Sample Casual Employment Agreement

The main difference between part-time and casual employment is that a casual worker does not have defined working time. However, a part-time worker has a permanent job in a company and receives scheduled hours of work each week. These schedules should be clearly defined in a part-time contract. A casual employment contract should be used when work regimes apply very temporarily or for a limited period of time. If you are planning to offer more than two weeks of employment, for example. B 80 hours of work, you should consider a temporary agreement that could include a 90-day trial period or a trial period, as opposed to a casual agreement. If things change and you want to be a little more regular, you are moving towards new legislation on permanent (part-time) employment, which requires you to submit a full-time/part-time agreement. Remember that you cannot introduce a 90-day trial period for people who have previously worked for the company, in any capacity or if you employ more than 19 people. Since casual workers are not salaried workers, these conditions do not include many standard employment contract clauses, such as pensions. B, collective agreements, complaints, disciplinary procedures, maternity and paternity, sickness benefits and retirement. However, employers should be aware that despite the absence of a sickness benefits clause, a casual worker may continue to be entitled to statutory sickness benefits (PSPs) if they reach the PSP threshold.

Employers should keep records of work schedules and leave details. As of April 6, 2020, the reference period for vacation wages for workers without normal working time (such as casual workers) increases from 12 to 52 weeks. Employment is considered casual when a worker does not have a specific or guaranteed working time. Both the employer and the worker can terminate the contract without redundancy and the worker is not entitled to the same leave as full-time or part-time workers. This is why casual workers generally earn a higher hourly wage than permanent employees. Defenceless, the terms “casual workers” and “zero-hours workers” are often used interchangeably and there is no definitive definition of what constitutes a zero-hours contract. It is therefore important that employers use the right contract to meet their requirements. If you`re wondering, “What is a casual employment contract?”, you`re not alone. Fortunately, we have written a clear explanation to help you understand what you can see here. Separating your casual employment contract in the following sections can help structure your document and make it more understandable. All employees in Australia must have an employment contract.

The employment of a full-time, part-time or casual employee determines what should be included in the employment contract. You can use a casual employment contract if you want to employ a new casual worker or formalize contracts with an existing casual worker. This casual employment contract should be used when employers have different requirements for staff. Under a casual employment contract, the employer is not required to offer work to a person and the person is not required to accept the work when proposed. For situations where the employer is not required to work an employee, but if so, the employee is required to accept the offer, please read the zero-hours contract. Here we delve into what should be in a casual employment contract and how you can compile your own document. A casual employment contract should not be a long-term document. In general, these are two- or three-page documents that use simple language to clearly explain the terms of employment.