The festive season is fast approaching, and now is the time to plan your seasonal workforce. Casual employees provide flexibility to meet increased demand without committing to ongoing employment. While casuals are ideal for seasonal roles, employers must follow Fair Work rules, modern awards, and state or territory laws to ensure compliance. Proper contracts, clear expectations, accurate pay, and safety training are essential to avoid disputes and keep your business running smoothly.
Quick Checklist for Seasonal Casuals:
- Employment type: Clearly state the role is casual and irregular.
- Casual loading: Include in lieu of leave and notice (does not cover redundancy).
- Hours: No fixed hours or promise of ongoing work.
- Notice: Casuals generally do not need to give notice, unless the award specifies.
- Policies: Provide key workplace policies and ensure acknowledgment.
- Job description: Set clear duties and expectations.
- Induction: Provide paid induction and training on WHS and equipment.
- Award compliance: Check relevant modern award for rates, penalties, minimum hours, and youth pay.
- Child employment laws: Follow state or territory rules if hiring minors.
- Information statements: Provide CEIS and Fair Work Information Statement, with acknowledgment.
- Casual conversion: Regular, systematic work over 6+ months may allow request for permanent employment (award rules apply).
By following these steps, you can hire seasonal casuals legally, safely, and efficiently, ensuring a smooth festive season for both your team and your business.
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.
