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 of the harvest season to secure a reliable workforce. This allows you to interview, assess, and onboard workers without the pressure of last-minute hiring. It also gives you a chance to evaluate any returning workers from previous seasons.
Early recruitment also provides more time for compliance checks, including verifying workers’ legal right to work in Australia and ensuring all paperwork, such as employment contracts, are completed.
2. Ensure Clear Communication and Training
Effective communication during recruitment is essential. Clearly outline job expectations, duties, work hours, and pay in the job listing. Misunderstandings about job requirements can lead to higher turnover, which can be costly during harvest.
A well-structured induction and safety training program is key to ensuring a smooth and productive harvest season. Once hired, provide proper training for all new employees, especially if they will be operating machinery. Well-trained workers are not only more efficient but also less likely to be involved in accidents.
3. Adhere to the relevant award
When recruiting harvest workers, it’s vital to adhere to the relevant award to ensure fair pay and working conditions. This most likely will be the Pastoral Award, which is outlined below:
Types of Employment
- Full-time: 38 hours per week.
- Part-time: Less than 38 hours with agreed regular hours.
- Casual: Paid by the hour with a casual loading to compensate for leave entitlements.
Minimum Wages
The Award sets minimum pay rates based on the employee’s classification. Rates for casual employees include a loading of 25% on top of the base rate.
Classifications
Pastoral Industry Level 1 (Introductory Level)
- Examples: Basic farmhand, station hand under direct supervision, casual laborers with little or no experience.
- Duties: Basic tasks such as cleaning, feeding livestock, assisting in simple operations with close supervision.
- Skills: No prior experience or minimal on-the-job training.
Pastoral Industry Level 3
- Examples: More experienced farmhand or machinery operator.
- Duties: Operation of more complex farm equipment (e.g., headers or harvesters), basic understanding of livestock care, carrying out routine farm maintenance with limited supervision.
- Skills: Greater skill level, ability to perform tasks without constant supervision.
Pastoral Industry Level 5
- Examples: Senior machinery operator, leading hand.
- Duties: Complex machinery operation (e.g., multiple types of heavy farm machinery), leading and supervising a team, specialized tasks such as spraying chemicals, advanced crop management.
- Skills: Advanced skills in both machinery operation and broader farming techniques, supervisory skills.
Overtime
Overtime to be paid as per table below if not paying a flat rate above the Award that meets the Better Off Overall Test.
| For overtime worked | Overtime rate Full-time and part-time employees % ordinary hourly rate | Overtime rate Casual employees % of ordinary hourly rate |
| Monday to Saturday | 150 | 175 |
| Sunday—feeding and watering stock | 150 | 175 |
| Sunday—other than feeding and watering stock | 200 | 225 |
Hours of Work and Breaks
- Ave of 38 hours/week over a month not to exceed 152 hours in any consecutive period of 4 weeks then overtime
- Paid morning 10 min rest break
- Agreement to have other 10 min unpaid meal break
- Unpaid meal break between 30-60 mins must be taken within 5 hours or double pay
- On day off per week (for full 24 hour period)
Accommodation and Board
Keep deductions can be made if providing 3 cooked meals a day and free accommodation
Public Holidays
Double time to be paid if required to work a public holiday if not paying a higher flat rate that meets the Better Off Overall Test.
By following the Pastoral Award, employers stay compliant and support a fair working environment during the busy harvest season.
For expert advice and tools on managing your seasonal workforce, ProcessWorx is here to help. Our HR solutions ensure that every step of your recruitment and onboarding process runs smoothly, helping your farm achieve its peak performance during harvest. For more information on farm safety, or to discuss implementing HR and WHS strategies on your farm, please contact us on 08 9316 9896, enquiries@processworx.com.au. Also watch an Introduction to ProcessWorx.
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