Recent Fair Work reforms are introducing new obligations across road transport contractual chains, creating broader compliance considerations for farms and agribusinesses engaging freight, cartage and logistics services. While the new Fuel Cost Recovery Order is directed at road transport contractual chains, many farms and agribusinesses may be impacted without realising it, particularly where they: engage
Time Off In Lieu (TOIL) is often used on farms as a practical way to manage long hours during busy periods like seeding or harvest. In theory it’s simple, work overtime now and take time off later. In practice however, it’s one of the most common areas where things go wrong. How Informal
Managing staff during seeding is one of the biggest challenges for farms. With long hours and heavy workloads, it’s easy to focus purely on operations. However, your HR obligations as an employer do not change during seeding, in fact you may find yourself with more. Getting your HR foundations right before and during seeding
A recent Federal Court decision has significantly impacted pay compliance for employers in Australia, requiring a review of how employees are paid and recorded. While this decision only affects national system employers, it is still beneficial for state system employers to be aware of these developments, as it is common for the WA industrial relations
Seeding season is one of the busiest times in agriculture, with many farms relying on seasonal workers to meet labour demands. Temporary and casual employment is common during this period, and managing seasonal workers comes with specific HR compliance obligations. Failing to meet these requirements can lead to penalties, disputes, or operational disruptions. To ensure
Flexible work requests are becoming more common across farms and agribusinesses, particularly from parents and carers balancing family responsibilities alongside seasonal workloads. While flexibility can feel challenging in operational environments, recent decisions from the Fair Work Commission reinforce to employers must approach flexible work requests carefully, consistently, and with clear evidence to support any decision.
The best way to set your farm up for success is to ensure your people management approach is clear, consistent and compliant. Setting expectations, strengthening performance and keeping HR practices up to date are essential to getting the best from your team. With ongoing changes to HR compliance requirements, farms and agribusinesses that maintain clarity
Many farms bring in additional workers throughout the year to assist with tasks such as fencing, harvesting, or livestock handling. These individuals might issue invoices and work under an ABN, but that alone does not determine whether they are legally considered an employee vs contractor. It’s essential to determine whether the nature of the engagement
The agricultural industry often relies on temporary employment during peak periods, making it crucial to have an efficient recruitment strategy in place. By following a few key tips, you can streamline the process and ensure your farm has the workforce it needs for harvest. 1. Start Recruitment Early Start the recruitment process well in advance
The Fair Work Ombudsman continues to conduct inspections across industries, with a strong focus on pay compliance, record-keeping and high-risk employment arrangements such as piecework. Inspectors commonly request access to employment records, payslips and pay structures to assess whether workers are receiving their correct entitlements. For employers, this reinforces the importance of having clear, compliant
