I'm a casual employee
Understand casual loading, conversion rights, leave entitlements, and the new casual definition.
What makes you casual?
Since the Fair Work Act amendments in 2024, a casual employee is someone whose employment relationship is characterised by an absence of a firm advance commitment to continuing and indefinite work according to an agreed pattern of work. It's about the real substance of the relationship, not just what the contract says.
Casual loading
Casual employees receive a 25% loading on top of the base hourly rate under most awards. This compensates for not receiving paid annual leave, personal leave, notice of termination, or redundancy pay. Your casual rate should always be at least 25% higher than the equivalent permanent rate.
Casual conversion
After 6 months of employment (12 months for small businesses), casual employees who have worked a regular pattern of hours can request conversion to permanent employment (full-time or part-time). Your employer must respond within 21 days. They can only refuse on reasonable business grounds, and must provide written reasons.
What leave do casuals get?
Casual employees are entitled to: 2 days unpaid compassionate leave per occasion, 10 days paid family and domestic violence leave per year, unpaid community service leave (paid for jury duty), and unpaid parental leave (after 12 months of regular and systematic service). Casuals do NOT get paid annual leave or paid personal/carer's leave.
Casual vs part-time: which costs more?
For employers, the answer depends on hours and duration. Casuals cost more per hour (25% loading) but have no leave liabilities. Part-timers cost less per hour but accrue annual leave, personal leave, and are entitled to notice and redundancy. Use our comparison calculator to see the numbers for your specific situation.
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Official resources
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.