As workplace laws continue to evolve, significant changes to casual employment rules in Australia have already taken full effect as of 26 February 2025. These reforms introduce new compliance requirements for employers while providing greater job security and transparency for casual employees. NB Employment Law is here to help businesses navigate these changes, ensuring compliance and minimizing legal risks.
Key Changes to Casual Employment Rules in 2025
Since 26 February 2025, eligible casual employees now have the right to request a transition to full-time or part-time employment under the Employee Choice Pathway. This means casual workers who meet specific eligibility criteria can submit a written request to their employer to change their employment status.
A casual can provide written notice to their employer to change to permanent (full-time or part-time) employment under the employee choice pathway if they:
- have been employed for at least 6 months (12 months if employed by a small business)
- believe they no longer meet the requirements of the casual employee definition.
An employer must respond within 21 days after the employee gives them the notification. If the employer accepts the notification, the casual employee will become a permanent employee.
The employer may refuse the notification on the following grounds:
- where the employee still meets the definition of casual employee
- where there are fair and reasonable operational grounds to do so, or
- accepting the notification would result in the employer not complying with a recruitment or selection process required by law.
A casual employee can also choose to remain casual and not use this process.
There is an exception that should be noted that applies until 26 August 2025, which is the old casual conversion pathway will still apply to eligible casual employees who are employed by a small business employer and whom started working for their employer before 26 August 2024.
To support this transition and ensure compliance, new employment templates have been introduced. Employers must familiarize themselves with these resources to properly manage requests and maintain lawful employment practices.
Additional Workplace Law Changes Effective 26 February 2025
Beyond casual employment reforms, other key workplace law updates that employers must be aware of include:
New Model Terms for Enterprise Agreements – Enhanced contract terms to improve clarity and fairness in employment agreements.
Unfair Deactivation or Termination Protections – Eligible regulated workers, including gig economy workers and contractors, now have the right to apply for unfair deactivation or termination protections through the Fair Work Commission. This change strengthens protections against sudden job loss or removal from digital platforms.
How NB Employment Law Can Help Employers Stay Compliant
To remain compliant with these new employment laws in 2025, employers must take proactive steps. NB Employment Law provides expert legal guidance on:
- Reviewing and updating employment contracts to align with the latest casual employment rules.
- Understanding obligations regarding casual employment conversions and how to properly handle requests from eligible employees.
- Ensuring compliance with unfair deactivation and termination protections for gig economy workers and contractors.
- Implementing legally sound workplace policies that align with the latest employment law reforms.
Act Now: Ensure Compliance with the New Workplace Laws
The changes are already in effect, and non-compliance could result in legal consequences. Employers should act now to review their policies and procedures. NB Employment Law is ready to assist businesses in navigating these complex changes and ensuring full compliance with the latest workplace regulations.
For expert legal guidance and tailored support, contact NB Employment Law today. Stay ahead of casual employment law updates and protect your business from compliance risks.