Since 26 February 2025, casual conversion under MA000100 is employee-initiated: a casual can give written notice requesting permanent employment after 6 months (12 months in a small business), if they no longer meet the casual definition. The employer must respond in writing within 21 days. On conversion the employee loses the 25% loading but gains paid leave and notice entitlements.
Rates current as at 2026-07-01 (Annual Wage Review), sourced from the Fair Work Ombudsman Pay Guide MA000100. Next review 2027-07-01.
Who initiates: the employee (since 26 Feb 2025)
Eligibility: 6 months (12 months for small business)
Employer response: in writing within 21 days
On conversion: lose 25% loading, gain paid leave & notice
Who Can Request Casual Conversion
Since 26 February 2025, casual conversion under all modern awards — including the SCHADS Award MA000100 — is employee-initiated. The old employer-offer model is gone. A casual employee can give written notice asking to convert to permanent employment when:
- they have been employed for at least 6 months (or 12 months for a small business with fewer than 15 employees); and
- they no longer meet the definition of a casual employee under the Fair Work Act 2009 (Cth) — i.e. the employment relationship has become regular and systematic with a firm advance commitment to ongoing work.
How an Employer Must Respond
Once an employee gives written notice, the employer must respond in writing within 21 days, either accepting the conversion or refusing it on one of the permitted grounds (for example, that the employee still genuinely meets the casual definition, or that accepting would require a significant change to the role). A refusal must set out the reasons.
Employers must also continue to provide the Casual Employment Information Statement to every casual at commencement and again at the relevant 6- or 12-month milestone. Where NDIS funding assumes a casual workforce, plan for conversion requests from long-term regular workers rather than treating them as exceptions.
What Changes on Conversion
On conversion, the employee moves to permanent full-time or part-time employment and loses the 25% casual loading — but gains paid annual leave, personal/carer's leave, notice of termination and (where applicable) redundancy entitlements. Their base classification rate under the SCHADS Award does not change; only the loading and leave treatment do.
Common Mistakes That Trigger Audits
Frequently Asked Questions
Who initiates casual conversion under SCHADS?
When can a SCHADS casual request conversion?
Does NDIS funding affect conversion rights?
What changes on conversion?
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