Fair Work Centre — For Employers
Managing a seasonal, visa-dependent workforce across remote sites brings compliance risk most advisors don’t understand. Get advice built for agriculture and farming employers.
The Problem
Piece rate and casual arrangements under the Horticulture Award are enforced by the Fair Work Ombudsman, and visa condition compliance for Working Holiday Makers and PALM scheme workers sits alongside — not instead of — obligations under the Fair Work Act 2009.
Piece rates need to be set so an average competent worker can earn at least the minimum hourly rate — a rate that looks efficient on paper can still be non-compliant.
Working Holiday Maker and PALM scheme conditions don’t reduce your Fair Work obligations — both frameworks apply at the same time and must both be met.
High seasonal turnover makes it tempting to skip proper onboarding, but every new hire — even for a few weeks — still needs a compliant contract and correct classification.
Managing compliance across remote or multiple properties makes it easy for record-keeping and rostering issues to go unnoticed until an audit.
How We Help
Fair Work Centre helps agriculture and farming employers manage piece rate compliance, visa holder obligations and record-keeping across remote sites.
We also help set up simple record-keeping systems that hold up under audit, even across multiple remote properties.
How It Works
Call 1300 161 828 or book a free initial advice call about your business.
We review your specific classification, contracts and compliance risk.
Get a clear compliance plan built for your business and workforce.
A short advice call now can prevent a piece rate or visa compliance gap turning into a Fair Work audit.
Membership
Common Questions
Yes — a piece rate arrangement must be set so that an average competent worker earns at least the minimum hourly rate for the relevant award classification. Rates that don’t achieve this are non-compliant, regardless of intent.
No — visa conditions and Fair Work obligations apply in parallel. Meeting visa requirements doesn’t reduce or replace your obligations around pay, record-keeping and entitlements.
Deductions are only lawful in limited circumstances and generally need to be reasonable, agreed in writing, and not leave the worker under minimum entitlements — this is an area the Fair Work Ombudsman scrutinises closely.
Casual seasonal workers receive casual loading in lieu of some entitlements like paid leave, but they’re still entitled to minimum pay rates, superannuation, and other NES-based protections that apply to casuals.
You need accurate records of hours worked, pay rates, piece rate calculations, and visa-related documentation — incomplete records make it very difficult to defend an underpayment claim.
Piece rate arrangements that fail to guarantee the minimum hourly rate are the most common and highest-value risk, often going undetected until a Fair Work Ombudsman audit.
No. Fair Work Centre is an independent private advisory service for employers. We are not associated with or authorised by the Fair Work Ombudsman, the Fair Work Commission, or any government authority.
Fair Work Centre is an independent private organisation providing advisory services to employers only. It is not associated with or authorised by the Fair Work Ombudsman, the Fair Work Commission, or any government authority.
Speak to an Employment Lawyer at Fair Work Centre
To change or request cancellation of your Client Membership, please email us with your request at: info@fairworkcentre.com.au.
Refer to our Terms of Service for changes or cancellation requests.
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