Official form guide
Form F10A: General protections (no dismissal)
This Australian government form (F10A) is used by employees or employers who have a workplace dispute about casual conversion and can't resolve it at the workplace level through discussions. It's for when there are no other fair work instruments, employment contracts, or written agreements to handle the issue.
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Form Overview
Fair Work Commission Form F10A - General protections (no dismissal)
This Australian government form (F10A) is used by employees or employers who have a workplace dispute about casual conversion and can't resolve it at the workplace level through discussions. It's for when there are no other fair work instruments, employment contracts, or written agreements to handle the issue.
Risk Radar
Scan points- 1Not providing your employer's correct legal name (instead of just trading name) is a common mistake that can delay processing.
- 2Forgetting to provide your employer's legal name (not just trading name).
- 3Not serving a copy of the application on the respondent promptly.
- 4Missing required signature or date fields.
- 5Incorrect contact details for you or your representative.
Plain English
If you're an employee or employer with a dispute about whether your casual job should become permanent (casual conversion) and can't fix it at work, this form helps you ask the Fair Work Commission (FWC) to help. You use it when there's no other way to resolve the issue.
Submission Date
- Filing date: Submit this form after trying to resolve the workplace dispute at the workplace level and failing—when there's no other fair work instrument or agreement to handle the issue.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- Use this form if you’re an employee or employer with a dispute about converting a casual role to full-time/part-time work, and can’t resolve it through workplace discussions (no other fair work instruments apply).
- Don’t use this for general dismissal issues—this is specific to casual conversion disputes.
- Check first if there’s another process (like union agreements) that handles the issue; avoid using this form if an alternative exists.
Form selector
Use this form or another form?
You're a contractor
To avoid using the wrong form and get correct help
✓ Confirm you are an employee or employer (not a contractor) before proceeding
Check Fair Work website for information on casual conversion as a contractor, not F10A
You have an award, contract, or agreement with a dispute resolution clause
To resolve your issue via the agreed-upon method
✓ Verify your agreement contains a clause for resolving disputes
Follow that process instead of this form
Your workplace problem isn't about casual conversion under s.66M
To ensure you address the correct issue
✓ Confirm your dispute involves casual conversion provisions before using this form
Not confirmed in official source; check other Fair Work forms if needed
Deadline or filing window
There's no strict deadline, but you should submit as soon as possible after the dispute can't be resolved at the workplace level.
Before you submit
- 1Serve a copy of your application on the respondent as soon as you lodge it (per form instructions).
- 2Gather supporting docs like pay slips, employment contracts for employer details.
- 3If using a representative, have their contact info ready (or skip if none).
- 4Choose electronic signature or typed name—don’t leave signature blank unless instructed.
- 5Double-check postal addresses and state/territory codes are correct.
How to file this form
- 1Complete all personal details (name, email, phone) on page 1.
- 2Provide the respondent’s legal name, ACN/ABN, and contact info (page 4).
- 3Add representative details if applicable; skip if none.
- 4Describe the casual conversion dispute in section 1 of page 5.
- 5List workplace steps taken to resolve the issue (section 4 on page 7).
- 6Specify your desired resolution outcome (section 5 on page 8).
- 7Sign with an electronic signature or typed name/date.
Known limitations
- 1This form doesn’t provide legal advice—consult a lawyer if needed.
- 2Outcomes aren’t guaranteed; the Commission decides based on evidence submitted.
- 3Representation by lawyers may require notice (Form F53) and Commission permission.
- 4Using an outdated version could cause processing delays.
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
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Fillable formOpen in Editor->This form (F10A) is a Fair Work Commission-approved document effective from 12 April 2021—ensure you’re using the latest version on the Commission’s website.
What changed or needs a fresh check
- Confirm you’re using the latest F10A version (check Fair Work Commission portal for updates).
- Note the form was approved from 12 April 2021—ensure no amendments to rules affect its use since then.
- Verify all sections align with current Fair Work Act and Commission Rules.
Quick Facts
Downloads & source
Sources
- SRCForm number F10A is issued by the Fair Work Commission—confirmed in source.
- SRCApproved date from 12 April 2021 is verifiable in form p.5/p.7.
- SRCWorkplace dispute resolution via discussions is a key eligibility condition (p.1).
- SRCRepresentation rules require notice via Form F53 for lawyers—stated on page 9.
- SRCElectronic signature option exists per form instructions (page 8).
Common confusion points
Confusing casual conversion disputes with general dismissals—this form is exclusive to role conversion.
Forgetting to serve a copy on the respondent as soon as lodging (form requires this promptly).
Mixing up legal name vs trading name for employers—use info from pay slips/contracts.
Not providing representative details if applicable; missing fields can delay processing.
Using an electronic signature incorrectly (e.g., not inserting it next to ‘Signature’ on page 8).
Source transparency
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