Casual conversion: turning casual work permanent
How casual conversion works for support workers — when you can request to become permanent, how the process works, and the pros and cons of converting.
What casual conversion actually means
The 2024 law change: from automatic offers to 'employee choice'
Are you actually a casual? The real test
Am I eligible to convert?
What you gain and give up: the pay trade-off
How this works under the SCHADS award
How to request conversion, step by step
When your employer can lawfully say no
If you are refused: disputes and next steps
Common mistakes and what to watch for
Should you convert? Weighing it up honestly
Frequently asked questions
How long do I have to be a casual before I can convert to permanent?
Generally you can use the employee choice pathway once you have been employed for at least six months, or twelve months if you work for a small business employer (usually fewer than 15 employees). You also need to genuinely no longer meet the casual definition — a regular, ongoing roster pattern is the key sign. These timeframes are indicative, as at 2026; confirm the current timeframe for your situation with the Fair Work Ombudsman, as the rules changed recently.
Will I lose money if I convert from casual to permanent?
Your headline hourly rate drops because you give up the 25% casual loading, but you gain paid annual leave, paid sick and carer's leave, and guaranteed hours. Whether you are better off depends on how much leave you would actually take and how much you value income security. If you rarely take time off, casual can pay more in cash; if you get sick or take holidays, permanent usually comes out ahead once six-ish weeks of paid leave a year are counted. Your weekend, public holiday and night penalties still apply as a permanent — only the casual loading is lost.
Can my employer refuse to make me permanent?
Yes, but only on specific reasonable grounds that they must put in writing after consulting you — for example if you genuinely still meet the casual definition, or if your ongoing hours are about to change because a participant's funding is ending. They cannot refuse just to avoid paying leave, and they cannot point to the NDIS price limit as a reason, because that is what a provider charges a plan, not your wage. If you think a refusal is wrong, you can raise a dispute with the Fair Work Commission.
Does the NDIS price limit affect what I get paid as a support worker?
No. The NDIS price limit is the maximum a provider can charge a participant's plan for your support — it is a billing ceiling for the provider, not your wage. Your pay is set by the SCHADS award (MA000100) and your employment agreement. Keep the two figures completely separate, and check your correct rate using the Fair Work Pay and Conditions Tool rather than any NDIS price figure.
Is casual conversion the same as being 'made permanent' at a new employer?
No. Casual conversion changes your status with your current employer — same job, new employment type and entitlements. Getting a permanent role elsewhere is a fresh job application with its own probation and conditions. Conversion is generally faster and preserves your continuity of service, which can matter for how quickly leave accrues and how any future redundancy is calculated.
Can I be punished for asking about casual conversion?
No. It is unlawful for an employer to dismiss you, cut your hours, or otherwise treat you unfairly because you asked about or requested conversion. This is protected under the general protections provisions of the Fair Work Act. If it happens, gather your rosters, payslips and correspondence and contact the Fair Work Ombudsman quickly, because strict time limits can apply to these claims.
What paperwork should I have as a casual support worker?
You should have received a Casual Employment Information Statement (CEIS) from your employer when you started and at set intervals afterwards — it explains your conversion rights. Keep your recent rosters and payslips too, because they show whether you are working a regular pattern, which is central to any conversion request. Your employment agreement and any award or enterprise agreement details are also worth keeping on file, and it helps to save these monthly so you always have current evidence ready.