Official form guide
Form sts responding to employees notice to change to permanent: Sts responding to employees notice to change to permanent
A checklist and response template for employers to reply to a casual employee’s notice that they want to change to permanent employment under the employee choice pathway. Use it when you need to accept or refuse that notice in writing.
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Form Overview
Fair Work Ombudsman Form sts responding to employees notice to change to permanent - Sts responding to employees notice to change to permanent
A checklist and response template for employers to reply to a casual employee’s notice that they want to change to permanent employment under the employee choice pathway. Use it when you need to accept or refuse that notice in writing.
Risk Radar
Scan points- 1Missing the 21‑day written response deadline is the most common mistake.
- 2Refusing for a reason not listed as an allowed reason
- 3Failing to discuss the reasons with the employee before writing
- 4Using Fair Work Ombudsman letterhead instead of your own business letterhead
- 5Not checking the relevant award or enterprise agreement for stricter rules
Plain English
If a casual worker tells you they want a permanent job, this guide helps you decide what to do and gives you ready‑made wording to send them a letter or email. It walks you through checking awards, discussing options, and meeting the 21‑day deadline.
Submission Date
- Filing date: You must send a written response within 21 days of receiving the employee’s notice.
- 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
- When a casual employee gives a written notice to change to permanent under the employee choice pathway.
- When you need to accept the employee’s notice and outline new permanent conditions.
- When you need to refuse the notice and must provide an allowed reason.
- When you must respond in writing within 21 days of receiving the notice.
- When you want a ready‑made template that meets Fair Work Ombudsman guidance.
Form selector
Use this form or another form?
Employee disputes decision
Formal dispute resolution needed
✓ Confirm dispute and seek legal advice before filing
Employer wants to change casual to part‑time without employee notice
No formal notice required
✓ Ensure agreement is documented separately
Casual employee not eligible for employee choice pathway
Eligibility must be assessed first
✓ Check casual status and firm advance commitment
Deadline or filing window
Respond in writing within 21 days of the employee’s notice; the clock starts on the day you receive the notice.
Before you submit
- 1Confirm the employee is a casual employee as defined by the NES.
- 2Discuss the notice with the employee before drafting a written response.
- 3If refusing, ensure the reason is on the allowed‑reasons list.
- 4Fill all placeholders (date, employee name, discussion date, reason if refusing).
- 5Include new permanent conditions if you are accepting.
- 6Do not use the Fair Work Ombudsman letterhead.
- 7Print on your business letterhead (optional) and sign.
- 8Send the response by email or post within 21 days of the employee’s notice.
- 9Keep a copy of the sent letter for your records.
How to file this form
- 1Open the response template that matches your decision (accepting or not accepting).
- 2Copy the template into a new Word document or email.
- 3Replace all bracketed placeholders with the correct details.
- 4Add any required new employment conditions if accepting.
- 5Print on your business letterhead (if you use one) and sign.
- 6Send the completed response to the employee (email or post).
- 7Save a copy in your HR records.
Known limitations
- 1The template is for guidance only; it does not replace legal advice.
- 2It does not cover situations where the award or enterprise agreement has different rules.
- 3Only allowed reasons from the Fair Work website can be used to refuse.
- 4The template must not include the Fair Work Ombudsman letterhead.
- 5It assumes the employee has provided a written notice; verbal notices are not covered.
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 response template was last updated in August 2025 and is currently the official resource for employers responding to a casual employee’s notice to change to permanent employment.
What changed or needs a fresh check
- Confirm the form version is the August 2025 update.
- Verify the employee is eligible under the employee choice pathway.
- Check the current list of allowed reasons for refusal on fairwork.gov.au/employeechoice.
- Confirm any award or enterprise agreement rules that may be more beneficial than the NES.
- Ensure you have the latest template wording before copying into a new document.
Quick Facts
Sources
- SRCForm name and purpose: Responding to an employee’s notice to change to permanent employmentchecklist and response template – confirmed.
- SRCEligibility: applies to casual employees under the employee choice pathwayconfirmed.
- SRCAllowed refusal reasons must be from fairwork.gov.au/employeechoiceconfirmed.
- SRCWritten response required within 21 daysconfirmed.
- SRCDo not include Fair Work Ombudsman letterheadconfirmed.
- SRCTemplate text for accepting and not acceptingconfirmed.
- SRCLast updated August 2025confirmed.
- SRCRequirement to discuss reasons with employee before respondingconfirmed.
Common confusion points
Using the wrong template (accepting vs. not accepting).
Including the Fair Work Ombudsman logo or letterhead.
Missing the 21‑day deadline for a written response.
Refusing for a reason that is not on the allowed‑reasons list.
Failing to discuss the notice with the employee before replying.
Not checking whether an award or agreement provides better terms.
Leaving placeholders unfilled or using incorrect dates.
Not keeping a copy of the sent response for records.
Source transparency
Copyright & Licensing — Australian Government Forms
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