Misclassification and misuse of casual or part-time contracts is a common compliance risk in aged care. Getting it wrong can lead to underpayments, claims, and fines.

Define Employment Types

Distinguish between casual, part-time, and full-time under the Aged Care Award 2010.

Casual Conversion Obligations

Outline the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Act 2021 requirements for offering casual conversion after 12 months.

Part-Time Hours and Overtime Rules

Explain rules about agreed regular hours, and when overtime applies for part-time staff.

Common Pitfalls

• Using "casuals" long-term without reviewing status
• Not documenting part-time hours properly

Best Practice Tips

• Use written contracts
• Review hours every 6–12 months
• Provide flexibility policies

Review your workforce mix with Ignite HR today: https://ignitehr.com.au/bookings

Sources:
Fair Work Ombudsman: Casual Conversion
Aged Care Award 2010