Foez Dewan
Principal
The High Court upheld WorkPac’s challenge to the finding of the Full Court of the Federal Court which found that coal mineworker Robert Rossato was entitled to paid leave while engaged as a casual employee on consecutive contracts for almost four years.
In May 2020, in WorkPac Pty Ltd v Rossato [2020] FCAFC 84 (Rossato), the Full Federal Court held that Mr Rossato, who had been employed as a casual employee across 6 consecutive contracts spanning nearly 4 years, was in fact not a casual employee on the basis that the parties had agreed on employment of indefinite duration, which was stable, regular and predictable.
The Full Federal Court went on to determine that WorkPac was not entitled to set off the amounts of casual loading that it had paid to Mr Rossato, and accordingly Mr Rossato was entitled to be paid his entitlements for annual leave, paid personal/carer’s leave, paid compassionate leave, and public holidays.
This was held despite Mr Rossato’s contracts expressly identifying him as a casual, three of the contracts referring to Mr Rossato’s base rate of pay as incorporating the payment of a 25% casual loading rate, and one contract expressly acknowledging that casual loading was paid in lieu of leave, notice and redundancy entitlements.
The changes made to the FWA earlier this year were in direct response to this decision of the Full Federal Court in Rossato, as well as a similar case WorkPac Pty Ltd v Skene [2018] FCAFC 131, where in both cases, the Court had held that the employee was not in fact a casual employee, despite having received a casual loading rate.
In WorkPac Pty Ltd v Rossato [2021] HCA 23, the High Court has overturned this decision of the Full Court of the Federal Court. The High Court held that a “casual employee” involves:
(a) no firm advance commitment from the employer as to the duration of the employee’s employment or the days (or hours) the employee will work;
(b) no reciprocal commitment by the employee to the employer;
(c) where there is a written contract and adherence to those terms, the requisite firm advance commitment must be found in the binding contractual obligations of the parties; and
(d) a mere expectation of continuing employment on a regular and systematic basis is not sufficient for the purposes of the FWA.
The High Court found that Mr Rossato’s employment was expressly on an “assignment by-assignment basis”. He was entitled to accept or reject any offer of an assignment, and at the completion of each assignment WorkPac was under no obligation to offer further assignments. The existence of a roster fixed long in advance did not establish a commitment to an ongoing employment relationship beyond the completion of each shift.
Employers who were facing the prospect of “double-dipping” backpay claims from casual employees will welcome the High Court decision which confirms that employment contracts are decisive in determining employment type. A mere expectation of continuing employment on a regular and systematic basis is not sufficient to deprive an agreement for casual employment of that character.
If you have any questions about the changes that have been made to casual employment this year, and the steps required to comply with the reforms, please don’t hesitate to contact one of the McCabes – Employment Team members.