Can my employer change my roster without telling me in Australia?

Generally no, for permanent (full-time and part-time) employees. The National Employment Standards require every modern award and enterprise agreement to include a consultation term: before changing your regular roster or ordinary hours of work, your employer has to notify you, give you information about the change, invite your views and genuinely consider them (Fair Work Act 2009 s145A). The notice period itself comes from your award or agreement — 7 days is a common benchmark. Casual employees whose hours are irregular or unpredictable are the main exception.

Can my employer cut my hours in Australia?

It depends on your employment type. A casual has no firm advance commitment to ongoing work (Fair Work Act 2009 s15A), so shifts can be cut. A part-time employee has agreed hours recorded in writing that generally can't be reduced without your agreement. A full-time employee has a firm advance commitment to ongoing work, so a permanent cut to ordinary hours effectively changes your contract — it needs your agreement, proper consultation, or it may be a partial redundancy. In every case it is unlawful to cut hours because you exercised a workplace right.

Can a part-time employee's hours be changed without agreement?

Usually not. Part-time employees agree their regular pattern of hours in writing when they start, and any variation must also be agreed in writing (the Fair Work Ombudsman publishes a part-time hours-of-work agreement/variation form for exactly this). Your employer can't unilaterally drop your agreed days or hours unless your award sets out a specific variation process. If they reduce your agreed hours without your consent, that's likely a breach.

Can my employer cut a casual's shifts?

Yes, generally. A casual employee has no firm advance commitment to ongoing work (Fair Work Act 2009 s15A), so there is no guaranteed minimum number of hours — even a regular pattern can be reduced or stopped, usually without notice. Casuals are still protected from adverse action and discrimination, each rostered shift must meet the award's minimum-engagement period (often 2 to 4 hours), and must be paid correctly with casual loading and any penalty rates. If you've had a regular pattern for 6 months (12 for a small business), you may be able to convert to permanent employment, which carries agreed hours.

Is it illegal to cut my hours because I made a complaint?

Yes. Cutting your hours because you exercised a workplace right — making a complaint or enquiry, taking or requesting leave, raising underpayment, joining a union, or making a flexible-work request — is adverse action and is unlawful under the general protections in Part 3-1 of the Fair Work Act 2009. You can lodge a general protections dispute with the Fair Work Commission. If it involves dismissal, a strict 21-day deadline applies, so act quickly. In a general protections case the employer carries the onus of proving the change was not because of your workplace right.

How much notice does my employer have to give to change my roster?

There is no single statutory minimum notice for a roster change under the National Employment Standards — the notice period comes from your modern award or enterprise agreement. Many awards require at least 7 days' notice of a change to a rostered shift (for example, the Amusement, Events and Recreation Award 2020). On top of that, the consultation term in your award still applies. Check the rosters and consultation clauses of your specific award on fairwork.gov.au.

Can My Employer Change My Roster or Cut My Hours?

The most-asked question in our advice logs. Answer six quick questions and get a clear assessment of whether your roster change or hours cut is likely lawful in Australia — consultation rights, agreed part-time hours, casual reality, adverse action — plus exactly what to do next. General guidance, not legal advice.

Last verified: 2 August 2026Jump to calculator ↓

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General information and estimates only — not legal, financial or tax advice. Always check your specific award, agreement or contract, or a qualified professional, before you rely on the result.

Can My Employer Change My Roster or Cut My Hours?

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