Fewer casuals, more pressure: who’s carrying the workload?

ABS data shows casual employees made up 19 per cent of employees in August 2025 when the last figures were released, a continuation of the decline in casuals from 22 per cent in 2022. However, this decline is higher for professionals.

There are many contributing factors to this reduction; artificial intelligence related efficiencies, employer caution, and changes to government legislation and awards moving casuals into permanent jobs to name a few.

Not everyone has welcomed this change, however. In its submission to the Closing Loopholes Review, Ai Group called the new definition of casuals complex and uncertain. Even so, the Review's final report, tabled in August 2026, found the laws are working as intended.

So how should employers manage peaks, projects and gaps?

Managing workload with less casuals

While some organisations have found it possible to reduce casuals, others face a hidden cost. The workload evidence is hard to ignore:

• Full-time employees average 3.6 hours of unpaid overtime a week
• 61% of workers cite heavy workload and burnout as one of their top three primary contributors to distress.
• Vacant roles stay open on average for over six weeks, with hard to fill roles taking 3 – 6 months

Add a system upgrade or the adoption of new technology, a regulatory deadline, or a seasonal spike to that load, and it lean staffing strategies can have consequences.

The hidden risk of doing more with less

When experienced employees are continually asked to absorb extra responsibilities, the consequences aren't always immediate. Deadlines may start to slip, and strategic work gets pushed aside. Managers spend more time on operational tasks, and employees become frustrated or disengaged.

If an experienced engineer, project manager, scientist or corporate professional eventually leaves, the cost goes well beyond the vacancy. You lose organisational knowledge, project continuity and capability at exactly the time you need them most.

Recruiting a permanent replacement can take months, particularly for specialist skills. And for a project or workload that only needs extra capacity for three, six or nine months, a permanent hire isn't always the right fit.

Avoiding casuals may seem like a way to reduce risk. In practice, many employers have swapped a perceived risk for a real one.

High job demands are a recognised psychosocial hazard, and employers have a legal duty to manage them. Left unchecked, they can lead to workers' compensation claims, burnout and the very turnover you were trying to avoid.

Flexibility without adding permanent headcount

On-hired professionals offer an effective alternative. Instead of committing to a permanent position, organisations can access experienced professionals for the period they actually require.

This can be particularly useful for:

• Project and program delivery, including engineering, infrastructure, technical, scientific and corporate initiatives
• Leave coverage, including parental leave, long service leave or extended absences
• Peak workloads, including financial year end, unforeseen project variations or scope changes
• Specialist requirements, where a particular skill set is needed for a defined period
• Interim capacity, while recruiting for a permanent position or managing organisational change

For employers operating within headcount constraints, on-hired professionals can also provide a practical way to access additional capacity without creating a permanent position.

Professional capability, backed by process

Bayside Group has been providing recruitment and workforce management solutions for 50 years. We take on the employment relationship and its obligations, while working closely with you to understand how you operate and what you need.

Every on-hired engagement is structured correctly. This includes the employment model, documentation, payroll, workplace relations, health and safety, right-to-work checks and compliance.

The result is more than a filled vacancy. You get the professional capability you need, with confidence that every employment and compliance requirement is actively managed.

Need additional professional capability? Talk to Bayside about professional on-hired solutions. We’ll help you access experienced professionals for the period you need them, while managing the recruitment, onboarding, employment and compliance requirements on your behalf.