Casual Employment Information Statement (CEIS)
As we get into 2026, we wanted to remind you of an obligation that’s easy to miss once onboarding is complete – issuing and reissuing the Casual Employment Information Statement (CEIS).
Most employers provide the CEIS when a casual employee starts. What’s often overlooked is that the Fair Work Act requires the CEIS to be issued again at set points during employment, and the timing depends on the size of your business. The CEIS explains what casual employment means, outlines employee rights, and sets out pathways to permanent employment. Because these rights can change over time, casual employees must receive updated information at key milestones.
- For small business employers with fewer than 15 employees, the CEIS must be provided at commencement and again once the employee reaches 12 months of employment. That 12 month reissue is mandatory and commonly missed.
- For employers with 15 or more employees, the CEIS must be provided at commencement, after six months, after 12 months, and then every 12 months while the employee remains casual.
Award Updates
Children’s Services Award Changes
The Children’s Services Award 2010 has been varied following a gender-based work value assessment by the Fair Work Commission. The Commission found that roles covered by the Award have been historically undervalued due to gender-based factors, as part of its broader Gender Undervaluation Priority Awards Review.
As a result of this review, the Award will include a simplified classification structure to eight Children’s Services Employee (CSE) levels, from Introductory Educator through to Director. This replaces the previous multi-step model and provides clearer role definitions and progression pathways.
At the time of writing, the Award has not yet been updated but the determination can be viewed by Clicking Here. The determination contains formal translation arrangements which are set out in Schedule I – Classification Translation Arrangements. It is important to note that the translation is based on the classification of the employees as of 28 February 2026.
Minimum wage rates have also increased, with initial increases depending on classification. These changes apply from the first full pay period on or after 1 March 2026, with a 5% initial increase for most classifications followed by further annual increases each 30 June until 2028/2029.
To prepare – before 1 March 2026:
- Map staff to new levels using Schedule I – Noting that translation is based on their classification as of 28th February 2026.
- Check new pay rates – Calculate wage costs using the determination pay scales and prepare for changes to apply from the first full pay period on or after 1 March 2026.
- Update payroll – Input new classifications and rates; set reminders for annual increases (30 June each year)
- Tell your team – Notify employees of their new level and pay changes
Changes to Superannuation in Multiple Awards
Following a review by the Fair Work Commission, default superannuation fund names have been updated across many modern awards. These changes correct fund names, remove obsolete funds, and ensure award clauses reflect current, compliant arrangements. Employers should check that payroll systems, employment contracts and onboarding documents reflect the correct information.
It’s important to note that default super arrangements now operate alongside super stapling. When a new eligible employee starts and does not nominate a super fund, employers must first check with the ATO to see whether the employee has an existing stapled fund. If a stapled fund exists, super contributions must be paid into that fund. If the employee does not have a stapled fund and has not made a valid choice, the employer then pays superannuation into the employer’s nominated default fund.
While an award listed fund may not ultimately receive contributions because of stapling, employers must ensure their documentation, payroll set up and processes are consistent with the award terms and current law. Using incorrect or outdated fund details can create compliance risks, particularly for new starters.
Further information and a list of affected awards is available by Clicking Here.
Joinery and Building Trades & Horse and Greyhound Training Award Changes
For the Joinery and Building Trades Award 2020 (MA000029), the presentation of the collection of monies allowance for glass and glazing work, the first aid allowance, and the grindstone allowance for carpenters and or joiners has been updated.
For the Horse and Greyhound Training Award 2020 (MA000008), the public holiday penalty rate for casual employees has been added to the Pay and Conditions Tool and pay guide.
Need Advice?
ER Strategies are experts in employment compliance and can assist you in managing your employment compliance responsibilities. To discuss your obligations and assistance we can provide, get in touch with us at 1300 55 66 37, or click the button below.
