Casual Employment Agreement Template

Description

1. Welcome letter (optional) to greet the employee
2. Details Schedule (includes a section to define the employer and employee relationship, key responsibilities and required qualifications etc)
3. Recitals
4. Interpretation and definitions
5. Parties to the Agreement
6. Term
7. Probation
8. Employment title and Duties
9. Amendment of Duties
10. Location
11. Employee warranties
12. Work and general standards
13. Dress requirements and uniforms
14. Services and interests while employed
15. Policies and procedures
16. Work hours
17. Meal breaks
18. Remuneration
19. Remuneration review
20. Deductions
21. Work expenses
22. Training
23. Public holidays
24. Annual leave
25. Personal/carer’s leave
26. Long service leave
27. Parental Leave
28. Compassionate leave
29. Tools and equipment
30. Employee performance
31. Technological change
32. Confidential information
33. Intellectual property
34. Termination of employment
35. Resignation/termination of the Employee
36. Employee obligations upon termination
37. Restraint of trade
38. Jury service
39. Privacy
40. Notices
41. Jurisdiction
42. Variation clause
43. Counterparts
44. Execution page

Why does my business need a Casual Employment Agreement?

If your business engages employees with no on-going expectation of work or set hours per week, your employees may be classified as casual employees. 

Under the Fair Work Act 2009 (Cth), if the employer makes no firm advancement to the employee that the work will be continuous and to a regular pattern, and the employee accepts the work on this basis, then the employee will be under a casual award rate. This casual award rate differs for each industry so it is best to get the most up to date information for your specific industry on the Fair Work website.

When engaging casual employees, the key considerations to include in your employment agreement are the National Employment Standards for casual workers. The National Employment Standards list the minimum standards of employment and employee engagement such as being able to take the day off on a public holiday. 

On 27 March 2021, amendments were made to employment legislation that changed the definition of casual workers. Due to these changes, a casual employee must now be offered the option by their employer to convert to a full-time or part-time worker if:

• The employee has worked for 12 months as a casual worker at the business.
• The employee has had a regular pattern of work hours with no significant changes within the last 6 months. 

Due to these amendments, your Casual Employment Agreement must also reflect these changes.

The Business Kitz Casual Employment Agreement has been drafted to include these amendments. Business Kitz has a Fair Work compliance team to monitor Fair Work legislation changes to ensure that our employment agreements remain up to date. For any changes which occur after you have purchased our documents, we will notify you by email when changes and updates are required.

A Casual Employment Agreement assists you in providing your employees with legally compliant employment documents to prevent unwanted claims. To further streamline processes and workplace culture, take a look at our Code of Conduct Template to assist your employees in knowing what behaviour is expected of them.