Casual Employment Information Statement
Reminder: Changes to casual employment laws
By 27 September 2021, employers (other than small businesses) need to assess whether their existing casuals are eligible to be offered permanent employment.
For more information, visit Becoming a permanent employee.
Employers have to give every new casual employee a Casual Employment Information Statement (the CEIS) before, or as soon as possible after, they start their new job.
On this page:
The CEIS was first published on 29 March 2021 and was last updated on 9 August 2021.
The updated version includes more information about the definition of a casual employee and minor changes to information about casual conversion for existing employees.
Download the Casual Employment Information Statement (PDF 184.8KB) (DOCX 57.1KB)
What is the Casual Employment Information Statement?
Employers aren't required to give casual employees the CEIS more than once in any 12 month period (for example, if an employer employs a casual employee temporarily at different stages in a 12 month period, they only need to give them the CEIS once).
The CEIS has information about:
- the definition of a casual employee
- when an employer has to offer casual conversion
- when an employer doesn’t have to offer casual conversion
- when a casual employee can request casual conversion
- casual conversion entitlements of casual employees employed by small business employers
- the role of the Fair Work Commission to deal with disputes about casual conversion.
Providing employees with the CEIS
Employers can give casual employees the CEIS:
- in person
- by mail
- by email
- by emailing a link to this page of our website
- by emailing a link to a copy of the CEIS available on the employer's intranet
- by fax
- by another method.
Employers need to give casual employees the version of the CEIS that is in place when they have to issue the CEIS. Employers should check back here regularly to make sure they give the correct version.
For more information about casual employment see:
Source reference: Fair Work Act 2009 s.125A-B
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