Casual vs Part Time vs Full Time Australia Explained

The three types in plain words

Every job in Australia is usually one of three employment types. The label tells you how predictable your hours are and what you're entitled to.

• Full time: You work an agreed set of ordinary hours each week. The National Employment Standards (NES) cap ordinary hours at 38 a week for full-time staff, but your contract or award sets your actual agreed hours. You're ongoing and you get the full range of leave.
• Part time: You're ongoing and work regular, set hours that are fewer than full time. You get the same types of leave as full-timers, worked out pro rata based on your hours.
• Casual: You have no firm advance commitment to continuing and regular work, so your hours aren't guaranteed. The boss rings you when they need you, and you can generally refuse a shift, though reasonableness rules apply. You're paid a loading instead of paid leave.

Keep in mind that the words 'full time' and 'part time' describe your contract, not how many shifts you actually get. Read the offer carefully.

What casual loading actually means

Casual loading is an extra percentage added to your hourly rate to make up for not getting paid leave and not having guaranteed hours. You'll often see it written as a higher hourly rate on your payslip or contract.

• The loading amount depends on your award or agreement. Many modern awards use a loading of 25%, but this is award-specific, so don't assume 25% applies to your role.
• Your loading should be shown clearly in your contract or pay rate schedule. If it isn't, ask.
• Casual loading doesn't cover everything. Penalty rates, overtime and public holiday rates are worked out separately, so check how they stack with your award.

Don't assume the loading covers all your entitlements. Check the Fair Work Ombudsman's pay guides for your industry.

Leave and entitlements compared

This is where the three types differ most. In general terms:

• Annual leave: Full-time and part-time staff accrue paid annual leave. Casuals generally don't, because the loading is meant to replace it.
• Personal and carer's leave: Full-time and part-time staff accrue paid personal (sick) and carer's leave. Casuals generally don't get paid personal leave, but under the NES they are entitled to up to 2 days of unpaid carer's leave per occasion.
• Public holidays: Full-time and part-time staff are entitled under the NES to be paid for public holidays they'd normally work. Casuals generally have no NES entitlement to paid public holidays, so their rights depend on their award or agreement.
• Super: Most employees, including casuals, are entitled to the super guarantee (SG). The rate is 11.5% for 2024-25 and 12% from 1 July 2025. Employees under 18 who work 30 hours or less a week don't get SG. Check your payslips show payments going into your fund.
• Notice and redundancy: Full-time and part-time staff get NES notice periods and redundancy pay where they apply. Casuals are generally excluded from these NES entitlements unless their award or contract says otherwise. Some casuals with a regular pattern of hours may still have unfair dismissal protection in certain conditions.

The National Employment Standards set the minimum. Your award can give you more, and some rules, such as long service leave, vary between states and territories. Always check the federal rules alongside your state or territory rules.

Casual conversion: can you become permanent?

If you've been a casual for a while and your hours have become regular and predictable, you may be eligible to convert to permanent part-time or full-time. Under the rules in place since 26 August 2024, an eligible casual is generally one who has been employed for 12 months and has worked a regular pattern of hours that could continue without significant change. Employers have obligations to notify eligible casuals and to respond to conversion requests within set timeframes.

• Keep a record of your rostered hours so you can show they're regular.
• An employer can refuse only on reasonable grounds set out in the Fair Work Act, such as a significant change in hours or the job no longer existing. Any refusal must be in writing and explain the reasons.
• Ask in writing so there's a clear record.

For the current eligibility rules, timeframes and process, go to the Fair Work Ombudsman. Don't rely on what a mate told you at the bar.

Which one suits you?

Choose based on what you need from the job, not just the hourly rate.

• Pick casual if you're studying, have other commitments, or want flexibility. Just budget for the lack of paid leave and set aside money for sick days.
• Pick part time if you want regular income and leave but don't need a full week. This is common in some industries, such as cafes and restaurants.
• Pick full time if you want the most security, the full set of entitlements and a clear pattern of work.

When you're browsing listings on StaffSearch AI, read the employment type on each ad before you apply. Then ask the employer to confirm it in writing, including how many hours you can expect in a typical week.

Check your rights before you start

Before you accept any job, do these things:

• Get a written contract or offer that states your employment type, hourly rate and loading (if casual).
• Find the award that covers your industry and role. In hospitality, the Hospitality Industry (General) Award (MA000009) is often the one that applies, but it isn't the only instrument. Some roles fall under other awards or enterprise agreements, so check which one covers you.
• Complete your TFN declaration and check your super fund choice details.
• Keep copies of your payslips and rosters.
• If something doesn't add up, contact the Fair Work Ombudsman. Its advice line is free. Other employment advice services, such as lawyers or unions, may charge fees or require membership.

Being a good worker doesn't mean accepting a bad deal. Know your rights from day one.