McCabes News
A Full Federal Court decision handed down on 20 May 2020 has upheld the view that casual employees who had a firm advance commitment as to the duration of their employment or the days and hours they would work are in fact permanent employees and are therefore entitled to paid leave entitlements. Whilst this isn’t itself a surprising result, the Court struck a further blow by deciding that any casual loadings paid to those staff cannot be set off against the entitlements they gain as a result of being classified as a permanent employee.
The decision arose out of uncertainty surrounding the relationship between WorkPac and one of its former employees, Mr Rossato. Mr Rossato had been employed as a casual employee across 6 consecutive contracts spanning nearly 4 years. He wrote to WorkPac, asserting that he had been a permanent employee rather than a casual employee, and accordingly claimed outstanding entitlements to paid annual leave, paid personal/carer’s leave, paid compassionate leave and payment for public holidays.
In response to receipt of Mr Rossato’s demands, WorkPac sought for the Federal Court to make declarations that:
The Full Federal Court held that Mr Rossato was not a casual employee on the basis that the parties had agreed on employment of indefinite duration, which was stable, regular and predictable. It further held that WorkPac could not set off the amounts of casual loading it had paid to Mr Rossato, the result being Mr Rossato can retain the casual loadings he has received, as well as being entitled to paid annual leave, paid personal/carer’s leave, paid compassionate leave and payment for public holidays as a permanent employee.
Unless the Federal Government acts swiftly to change the laws governing casual employment or there is a successful appeal of the decision in the High Court, many employers who utilise casual labour will likely be facing claims for entitlements to annual leave (and other forms of paid leave) from casual staff.
At this stage, employers should be performing an audit of their casual workforce to assess whether any of their casual staff could be deemed a permanent employee if the position was challenged. Employers should be answering the following questions in relation to each casual employee:
Under the Fair Work Act and modern awards, casual employees are entitled to receive a “casual loading” of 25% of their base rate of pay. This higher rate is paid because casual employees miss out on receiving the paid leave entitlements received by permanent employees.
Until now, most casual contracts have been drafted so that, if a casual employee is later determined to be a permanent employee, the employer can rely on a “set off” to reduce any of the accruing permanent employee entitlements by the value of the casual loadings the employee had been paid.
The Full Federal Court’s decision in Rossato renders these contractual set off clauses more or less useless, resulting in the employee retaining the casual loading as well as having an entitlement to the paid leave. The reasons for this include the Court’s finding that a statutory obligation to provide an employee with entitlements under the Fair Work Act cannot be discharged by the payment of a casual loading.
The decision also largely renders useless regulation 2.03A of the Fair Work Regulations, which was introduced in late 2018 after another Federal Court decision found a different employee of WorkPac could receive both annual leave entitlements and a casual loading. Although the regulation was designed to allow employers to have any casual loading taken into account when determining the amount payable to an employee in lieu of entitlements like paid leave, the Court in Rossato said that WorkPac could not rely on the regulation 2.03A because Mr Rossato was claiming the actual entitlements he would receive as a permanent employee, and not a payment in lieu of them.
As a result, it will only be in the narrowest of circumstances, that an employer will be able to seek repayment of any casual loading paid to a casual who is later deemed to be a permanent employee. On this basis, we recommend that employers also check their casual employment agreements to assess whether they are adequately worded to prevent the employee from double dipping on the leave entitlements and casual loading.
Although the position outlined above may change as a result of legislative intervention or a successful appeal of the Full Federal Court’s decision, employers should start taking steps to minimise the legal risks that now exist. These steps include:
If you would like our Employment team’s assistance with the assessment of your casual workforce or how to minimise your legal risks in this area, please let us know.