HR & Employment.

Most agricultural businesses don't have an HR department. They have an owner, a manager, and a list of problems that keep getting longer. Headland gives you the HR support you need, without the cost of hiring someone full-time.

• Onboarding and induction systems for new workers
• Performance management processes that hold up under scrutiny
• Managing conduct and disciplinary issues correctly
• Ending employment correctly, so you're protected if a Fair Work claim arises
• HR policies tailored to agricultural operations
• On-call support when issues arise outside business hours

A contract that doesn't reflect how someone actually works is worse than no contract at all. It creates ambiguity, and ambiguity is where disputes start. Headland writes contracts that match your operation, not a generic office template.

• Casual employment contracts (including casual conversion obligations)
• Part-time and full-time agreements
• Seasonal and harvest labour contracts
• Contractor vs employee distinction: getting the classification right
• Letters of engagement, variation, and termination
• Plain-English explanations of what each clause actually means

Seasonal labour is where agricultural employers are most exposed. The combination of high turnover, visa conditions, Award complexity, and remote worksites creates legal risk that most generic HR consultants don't understand. We do.

• Working Holiday Maker (backpacker) visa obligations
• Pacific Australia Labour Mobility (PALM) scheme requirements
• Piece rate and productivity-based pay arrangements
• Accommodation and transport obligations for employer-provided housing
• Labour hire licensing and host employer obligations
• Induction, training, and WHS requirements for transient workforces