The FWC took a broad view of “continuous service” last week and requires certain previous casual employment to be taken into account when calculating redundancy pay. A period of “regular and systematic casual employment” may be “continuous employment.” Employers are advised to seek advice when changing the status of employees or risk not discharging their statutory obligations.
Case Reference: AMWU v Donau Pty Ltd [2016] FWCFC 3075 if you need it):
PH Solicitor is here to assist and provide advice in this area of redundancy law. Call today on (03) 9642 0435 to speak about your individual situation.
