In Australian workplace law, there has been a statutory definition of casual employment since 2021 (which is retrospective).
Under the Fair Work Act 2009, a person is a casual employee if: The only four factors that can be considered in whether an employer's offer does not include a "firm advance commitment" are: Under the National Employment Standards, certain casual employees (who have worked for at least 12 months and worked a regular pattern of hours for the last six months) have a right to be offered or request their employer to convert to permanent employment.
[6] In New Zealand, casual employees are guaranteed either annual leave pro-rata, or 8% holiday pay on top of earnings.
Casual employment contracts lack sick leave and guaranteed work hours.
If those obligations only exist during periods of work, the employment will be regarded as casual.