gain access to paid annual leave (4 weeks), personal/carer's leave (10 days per year), redundancy pay entitlements, notice of termination, and other NES protections. The total value of these entitlements often exceeds the casual loading.

Can my employer refuse casual conversion?

Your employer can only refuse your conversion request on reasonable business grounds. These may include that the employee's position will cease, hours will significantly reduce, or changes to working days/times would not be able to accommodate permanent employment. The employer must provide written reasons for refusal within 21 days and the employee can dispute the refusal through the Fair Work Commission.

Casual to Permanent Conversion Checker

Check if you're eligible to convert from casual to permanent employment under the Employee Choice Pathway, and compare what you'd gain and lose.

Last verified: 21 May 2026

After 12 months of regular and systematic work, casual employees have the right to request conversion to permanent employment. Employers with 15+ staff must offer conversion. Smaller employers must respond to a written request within 21 days.

AIGot a tricky case? Ask FairWork Mate AI — 1 free question, no signup →

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Understand the new casual-to-permanent conversion rights in Australia for 2026. Learn about employee-initiated conversion, eligibility requirements, how to make a written request, employer grounds for refusal, and the financial implications of converting including losing casual loading but gaining leave entitlements.

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Casual to Permanent Conversion: Your Right to Go Full-Time

Understand your casual conversion rights in Australia for 2026. Learn when your employer must offer permanent employment, how to request conversion, and what to do if your employer refuses.

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FairWork Mate is an independent commercial service. We are not affiliated with, endorsed by, or associated with the Fair Work Ombudsman, the Fair Work Commission, or any Australian Government agency. Content is general information and estimates only — not legal, financial, or tax advice. Always verify with the Fair Work Ombudsman (13 13 94) or a qualified professional.

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Casual to Permanent Conversion — Your Right to Request Full-Time After 12 Months

After 12 months as a casual, you have the legal right to request permanent employment under the Closing Loopholes Act. Step-by-step: how to make the request, employer response deadlines, grounds for refusal, and how to dispute.

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Casual to Permanent Conversion 2026: New Rules, How to Request, and Employer Obligations

Updated casual conversion rules for 2026: employers must now OFFER conversion after 12 months. See the new employee choice pathway, how to request permanent status, and what to do if refused.

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