Maybe you have it all sorted. Here a few suggestion for your checklist.
- Learn more about
- Definining casual workers,
- Holiday pay & Holidays
- Sick Leave
1 Have you defined ‘casual worker’ correctly?
Here’s how the Department of Labour does it:
“Casual workers are those who work as and when requried, with no guarantee of set hours or continuous employment”
2 Have you included a clause in your agreement to cover holiday pay?
If you are paying your casual employees on a Pay-As-You-Go basis you should include the arrangement for their holiday in their employment agreement. Not sure what to write? No problem. Our friends at Turner Hopkins solicitors have provided an example: Show me
3 Have you remembered the four weeks holiday?
After 12 months of continuous employment your casual employee will be entitled to four weeks annual holiday…in addition to any casual holiday pay you have already paid on a Pay-As-You-Go basis. You’ll need a system to identify casual employees who have worked continuously for you.
4 Have you allowed for sick and bereavement leave?
In certain circumstances casual employees are entitled to sick leave and bereavement leave. If they have worked for
-at least six months; and
-for an average of at least 10 hours perweek; including
-at least one hour per week or 40 hours per month.
5 Are your casuals really part-time employees?
The Dept of Labour reports that many employees who are described as “casuals” are actually part-time employees with established employment work patterns. If you have employees who are currently set up as “casual” but who actually have permanent employment, it would be advisable to change their employment agreements.