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The NSW Industrial Relations has outlined different circumstances and situations to help you understand how to calculate a casual worker's entitlement.

Employers may need to hire temporary staff for a number of reasons. It could be for project work, maternity or paternity leave cover, or to meet seasonal demand.

When an employee’s casual negligence in a team lift landed a labour-hire worker in severe, chronic pain, a court found the host employer was vicariously liable.

What happens when a young casual worker is suddenly taken off the roster—but still technically "employed"?

Amended legislation has recently been passed that will make changes to the Fair Work Act 2009 (Cth) to include changes governing casual employment.

A teacher's previous casual work was key to his successful unfair dismissal claim, as it counted towards his continuous service. The Fair Work Commission ruled that regular, systematic casual work can meet the six-month threshold for unfair dismissal eligibility.

It's important to consider the relevant short-term and long-term needs of an organisation when selecting the appropriate form of employment for a particular role.

Usually, a casual employee is paid only for the time worked and doesn't receive payment for any paid leave.

A migrant worker with limited English was unfairly dismissed after being made redundant without support or consultation. The Fair Work Commission emphasised the need for extra care with vulnerable workers in such cases.