Quick Summary
Quick Summary
- The Horticulture Award 2020 (MA000028) sets minimum pay, classification, breaks, and conditions for all seasonal agriculture workers in Australia
- From 1 July 2026, casual Level 1 rate is $32.18/hr and casual Level 2 is $33.05/hr, up 4.75% from the Annual Wage Review
- Workers with 3+ months of prior horticulture experience must be classified at Level 2 from day one, regardless of employer or crop
- Piece rates require a daily minimum wage guarantee, a 15% productivity premium, and a signed agreement before work starts
- PALM scheme employers must provide approved accommodation, pastoral care, and award-rate pay to all seasonal workers
Agriculture seasonal worker rules in Australia are governed primarily by the Horticulture Award 2020 (MA000028) and the Fair Work Act 2009. If you employ pickers, packers, graders, or field workers on a seasonal basis, these rules set minimum pay, classification levels, break entitlements, and your employer obligations. The Fair Work Ombudsman actively audits horticulture operations, and getting classification or piece rate calculations wrong can result in significant underpayment liabilities.
From 1 July 2026, Horticulture Award pay rates increased by 4.75% following the Annual Wage Review. Casual adult Level 1 employees must be paid at least $32.18 per hour. Workers with more than three calendar months of prior horticulture experience must be classified at Level 2 ($33.05 per hour casual). Seasonal workers engaged through the PALM scheme are entitled to the same award rates plus accommodation and pastoral care from their approved employer.
This guide covers what every Australian agricultural employer needs to know: current pay rates, casual rates, piece rate rules, hiring obligations, contract requirements, break entitlements, and record-keeping duties. For a broader overview, see our agriculture employment law resource.
Horticulture Award Pay Rates 2026
The Horticulture Award sets minimum pay across five levels, reviewed annually each July. The rates below apply from the first full pay period on or after 1 July 2026.
| Level | Full-time / Part-time | Casual (incl. 25% loading) | Typical Work |
|---|---|---|---|
| Level 1 | $25.74/hr | $32.18/hr | General horticultural work under supervision |
| Level 2 | $26.44/hr | $33.05/hr | Some experience or basic machinery operation |
| Level 3 | $26.84/hr | $33.55/hr | Experienced worker, tractor operation |
| Level 4 | $27.81/hr | $34.76/hr | Skilled worker, team supervision |
| Level 5 | $29.45/hr | $36.81/hr | Leading hand, supervisor, specialised work |
Since 1 April 2025, a worker can only be classified at Level 1 for a maximum of three calendar months. Any prior horticulture industry experience counts, regardless of which employer, crop, or role. Returning PALM workers and backpackers with previous harvest experience must start at Level 2.
Horticulture Award Casual Rates
Most seasonal horticulture workers are casual. The casual rate includes a 25% loading compensating for the absence of paid leave and notice of termination. For casual Level 1, the minimum is $32.18 per hour; for Level 2, $33.05. These rates apply to pieceworkers too, because the daily minimum guarantee uses the casual rate.
Unlike retail or hospitality, the Horticulture Award does not impose weekend penalty rates on ordinary hours. Saturday and Sunday can be paid at ordinary rates. However, Sunday overtime outside harvest is 200%, and public holiday work is 200% of the ordinary rate or piece rate.
Piece Rates and the Daily Minimum Wage Guarantee
The Horticulture Award allows piece rates, paying by output rather than by hour. Three rules apply:
1. Daily minimum guarantee: For every day worked, piece rate earnings must at least equal the hourly minimum rate times hours worked. If earnings fall short, the employer tops up the difference. This is calculated daily, not weekly.
2. The 15% rule: The piece rate must allow a competent worker at average productivity to earn at least 15% more than their hourly rate. For a casual Level 1 worker on $32.18, the benchmark is $37.01 per hour equivalent.
3. Signed agreement before work starts: A piecework agreement specifying the rate and 15% calculation must be signed and given to the employee before piecework begins.
⚠️ Level 1 Classification Change Still Catching Employers
Since 1 April 2025, workers can only remain at Level 1 for a maximum of 3 calendar months. Any prior horticulture industry experience counts — not just at your business. Returning PALM workers and experienced backpackers must start at Level 2. Misclassification creates underpayment liability before payroll even runs.
Key Takeaways
Key Takeaways for Employers
- ✓Always check prior horticulture experience before classifying a seasonal worker — returning backpackers and PALM workers likely need Level 2 from day one
- ✓Calculate the piece rate daily minimum guarantee per shift, not averaged across the week
- ✓Keep signed piecework agreements on file before piecework begins — missing agreements are a top FWO audit finding
- ✓Record both output and hours for pieceworkers to prove compliance with the daily guarantee
- ✓PALM scheme obligations go beyond the Award: accommodation, welfare, and pastoral care are mandatory
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How to Hire Seasonal Employees
Employers can hire seasonal workers through direct local hiring, working holiday makers on subclass 417 or 462 visas, or the PALM scheme. PALM employers must be approved and provide accommodation, pastoral care, and at least award-rate pay. The scheme allows short-term placements up to 9 months and long-term 1 to 4 years.
All seasonal workers are covered by the Horticulture Award and the National Employment Standards. You must provide a written agreement, pay at least award rates, and keep time and wage records. For documentation, see our free employment documents page.
Seasonal Agricultural Worker Contract Agreement
Every seasonal worker must receive a written employment agreement before starting. It should set out employment type, classification level, pay rate, hours, and any PALM scheme accommodation arrangements.
For pieceworkers, a separate piecework agreement must be signed before work begins, specifying the piece rate, the 15% calculation, and the daily minimum guarantee. Missing agreements mean penalties during a Fair Work audit. You can access employment agreement templates on our document hub, or call 1300 161 828 for tailored advice.
Agriculture Seasonal Worker Breaks, Hours, and Penalty Rates
The Horticulture Award requires one paid rest break of 10 minutes per shift, plus one unpaid meal break of 30 to 60 minutes. Working through a meal break or receiving less than a 10-hour break between shifts triggers a penalty.
Ordinary hours are 38 per week; during harvest, employers can roster up to 12 hours per day. Overtime applies after 12 hours daily or 304 hours over an 8-week harvest period. Sunday work during harvest is 150% for the first 5 hours, then 200%. Public holiday work is always 200%.
Record-Keeping Obligations for Agriculture Seasonal Worker Employers
Employers must keep time and wage records for 7 years. For pieceworkers, record both daily output and hours worked. Tracking bins alone is not enough. If the FWO audits and you cannot produce records, the burden of proof shifts to you. For more, see our payroll compliance guide.
FWO enforcement is active in horticulture. The most common audit findings are piece rate underpayments, misclassification at Level 1, and missing piecework agreements. The maximum penalty for a serious contravention is $93,900 per contravention. For compliance advice, see our HR best practice resources or call 1300 161 828.
Frequently Asked Questions
A seasonal agricultural worker is employed on a temporary basis to perform horticulture work during peak periods such as planting, harvesting, picking, packing, or grading. In Australia, seasonal workers may be locals, working holiday makers on subclass 417 or 462 visas, or workers engaged through the PALM scheme. All are entitled to minimum pay rates and conditions under the Horticulture Award 2020 (MA000028) and the National Employment Standards, regardless of visa type.
Employers can hire seasonal agricultural workers through direct local hiring, working holiday makers, or the PALM scheme. For PALM workers, you must be an approved employer providing accommodation, pastoral care, and award-rate pay. All seasonal workers must receive a written employment agreement before starting, be paid at least Horticulture Award rates, and have records kept for 7 years.
From 1 July 2026, Horticulture Award minimum rates are $25.74 per hour for Level 1 full-time and part-time, or $32.18 per hour casual including the 25% loading. Level 2 rates are $26.44 per hour full-time and $33.05 per hour casual. Workers with more than three calendar months of prior horticulture experience must be classified at Level 2 from day one. Rates increase annually following the Annual Wage Review.
The Horticulture Award requires one paid rest break of 10 minutes per day or shift, plus one unpaid meal break of 30 to 60 minutes. Working through a meal break triggers a penalty. Employees must receive at least a 10-hour break between shifts. These entitlements apply to all employees including casual seasonal workers and pieceworkers.
For every day a pieceworker works, their piece rate earnings must be at least equal to their hourly minimum rate multiplied by hours worked that day. For example, a casual Level 1 pieceworker on $32.18 per hour working 7.6 hours must earn at least $244.57 for that day. If earnings fall short, the employer tops up the difference. The guarantee is calculated daily, not averaged across the week.
Yes, but the dismissal must comply with the Fair Work Act 2009. Casual seasonal workers generally cannot claim unfair dismissal until they complete the minimum employment period: 12 months for small businesses under 15 employees, or 6 months for larger employers. General protections claims can be made regardless of service length. The maximum unfair dismissal compensation cap is $95,050, half the high income threshold of $190,100 from 1 July 2026. Applications must be lodged within 21 days.
Horticulture employers must keep time and wage records for 7 years. For pieceworkers, records must include daily output and hours worked to verify the daily minimum guarantee. Records must show classification level, employment type, pay rate, hours, gross and net pay, and deductions. Failure to keep records shifts the burden of proof to the employer during a Fair Work audit.
PALM scheme approved employers must provide accommodation meeting government standards for safety, space, and amenity. Accommodation plans must be approved before workers arrive. Employers are also responsible for pastoral care, welfare support, and access to health services. Accommodation costs can be deducted from wages only if documented in the employment agreement and permitted under the PALM scheme deed.
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