Call Now
  1. Home
  2. Videos
  3. Better business adviser qa
  4. Qa session on casual employment

Casual Employment – Senior Adviser Q&A

Published: May 14, 2018

Confused about casual employment and not entirely confident about what it entails? Hear Senior Adviser, Laurence McLean, address some of the most commonly asked questions in the video above.

Read Transcript

Often they want to know whether an employee

actually is truly a casual employee

or whether they're maybe a permanent employee.

We have to look at a range of factors

in terms of that employee's employment,

looking at their contract that they

originally signed when they started

their employment, how many hours they're working,

their work patterns and whether there

is an ongoing expectation of work

for that person as well.

No, there's different entitlements

depending on whether you're a casual

or permanent employee.

Particularly around

annual leave.

So when you look at a casual employee,

really there's two ways to pay

annual leave to a casual employee.

You could pay them their annual leave as they go,

each pay cycle.

Or alternatively, you could also pay their annual leave

at the end of the employment relationship.

If it's a short period of employment

you probably can pay them as you go.

If it's going to be a longer period of

employment or you're not sure how

long the employment's going to be,

then it's probably safer to wait

until the end of the employment to pay that

annual leave out.

Not any different in terms of whether they

are casual or permanent, so long as they

work on that day then they

get the same entitlements.

The only difference would be that if they're a casual

employee and they weren't expected to otherwise work

on that day, then you may not have to pay

them as if it was for a permanent employee.

Essentially you'll look back at how they've

worked in the past, for example, if they

work every Monday

and the next Monday

coming up is the public holiday,

it's likely they are required to

be paid for that day.

If they work different days

or it's not clear the pattern of work

that they are doing, then basically

you're just looking at what...

what's been happening in the last couple of months

or so.

Well it is a really tricky area

and I think it's really important to make sure that

from day one, or even prior to that actually,

you're getting solid advice that's

giving you the outcomes that you want to achieve.

Related Videos

Have a question?

Employsure Logo

Not a client yet?

0800 568 012

Existing clients call

0800 675 700

Existing clients (overseas)

+64 9 941 5205

Employsure Office

8 Tangihua Street, Auckland CBD
Peninsula LogoEmploysure Law LogoFair Work Help LogoEmploysure Mutual LogoBright HR LogoHealth Assured LogoGraphite HRM Logo
Peninsula LogoEmploysure Law LogoFair Work Help LogoEmploysure Mutual LogoBright HR LogoHealth Assured LogoGraphite HRM Logo

Copyright © 2024 Employsure Pty Ltd. ABN 40 145 676 026

Employsure Protect is a discretionary risk product issued by Employsure Mutual Limited ACN 630 256 478 (AFSL 544232). Employsure Mutual has appointed Employsure Limited to distribute the product in New Zealand. To decide if this product is right for you, please read the Employsure Protect Product Disclosure Statement.