b'CLOSING LOOPHOLESCASUAL CONVERSION &CASUAL INFORMATION SHEET When: 26th August 2024For large businesses (15 employees): as soon asKey Changes:possible after six months employment and every 12months thereafter This is a new regime for casual conversion to permanentemployment, which focuses on "employee choice". Thismeans an eligible employee can initiate the request. What it is: The employer must respond in writing to the employees Eligible casual employees can initiate arequest within 21 days to accept or reject, but request to change to full-time or part-timeconsultation must occur with the employee rst.employmentIf accepted, the employer must include in their responseEligible = whether the employee will now be a part- or full-time o believes they are no longer a casual employeeemployee, how their working hours will change and at the point in time when they make thewhen the change will take effect.notication to their employer. o meets the minimum employment period6An employer may reject the request if:months (or 12 months if employed by a smallthe employee is still, in fact, a casual employee as business) dened; oro is not currently (or in the last 6 months) in a"fair and reasonable operational grounds" exist, such dispute over their status as:o wants to change their employment status tosubstantial changes would be required to the full-time or part-time employment organisation of the employer\'s business;What it isnt: there would be signicant impacts on theoperation of the employer\'s business;A \'right\' to conversion - it is a right to \'request\'the employer would have to substantially change A never-ending cyclean employee can onlythe employee\'s terms and conditions of request once every 6 months employment in order not to breach a term of afair work instrument applying to the employee asa permanent employee; oraccepting the notication would result in theemployer\'s failure to follow legally-required What happens with disputes?:recruitment or selection processes.Parties must attempt to resolve disputes at a workplacelevel rst, before any referral to the FWC. The Casual Employment Information Statement must be provided:The FWC must rst attempt to resolve the dispute For all businesses: on commencement and as soon other than via arbitration. as possible after 12 months employment Practical Tips for Employers: 1) Provide the Casual Employment InformationStatement on commencement, and then according tothe size of your business. 2) Implement a fair and objective process for assessing requests to convert to permanent and know the business grounds for fair decisions. 3) Update existing policies and procedures regarding casual conversion to ensure they reect the new laws including referencing handling disputes about status of employment in any existing Grievance/Dispute Handling policy. Page | 12IR Update July 2025'