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Fixed Term / Casual Employment Agreement

An employment agreement covering both fixed-term and casual arrangements. Includes all mandatory ERA 2000 content and guidance on when each arrangement is lawful.
$79.00
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When to use

  • You are hiring someone for a defined period or project and have a genuine reason for the fixed term.
  • You are engaging a casual employee whose hours are genuinely irregular and unpredictable.
  • You need a compliant agreement that distinguishes between fixed-term and casual entitlements.
  • You want to ensure a casual arrangement is properly documented so it cannot later be treated as permanent employment.

When NOT to use this document:

  • The employee will be permanent and ongoing – use the framewrk Individual Employment Agreement instead.
  • The arrangement is genuinely a contractor engagement rather than employment – use the framewrk Independent Contractor Agreement instead.
  • The fixed-term reason is not genuine – using a fixed-term agreement without a genuine reason is unlawful under the ERA 2000.

Product description

Fixed-term and casual employment arrangements are common in many NZ businesses – but they are also an area where employers regularly get it wrong. A fixed-term agreement that does not state a genuine reason for the term is unlawful. A casual arrangement that is not genuinely casual may result in the employee being treated as a permanent employee. Getting it right starts with the agreement.

The framewrk Fixed-Term and Casual Employment Agreement covers both arrangement types in one document, with clear guidance on which provisions apply to each. It satisfies all mandatory content requirements under section 65 of the Employment Relations Act 2000 and reflects current NZ employment law.

The agreement covers:

  • Fixed-term provisions – the genuine reason for the term and how the employment ends, with guidance on what constitutes a lawful reason under section 66 of the ERA 2000
  • Casual provisions – the nature of the casual arrangement, the 8% annual leave in lieu structure, and guidance on avoiding a casual arrangement being treated as permanent
  • Hours of work – agreed or indicative hours depending on the arrangement type
  • Rest and meal breaks – full entitlements under sections 69ZD to 69ZG of the ERA 2000
  • Remuneration – base rate fields with minimum wage cross-reference
  • Leave entitlements – treatment of leave differs between fixed-term and casual; both are addressed
  • Confidentiality and IP – standard protections during and after the arrangement
  • Termination – how the arrangement ends for each type, including early termination provisions for fixed-term agreements
  • Personal grievances – mandatory plain language explanation, 90-day timeframe for most grievances, and 12-month timeframe for sexual harassment grievances
  • KiwiSaver – employer obligations for both arrangement types

Verified against the Employment Relations Act 2000, Holidays Act 2003, and Employment Leave Act 2026. Delivered as an editable Word document.

Important: This is a general purpose legal template, not legal advice. It does not create a lawyer-client relationship. You should satisfy yourself that it is appropriate for your situation before signing. For complex matters or significant commercial transactions, seek advice from a qualified NZ lawyer. Licensed for single-business use only.