Casual Employment Agreement Checklist

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Creative and entertainment industry businesses commonly hire casual staff as opposed to full-time staff. Use our checklist below to create a Casual Employment Agreement.

Hiring casuals can be great for short-term projects or productions, or if an employee wishes to have more flexibility in terms of work days and hours. Certain legal requirements apply to casual employees that are different from permanent part-time or full-time staff, so it’s important to ensure you make the terms of casual employment clear in your Casual Employment Agreement. Filling out our checklist will help you work out what to consider when bringing on a casual employee. Once you've submitted all your answers, we can draft a custom Casual Employment Agreement to fit your needs. If you can’t answer certain questions, you’ll probably need legal advice, so just put ‘I don’t know’ or get in touch!

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1. Contract Details

A. What is the name, address and ABN of the Employer?
B. What is the name, address, email and phone number of the Casual Employee?
C. What will be the commencement date of employment?
D. What is the Employer's core business activity (in one sentence)?

2. Employee Services

A. What will be the Casual Employee's Title/Position?
B. Who will be the supervisor?
C. What services will the Casual Employee be providing? Please provide a detailed job description.
D. Will the Employee be required to comply with any specific reporting requirements?
E. Will the Employer own everything created by the Casual Employee?

3. Scope of Employment

A. Will there be a trial or probation period?
B. What is the location/address at which the Casual Employee will need to provide the services (e.g. in the office or from home)?
C. How much resignation/termination notice is needed?
D. What are the usual business hours and scheduled work days?

4. Salary, Equipment and Expenses

A. What will be the Casual Employee's hourly rate (not including superannuation)?
B. When will payments be made (e.g. weekly, fortnightly or monthly)?
C. Does the Casual Employee need to provide any specific equipment owned by them (e.g. computer, phone, camera, software) in connection with the provision of the services?
D. Will the Casual Employee be given any specific equipment to complete the services? If so, please provide details.
E. What allowances or pre-approved reimbursements for work-related expenses (if any) will the Casual Employee be entitled to?
F. Will the Casual Employee regularly be required to travel? If so, how will travel expenses be managed?

5. Overtime

A. Will the Casual Employee be required to provide services after hours, on public holidays and/or on weekends?
B. Is the hourly rate payable calculated to be inclusive of loadings and penalty rates, or will minimums apply?

6. Exclusivity/Non-Solicitation

A. Will the Casual Employee be prohibited from providing services to a competitor during or immediately after the term of employment? If so, what restrictions are required?

7. Special Conditions

A. Is there anything unusual about the employment relationship or the Employee that should be addressed in the Casual Employment Agreement?
b. Are there any special conditions that will apply to the Casual Employment Agreement (e.g. unusual intellectual property ownership arrangements, share scheme arrangements, bonus structures or commissions)?

Your Details

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