Case

Burton v SSAA Pty Ltd (St Marys Indoor Shooting Centre) (2026)

Mr Burton commenced employment with SSAA Pty Ltd trading as St Marys Indoor Shooting Centre (SSAA) in or around April 2022 as a casual customer service officer. Mr Burton was a regular casual employee, working 5–6 days per week, with shifts often exceeding 10 hours.

After SSAA rejected Mr Burton’s request for conversion to full-time employment, it redeployed him to various casual roles.

Mr Burton worked his final shift on 27 November 2024. When he attended work the following day, he discovered he had been removed from the roster and was advised that he would be allocated other duties in due course. However, in reality, SSAA had decided at an unspecified date after November 2024 to cease offering Mr Burton further shifts, although this decision was not communicated to him at the time.