7 Most Commonly Missed Conditions in the Horticulture Award

Author Image Written by Garth Belic

Avoid costly mistakes in the Horticulture Award. Seven critical conditions employers often miss, plus practical tips for maintaining compliance in 2024.

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Everything you need to know about the Horticulture Award (without the jargon) + free payroll processing checklist.

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Managing compliance in a horticulture business requires attention to detail.

Here are seven critical award conditions that need careful consideration.

And if you download our eBook, you’ll get access to a BONUS checklist, classification tables and more.

 

Disclaimer: Please note that every effort has been made to ensure that the information provided in this guide is accurate. You should note, however, that the information is intended as a guide only, providing an overview of general information available. This guide is not intended to be an exhaustive source of information and should not be seen to constitute legal or tax advice. You should, where necessary, seek a second professional opinion for any legal or tax issues raised in your business affairs.

 

  • Must allow a competent worker to earn at least 15% more than the minimum hourly rate
  • Cannot be based on group performance
  • Must guarantee minimum daily earnings
  • Requires a written piecework agreement before work commences
  • Clear records of hours worked and units picked are essential

Failing to structure piece rates correctly can lead to significant underpayment risks.

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  • First eight overtime hours can include Sunday work
  • Sunday attracts 150% for the first five hours, 200% thereafter
  • Minimum three-hour payment for any Sunday work
  • Different thresholds for casuals entering overtime
  • TOIL arrangements require written agreements

Careful rostering and record-keeping are crucial to manage overtime compliance.

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  • Applies to calls, emails, and messages
  • Reasonable exceptions for genuine emergencies
  • Policies must be clearly communicated
  • Managers need training on respecting boundaries

Start preparing policies and training now to be ready for the change.

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  • Applies to casuals working regular hours for 12 months
  • Employers must offer conversion to permanent employment
  • Casuals can request conversion after 6 months
  • Limited reasonable grounds for refusal
  • Records of offers and responses must be kept

Review casual arrangements regularly to manage conversion obligations.

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  • Must be agreed in writing
  • Cannot disadvantage employees compared to award
  • Must specify which provisions are included
  • Require annual reconciliations against award entitlements
  • Employees can end the arrangement at any time

Careful calculation and regular review are essential to ensure compliance.

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  • Provides up to 26 weeks of top-up payments
  • Applies to all time off for the same injury within the 26-week period
  • Continues if employment ends within the 26-week period
  • Calculations differ for partial weeks and return to work arrangements
  • Excludes leave periods and superannuation

Comprehensive records and clear policies help manage accident pay obligations.

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  • Leading Hand Allowance based on team size
  • Wet Work Allowance for saturated clothing
  • First Aid Allowance for appointed first aiders
  • Travel Allowance for time and expenses between locations
  • Tool Allowance for employee-supplied equipment
  • Meal Allowance for unplanned overtime

Identifying applicable allowances and maintaining records are crucial for compliance.

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  • Structure piece rates to meet award criteria and keep detailed records
  • Manage harvest overtime carefully, including TOIL arrangements
  • Prepare for "right to disconnect" provisions before 2024 deadline
  • Regularly review casual arrangements for conversion obligations
  • Ensure annualised salaries are properly calculated and reviewed
  • Maintain records for accident pay and allowance obligations
  • Keep comprehensive records of all arrangements

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Cloud-based systems automate many of the intricate calculations and provide built-in checks to help prevent errors.

Specialised payroll software for the horticulture industry can:

  • Automatically apply the correct pay rates, loadings, and allowances
  • Track hours worked and manage overtime thresholds
  • Generate compliant pay slips and maintain detailed records
  • Provide real-time reporting to monitor compliance
  • Integrate with time and attendance systems for accurate data capture

Implementing a digital payroll solution can significantly reduce the administrative burden of award compliance while providing peace of mind that your business is meeting its obligations.

To learn more about how technology can streamline your Horticulture Award compliance, reach out to a specialised provider like Pay Cat. Our experts can assess your specific needs and recommend a tailored solution to simplify your payroll processes.

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