s66AAC: s 66AAC Respond to a casual conversion notification within 21 days after consultation
The employer consults the employee about the notification (and, if accepting, discusses full-time or part-time status, hours and start date) and gives a written response within 21 days that accepts it, stating whether the employee becomes full-time or part-time, the hours of work and the day the change takes effect (the first day of the first full pay period after the response unless otherwise agreed, s 66AAD), or does not accept it with reasons. Non-acceptance is permitted only because the employee still meets the s 15A casual definition, because of fair and reasonable operational grounds (substantial changes to how work is organised, significant impacts on operations, or substantial changes to terms needed to comply with an instrument), or because accepting would breach a legally required recruitment process. Disputes are first discussed at the workplace, then may go to the FWC, whose orders must be complied with (ss 66M, 66MA).
Our statement of the clause of Australia Fair Work Act 2009 (Cth), held and verified: cite it as s66AAC. The instrument verbatim is not quoted here; the held framework carries the reading.
The evidence this duty asks you to hold
Casual conversion notification register with receipt date, consultation record and written response within 21 days; Acceptance letters stating full-time or part-time status, hours and start date; Non-acceptance letters citing a permitted ground with reasons
What usually goes missing
Notifications ignored or answered late; Rejections on grounds not permitted by s 66AAC(4); No consultation before the response
Where this lands in an audit
In Equal Pay Auditor this control informs the same-work screen, the category figures and the remediation steps, which carry their article citations on the result.