More information can be found in our casual employment contract model. Employers should be wary of unspoken contracts they can enter into with casual workers. If a casual worker works regularly, the employment relationship can be “permanent.” It doesn`t matter what the treaty says. Companies are then responsible for granting employees the same privileges they grant to permanent employees. If an employer does not comply with the casual conversion rules as defined in the premium or agreement for an employee, this could be against the law. Seasonal work is usually a kind of fixed-term job where the work following the employment contract ends at the end of the season. It is often used in the fruit, vegetable, fishing and meat industry, for example in a job that picks apples when they ripen after the job is finished (when all apples are picked), the employer needs workers and the fixed time does not stop. In some situations, seasonal work can become a temporary job, where the employee is rehired at the beginning of each season. Defenceless, the terms “casual workers” and “zero-hours workers” are often used interchangeably and there is no definitive definition of what constitutes a zero-hours contract. It is therefore important that employers use the right contract to meet their requirements. Temporary and casual workers can be a great way to get the help you need while staying flexible. The long-term unemployed remain casual workers, unless their working relationship with their employer changes, so there is a mutual obligation to work in progress on an agreed model of normal working time. A casual worker is someone who works irregularly for you without expecting an ongoing job, and will normally work on a “as and if necessary” basis.

The most important part of casual employment is that these workers must be covered by employment contracts. It is a little different for the employees who have agreed. If an employee has been with an employer for 12 consecutive weeks – which automatically gives him the same rights as a permanent employee – the employment contract can be terminated at any time. As a result, non-accession contracts are no longer concluded because they are considered unfair in terms of the employer`s commitment and professionalism. Many distinctions and agreements have rules on the right of a casual worker to apply for a conversion to full-time or part-time employment after a certain period of time. These rules continue to apply as part of wage subsidies for the promotion of apprenticeships (BAC). Using casual and permanent employees can be an effective tool to manage the peaks and depths of workload for your business.