Official form guide
Form sts responding to employees notice to change to permanent: Sts responding to employees notice to change to permanent
This form is an employer's response to an employee's request to change from casual or temporary employment to permanent status. It's used when an employee provides formal notice of their intention to become a permanent employee under Australian workplace laws.
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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
This form is an employer's response to an employee's request to change from casual or temporary employment to permanent status. It's used when an employee provides formal notice of their intention to become a permanent employee under Australian workplace laws.
Risk Radar
Scan points- 1The most common mistake is missing the response deadline, which can lead to disputes and penalties.
- 2Missing the response deadline specified in awards or agreements
- 3Not providing adequate reasons for rejecting the request
- 4Failing to follow proper consultation procedures
- 5Incorrectly classifying employment status
Plain English
When an employee wants to move from casual or temporary work to a permanent job, they need to give formal notice. This form helps employers properly respond to that request according to workplace rules.
Submission Date
- Filing date: Submit this form within the timeframe specified in the relevant award or enterprise agreement after receiving the employee's notice, typically within 14-28 days.
- 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 when an employee formally requests to change from casual to permanent employment
- Use when an employee requests to change from fixed-term to permanent employment
- Not for initial employment contracts or casual engagement forms
- Not for responding to general workplace grievances or disputes
- Only for formal responses to specific status change requests
Form selector
Use this form or another form?
Employee wants to change from casual to permanent
Formalizes the employer's response to a status change request
✓ Check if the request meets award criteria
Employee wants to change from fixed-term to permanent
Formalizes the employer's response to a status change request
✓ Check if the fixed-term contract has expired
Employer wants to make a casual employee permanent
Different process initiated by employer
✓ Check if the employee agrees to the change
Dispute about permanent employment status
For resolving disputes about employment status
✓ Consider mediation first
Employee general grievance about employment
For resolving workplace disputes
✓ Different process for general complaints
Deadline or filing window
Response deadlines are typically specified in the relevant award or enterprise agreement, commonly 14-28 days after receiving the employee's notice. Missing this deadline may result in the request being automatically accepted in some circumstances.
Before you submit
- 1Confirm you have received the employee's formal written notice
- 2Check the relevant award or agreement for specific requirements
- 3Complete all sections of the form accurately
- 4Provide clear reasons for accepting or rejecting the request
- 5Sign and date the form
- 6Keep a copy for your records
- 7Submit through the correct channel within the timeframe
- 8Notify the employee of your decision
How to file this form
- 1Receive and review the employee's formal notice of status change request
- 2Check the relevant award or enterprise agreement for requirements and deadlines
- 3Complete the form with your decision and reasons
- 4Sign and date the completed form
- 5Submit through the preferred channel (online, mail, or in person)
- 6Keep a copy for your records
- 7Notify the employee of your decision in writing
Known limitations
- 1This form does not create a new employment contract
- 2It cannot be used to change an award or agreement
- 3Does not apply to independent contractors or volunteers
- 4Cannot be used to circumvent proper consultation requirements
- 5Does not provide legal advice on complex employment situations
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 is current as of the latest Fair Work Ombudsman guidelines, but workplace laws may change, so always check for updates before use.
What changed or needs a fresh check
- Check if there have been recent changes to workplace laws affecting permanent employment
- Verify the current version of the relevant award or enterprise agreement
- Confirm if processing times or submission methods have changed
- Ensure contact information for the Fair Work Ombudsman is current
- Check if digital submission options have been updated
Quick Facts
Sources
- SRCForm name: Sts responding to employees notice to change to permanent
- SRCIssuing agency: Fair Work Ombudsman
- SRCPurpose: Responding to employee requests for permanent employment status
- SRCNot confirmed in official source: Specific submission deadlines
- SRCNot confirmed in official source: Exact processing times
- SRCNot confirmed in official source: Current submission methods
- SRCNot confirmed in official source: Most recent form version
Common confusion points
Confusing casual employment with permanent employment definitions
Misunderstanding when an employee has the right to request permanent status
Not knowing which award or agreement applies to the situation
Uncertainty about proper consultation requirements
Confusion about record-keeping obligations
Not understanding the difference between casual and permanent entitlements
Unclear about the process for rejecting a request
Misunderstanding the implications of accepting or rejecting the request
Source transparency
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