Moving from casual to permanent work requires checking the actual employment arrangement and the current pathway that applies. Regular shifts alone should not be treated as an automatic conversion date or a guarantee that a request must be accepted.
For national-system employees, the Fair Work Ombudsman’s permanent-employment guide explains the employee-choice pathway. The process described here was checked on 4 November 2026; individual eligibility still needs the relevant facts.
Distinguish agreement from the statutory pathway
An employer and casual employee can agree to permanent employment. Separately, eligible employees can use the National Employment Standards employee-choice pathway by giving written notice that they wish to change because they believe they no longer meet the casual definition.
The current FWO guidance identifies an employment period of at least six months, or twelve months for a small-business employer, together with the belief that the casual definition is no longer met. It also lists restrictions involving recent notices and disputes and special considerations for earlier employment. Check the complete guidance rather than using the period alone as an eligibility test.
Do not rely on an old summary of the previous casual-conversion rules. The present process, terminology and exceptions need to be checked against current official information.
Gather facts before making a notice
Keep your start date, contract, actual work pattern and communications about future work together. Record what has been agreed and what happens in practice. Do not edit a roster to make it appear more regular or assume an occasional shift change settles the whole question.
Identify the legal employer and check coverage. If the national system does not apply, find the relevant authority instead of assuming the FWO pathway governs the arrangement.
Our casual versus full-time guide is a broader comparison only; use current official guidance for the actual process.
Use this process checklist
| Stage | Check or record |
|---|---|
| Coverage | Relevant employment system and applicable instrument |
| Eligibility | Employment period, casual definition and any notice/dispute restrictions |
| Evidence | Current arrangement, work pattern and relevant communications |
| Notice | Written notice using current FWO guidance or template |
| Consultation | Discussion of proposed status, hours and effective date |
| Response | Written decision and reasons or agreed changes |
| Follow-up | Questions, records and official dispute-help route if needed |
The checklist does not decide whether a person is eligible. Use the facts and official instructions, and seek help if the position is disputed.
Understand the response stage
FWO’s employee-choice process guidance explains consultation and the employer’s written response within 21 days. Refusal is limited to the grounds described in that guidance; neither acceptance nor refusal should be assumed before the process occurs.
If a change is accepted, confirm whether employment will be full-time or part-time, the hours and when the change takes effect. Compare the new pay and entitlements as a whole rather than expecting a casual loading to continue unchanged.
Keep the notice and response. If there is disagreement, use the official help or dispute pathway and obtain advice on your circumstances. Do not treat a manager’s informal comment as the complete written outcome.
For the wider context, read our casual jobs guide. A move to permanent work is an employment decision, not a promise of unlimited hours or a particular future career result.
