Falkirk Council aims to recruit and retain high calibre employees. It recognises that casual workers are required to support and maintain effective service provision.

Casual workers enter into a relationship with the Council where they are employed on an as and when required basis to cover absences or specific peaks in workload.

This Policy applies to all casual appointments within the Council with the exception of casual teaching appointments which are covered by the Short-term Supply/Fixed Term Employment Policy for Teachers

  1. Table of contents

Casual Employment: Definition

Work is “casual” where there is no mutuality of obligation. This means that the Council is not obliged to offer work to an individual on the casual list. Equally the individual is not obliged to take work.

When to use Casual Employment

Casual workers should only be used when cover cannot be provided using existing employees to maintain Service provision. Casual employment may be used as an alternative to overtime working.

Casual workers should not be employed for continuous periods of employment of 8 weeks or more. For further details, see How to manage casual employment.

Managers are responsible for ensuring that periods of casual work are reviewed on an 8 week cycle.

Applicants for casual posts will be responsible for all fees relating to criminal conviction checks. For further details, see Criminal Convictions Checking Policy

Using Casual Workers

Service managers who use casual workers will be responsible for appointing a Casual Co-ordinator with responsibility for the creation and maintenance of a Casual Employment database within their Service area. This should be secure and accessible by relevant managers. Allocation of shifts/available hours should be made, where appropriate, on a rotational basis. In exceptional circumstances, however, a worker may be specifically selected to provide a period of cover because specific skills are required or to maintain continuity of care.

The casual employment database must be reviewed by the Casual Co-ordinator on an annual basis. At this review stage, previous work patterns should be checked. If any casual worker listed has not worked for the Council within the previous 6 month period, they should be automatically removed from the casual list. If an individual has lived overseas for a period of 3 months or more relevant checks as per the Criminal Convictions Checking Policy, must be undertaken.

Terms and Conditions

  • Casual workers will normally be placed on the minimum spinal column point (SCP) of the grade of the post being covered. Overtime does not apply to casual workers. Periods of employment will be paid through the submission of an authorised time sheet.
  • Workers required to travel to and from places of work as part of their duties must complete the normal authorisation to drive process and should use pool cars, where available, in the first instance. Where they do not have access to a pool car and use their own vehicle or public transport, they will be reimbursed in accordance with the Council’s car allowance rate or relevant public transport costs subject to the provision of relevant receipts.
  • The individual(s) considered most appropriate for a period of employment will be contacted to confirm availability during the period required. There is no obligation for any individual to accept any offer of casual employment.
  • Annual leave will accrue against working time in accordance with the Working Time Directive to a maximum of 28 days pro-rata per annum. Payment will be made, on a monthly basis, for accrued annual leave based on casual hours worked in the previous month. This additional payment will be automatically calculated and will be displayed separately on payslips.
  • Casual workers are eligible to opt into Falkirk Council’s Pension Scheme.
  • Casual workers should receive appropriate induction and training to avoid unnecessary service delivery failures or risks arising e.g. first use vehicle check training where they may be required to drive a Council vehicle.