Free tool
Casual conversion (employee choice) response tool
Last verified: 1 July 2026
For employers who have received — or expect to receive — a written 'employee choice' notification from a casual employee who wants to become permanent. Checks eligibility, calculates your 21-day response deadline, tests the permitted decline grounds, and drafts a written response letter (accept or decline).
Calculating the 21-day response deadline…
Reference tool for employers — not legal advice. Confirm the current requirements with the Fair Work Ombudsman before responding, and seek advice on your specific circumstances. This tool does not calculate pay, loadings or entitlements.
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Frequently asked questions
- When did the 'employee choice' casual conversion pathway start?
- It commenced 26 August 2024 for non-small-business employers (15 or more employees) and 26 February 2025 for small business employers (fewer than 15 employees).
- How long does an employer have to respond to a notification?
- The employer must consult the employee and then respond in writing within 21 days of receiving the employee's written notification, stating whether it accepts the change or not.
- On what grounds can an employer decline?
- Only three: the employee still meets the definition of a casual employee; there are fair and reasonable operational grounds not to accept; or accepting would mean not complying with a recruitment or selection process required by or under a Commonwealth, State or Territory law.
- How long must an employee have been employed before they can notify?
- At least 6 months for most employers, or at least 12 months if the employer is a small business employer (fewer than 15 employees). The employee also can't be in a current dispute about casual status and can't notify within 6 months of a previous notification, response or resolution.
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