As the holiday season approaches, businesses are engaging Christmas casuals to manage the festive rush. While these workers are vital for handling the increased workload, it’s important to remember that they are treated the same as other casual employees under the Fair Work Act.
Here’s what you need to know to stay compliant and manage your payroll obligations effectively.
What is a Casual Employee?
As a reminder, there were changes made to the definition of a casual employee under the Fair Work Act in August 2024.
A casual employee is someone who:
- Has no guaranteed hours: Work is offered as needed, and they can accept or decline shifts.
- Earns a casual loading: This higher hourly rate compensates for not having paid leave entitlements like annual or sick leave.
Meeting Your Obligations
To stay compliant when hiring Christmas casuals, there are three key things to remember.
- All casual employees must receive the Casual Employment Information Statement (CEIS), which explains their rights, and the Fair Work Information Statement (FWIS), which covers general workplace rights. These must be given as soon as they start.
- Casual employees have the right to decline shifts. They can choose whether or not to work based on their availability. To make rostering smoother, it’s a good idea to check with your casuals in advance about their availability.
Christmas casuals are entitled to the same entitlements that a regular casual gets. This includes their casual loading, penalty rates, overtime, and minimum engagement hours. Be sure to check the specific rules in your award or enterprise agreement to stay compliant.