What changed
The definition of casual employment and pathways to permanent employment changed from 26 August 2024. Fair Work’s guidance also explains employer information-statement responsibilities. Eligibility and transition rules depend on the circumstances; regular hours alone do not determine status.
The payroll handover
When an employee changes status, HR should provide the approved effective date, hours, classification and pay arrangements. Payroll then needs to check loadings, leave settings and reporting fields. Applying a new rate without changing the related settings can create inconsistent outcomes.
Make the change reviewable
Use a before-and-after checklist and retain the approved instruction. Reconcile the first affected pay and leave balances. Flag conflicting dates or terms for a decision instead of letting payroll infer an employment arrangement from roster patterns.
How SESAY can help
SESAY can coordinate employee-change controls, test payroll settings and provide exception reports for HR review. Employment-status decisions remain with the client and its advisers.
Discuss your payroll requirementsOfficial sources & further reading
General information, current at the review date. Check the linked regulator guidance for your circumstances and any later changes. SESAY service scope and authorisations are agreed before commencement.