Official form guide
Form sts notifying your employer to change to permanent: Sts notifying your employer to change to permanent
This is a checklist and notification template for casual employees who want to switch to permanent full‑time or part‑time work under the employee‑choice pathway of the National Employment Standards. Use it when you are ready to formally tell your employer you want a permanent role.
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Form Overview
Fair Work Ombudsman Form sts notifying your employer to change to permanent - Sts notifying your employer to change to permanent
This is a checklist and notification template for casual employees who want to switch to permanent full‑time or part‑time work under the employee‑choice pathway of the National Employment Standards. Use it when you are ready to formally tell your employer you want a permanent role.
Risk Radar
Scan points- 1Don’t use the Fair Work Ombudsman letterhead – it’s not required and can cause confusion.
- 2Using the Fair Work Ombudsman letterhead
- 3Submitting before the 6‑month (or 12‑month) service requirement is met
- 4Failing to keep a personal copy of the notice
- 5Sending the notice to the wrong address or email
Plain English
If you’re a casual worker and think you no longer meet the casual definition, you can write a short notice to your boss asking to become a permanent employee. The Fair Work Ombudsman gives you a ready‑made letter and a quick eligibility checklist.
Submission Date
- Filing date: Submit the notice as soon as you’re eligible – after at least 6 months (or 12 months for a small business) and only if you haven’t been refused or had a dispute in the past 6 months. Your employer must reply in writing within 21 days of receipt.
- 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
- You are a casual employee who meets the employee‑choice eligibility criteria.
- You want to formally request conversion to permanent full‑time or part‑time work.
- You prefer to use the written notice route required by the National Employment Standards.
- You need a template that includes the required eligibility statements and employer response timeline.
Form selector
Use this form or another form?
Not eligible under employee‑choice pathway
Eligibility boxes not all ticked
✓ Verify eligibility first
Discussion with employer or other HR form
Employer has already refused a previous notice
Dispute resolution needed
✓ Check if 21‑day response was given
Fair Work Commission application form
You need to report a breach of the NES, not a conversion request
Different purpose
✓ Use the appropriate complaint form
Fair Work Ombudsman complaint form
You prefer an informal verbal request
Not a statutory notice
✓ Record the conversation yourself
Deadline or filing window
Your employer must respond in writing within 21 days of receiving your notice. If they miss this window, the notice may be deemed ineffective.
Before you submit
- 1Eligibility boxes on page 2 are all checked.
- 2All red‑bracket placeholders have been filled with accurate information.
- 3All purple‑bracket instructions have been deleted.
- 4Text colour changed from red to black.
- 5No Fair Work Ombudsman letterhead appears on the document.
- 6A copy of the completed notice is saved for your records.
- 7The notice is sent by email or post to the correct employer address.
- 8Date of sending is recorded on the notice.
- 9Employer’s name and address are spelled correctly.
- 10You have a copy of the employer’s response deadline (21 days).
How to file this form
- 1Read the checklist on page 1 and tick all eligibility boxes on page 2.
- 2Copy the notification template from page 4 into a new Word document or email.
- 3Replace every <placeholder> with your personal and employment details.
- 4Delete the colour‑coding and instruction notes, and change all text to black.
- 5Save a copy for yourself, then send the final notice to your employer (email or post).
- 6Keep the sent copy and note the date for the 21‑day response period.
Known limitations
- 1Only casual employees eligible under the employee‑choice pathway may use this template.
- 2Employer can refuse only for the limited reasons listed on fairwork.gov.au/employeechoice.
- 3The form does not replace legal advice; it is a statutory notice only.
- 4If the employer does not respond within 21 days, you must contact the Fair Work Ombudsman.
- 5Not confirmed in official source
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.
Almost done reviewing the fields?
Fillable formOpen in Editor->The checklist and notification template is the current Fair Work Ombudsman guidance for casual employees using the employee‑choice pathway; no recent amendment date is provided in the source.
What changed or needs a fresh check
- Confirm you have ticked all eligibility boxes on page 2 before using the template.
- Verify the placeholder text (e.g., <Date notification is sent>, <Employer’s full name>) is replaced with your details.
- Ensure the colour‑coding instructions are removed and the final document is black text.
- Check that the Fair Work Ombudsman letterhead is not included.
- Confirm the employer’s written response deadline of 21 days is still current.
- Not confirmed in official source
Quick Facts
Sources
- SRCEligibility criteria listed on page 2 (worked >6 or 12 months, no dispute, no prior refusal).
- SRCEmployer must consult and respond in writing within 21 days (page 3).
- SRCLimited reasons for refusal are available at fairwork.gov.au/employeechoice (page 3).
- SRCContact number for non‑response: 13 13 94 (page 3).
- SRCTemplate instructions about colour‑coding, placeholders, and removing brackets (page 3).
- SRCRequirement to keep a copy and not use Fair Work Ombudsman letterhead (page 4).
- SRCWebsite URLs for workplace problems and Fair Work Commission help (page 3).
- SRCNot confirmed in official source
Common confusion points
Mixing up this template with a general employment contract or other HR forms.
Leaving any <red> placeholders or instruction brackets in the final document.
Including the Fair Work Ombudsman letterhead, which the form explicitly forbids.
Sending the notice to the wrong address or using the wrong employer name.
Assuming the employer can refuse for any reason; only limited reasons apply.
Not keeping a personal copy of the sent notice for future reference.
Waiting longer than 21 days before following up on a missing response.
Thinking the template automatically converts you to permanent status without employer agreement.
Source transparency
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