A casual employment contract should clearly define that the employee is engaged on a casual basis, that there is no firm advance commitment of ongoing work, and that hours may vary from week to week. It should also specify the applicable loading in lieu of leave entitlements and outline the employee’s right to request conversion to permanent employment. Bentham Sydney Employment Lawyers ensure every casual contract meets these legal standards and prevents future disputes.

A full-time employment contract provides the foundation for a stable employment relationship. It defines entitlements such as annual leave, personal leave, and notice periods, and it clarifies duties, reporting lines, and remuneration. A well-prepared contract protects both the business and the employee by setting out clear expectations and reducing the risk of future disagreement.

An Independent Contractor Agreement must define a genuine business-to-business relationship, not an employment relationship. It should make clear that the contractor controls how and when the work is performed, uses their own tools, and is responsible for their own taxation and insurance. Misclassification of contractors can expose a business to claims for superannuation, leave, and unfair dismissal.

Employers must provide all new employees with a copy of the Fair Work Information Statement before, or as soon as possible after, they commence employment. This document sets out rights and entitlements under the Fair Work Act 2009, including the National Employment Standards, modern awards, and the role of the Fair Work Ombudsman. Failure to provide it can result in penalties and non-compliance findings.

Yes. Under the Fair Work Act 2009 (Cth), employers cannot enter into fixed term contracts that exceed two years in total duration, or that can be extended or renewed beyond that limit. Repeated fixed term contracts for the same role may also be invalid. These provisions aim to prevent misuse of rolling fixed term arrangements. Bentham Sydney Employment Lawyers can review your contracts to ensure they comply.

Employers must provide every new casual employee with a Casual Employment Information Statement when they start work. This document explains what it means to be a casual employee and outlines the right to request conversion to permanent employment. It must also be reissued to existing casual employees if they later become eligible to request conversion.