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Casual Employment Contract

Designed specifically for the New Zealand market and the Employment  Relations Act 2000 (as amended). All our Employment  Agreements aim to maximise the protection of the Employer and their business. However nothing in our Agreements is unfair or disadvantages the  Employee.

Recently updated in 2021 to cater for all the recent changes in 2021, sick leave, bereavement leave, Employment Relations Amendment Act, 90 Day Trial periods, Probationary Periods, rest & meal breaks, Domestic Violence, force majeure, pandemics, rain offs and tsunamis, confidentiality and the Privacy Act in December 2020

Employee's rights are largely protected by law, the Employer's aren't. In a dispute situation the onus of proof and cost of defence is often on the  Employer. Subsequent disciplinary or dismissal issues in the employment  relationship will require the parties to refer back to the Employment Agreement.  As an Employer you need to protect yourself and your business from the outset  with a comprehensive Employment Agreement.

By law Employers and Employees must have an Employment Agreement in place.  There are mandatory clauses required by the Act, some examples are:

  • Party information
  • Position
  • Duties
  • Place of work
  • Working hours
  • Type of pay
  • Public Holidays
  • Restructuring
  • Resolving Employment Relationship Problems

Compliant with latest legislation, legally correct and easy to use. All our Employment  Agreements are written by our experienced and  qualified in-house legal team.

Our Casual Employment Contract:

  • Includes detailed notes to assist with completion.
  • Is in MS Word docx format - Other formats are available upon  request.

We offer all types of Employment Agreements; Full Time, Part Time, Casual, Fixed Term and an Independent Contractors Agreement. If you are unsure which  type is best for you please contact us. The importance of using the correct type from  the outset is paramount. Once the candidate is employed it is too late. Courts can void Employment Agreements in a dispute situation removing any protection the Employer thought they had.

A Casual Employment Agreement should be used when the work arrangements are  very intermittent, or for a limited time only.
If you are thinking of offering more than two weeks employment, e.g. 80 hours work then you may wish to  consider using a fixed term agreement which could include a 90 Day Trial Period or Probationary Period as opposed to using a casual agreement.
If things evolve, and you want to set  up something more regular, you are heading into a new legal arrangement of  permanent (part time) employment so you will need to present a full/part time agreement. Remember, you can’t introduce a 90 Day Trial Period for anyone who has already worked for the Company, in any capacity, or if you employ more than 19 staff.

For further information please don't hesitate to get in touch, it is very important to get this bit right. 

Note: Buy from our online store and get immediate access to the Casual Contract template.