Pay & Fair Work.

The Fair Work Act catches agricultural employers out more often than most because the legislation was written with office-based employment in mind. Piece rates, seasonal work, live-in arrangements, and remote worksites all create complexity that needs specific advice, not generic guidance.

• Modern Award identification and interpretation (Horticulture, Pastoral, Wine Industry, and others)
• National Employment Standards (NES) review: the minimum legal entitlements every employee must receive
• Unfair dismissal risk assessment and process support
• General protections advice: what to do if an employee claims you've acted against them for exercising a workplace right
• Enterprise agreement guidance and compliance
• Individual Flexibility Arrangements (IFAs): written agreements to vary award conditions for specific workers
• Annual salary arrangements: making sure salaried employees are still getting their minimum award entitlements
• Fair Work Commission representation support

Payroll errors in agriculture often are not deliberate. They happen because Award classification is complex, because seasonal arrangements do not fit standard payroll systems, and because no one sat down and worked out the right rate in the first place. Headland helps you get the foundation right.

• Award classification review for all employee types
• Minimum wage and penalty rate compliance audit
• Allowance identification: wet work, laundry, tool, meal, and travel
• Piece rate setup and minimum rate testing
• Superannuation obligations for seasonal and casual workers
• Working out what you owe and how to approach the Fair Work Ombudsman
• Payroll process review and compliance documentation