Check your casual contracts for compliance
With the renewed focus and the uncertainties on the nature of casual employment, any business employing casual employees should regularly review and monitor their workforce. If your casuals do not have a casual contract of employment in writing then the law may “imply” a number of terms and conditions.
If you already have a casual contract in place, it’s important to review it for compliance and update in consideration of the WorkPac v Rossato decision.
HR Advance’s casual contracts are modernised and will help minimise the risk your business may be exposed to for back payment from both current and former employees who may have been engaged on a casual basis but worked on a long-term, regular or predictable basis.
Employers with award/agreement covered employees should also ensure they comply with any casual conversion requirements in the relevant award/agreement.
HR Advance has two versions of the casual contract – a simple and comprehensive version.
The Contract of Employment - Casual (comprehensive) is ideal for positions that are technical, specialist or ‘complex’. This contract provides employers with maximum coverage.
If you would prefer something shorter for your casual employees, we recommend using the Contract of Employment - Casual (simple) which is only 3 pages in length and written in plain English. The simple contract is designed for use by small businesses with uncomplicated employment arrangements.
Otherwise, it may be worthwhile considering updating to a part-time contract.
Unsure and need further advice?
If you need help understanding the recent Federal Court Judgement relating to casual employee entitlements, our team can help. Find out more here.
Disclaimer: The information in this article and the links provided are for general advice only and should not be taken as legal advice.