What is a casual employee?

Although “casual employment” is not formally defined in law, it generally describes an arrangement where the employee:

• Works only when it suits both the employer and the employee, and can decline work
• Does not have a regular or predictable pattern of hours
• Has no expectation of ongoing employment

Casual employees are still entitled to rest and meal breaks, but there are differences compared to permanent roles. For example:

• Casual employees work only when asked and when they agree to the hours offered
• Entitlements such as annual leave, sick leave, bereavement leave, and family violence leave apply differently to casuals
• Employment can end without a formal resignation or dismissal process

Ensure compliance from the beginning

To meet your legal obligations, you must have a written employment agreement in place for every employee, including casual workers. For a casual agreement to be compliant and clear, it must outline:

• That there is no guarantee of work on any particular day
• That the amount of work offered may vary
• That each acceptance of work is treated as a new and separate period of employment
• How and when the employer will communicate that work is available
• That the employee is not required to accept any offer of work

If you are unsure where to start, you can create an employment agreement here, or learn more about the regulations here. 

Remember that all employees, regardless of employment type, are entitled to sick leave, bereavement leave, family violence leave, and alternative holidays once they meet the relevant criteria. 

Casual employees can offer real value to your business, but only when their engagement is handled correctly. Correctly classifying and managing employment arrangements is vital. It supports a fair, transparent workplace culture and reduces the risk of costly disputes or compliance issues.