Types of Employment

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More information about the different types of employment can be found at: Fair Work

1. Employees can be taken on as full-time, part-time or casual.

Full-time employee:

• works, on average, around 38 hours per week
• usually works regular hours each week
• has fully paid leave entitlements
• is a permanent employee or on a fixed-term contract

Part-time employee:

• works, on average, less than 38 hours per week
• usually works regular hours each week
• is entitled to the same benefits as a full-time employee, at a partial rate corresponding to the proportion of full-time hours they work
• has paid leave entitlements
• is a permanent employee or on a fixed-term contract.

Casual employee:

• has no guaranteed hours of work
• usually works irregular hours (but can work regular hours)
• doesn’t get paid sick or annual leave, but receives a higher hourly rate than full-time or part-time employees
• can end employment without notice, unless notice is required by a registered agreement, award or employment contract.

2. Fixed-term contract employees:

• are employed for a specific period or task, on a full-time or part-time basis
• are entitled to the same wages, penalty rates and leave as permanent employees.

3. Shift workers:

• work outside normal working hours and receive extra payment for doing so.

4. Daily and weekly hire employees:

Employees can be hired as daily or weekly hire employees in the following industries:

• building and construction
• plumbing.

5. Probation:

An employer may put a new employee on probation to determine if he/she is suitable for the role of business. The employer decides how long the probation period will be. It can range from a few weeks to a few months from the start of employment.

Probation periods are not separate periods of employment and the new employee receives the same entitlements as he/she would receive if not on probation, including accrual of, and access to, paid leave.

If it is decided not to retain an employee after his/her probationary period, notice of termination is still required to be given, and payment made for any unused accumulated annual leave.

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