Inspections for the least-compliant horticulture industry regions

A fresh Fair Work Ombudsman (FWO) campaign is due to commence a fresh wave of inspections within the horticulture industry. Following a three-year investigation involving over 500 employers, the FWO’s Horticulture Strategy 2021–2024 identified widespread issues, with many businesses failing to meet their legal obligations.

To tackle the rampant issues, the FWO is launching a fresh round of surprise inspections, beginning with businesses in the Riverina region. This isn’t just a warning but a call to action for all employers in the horticultural sector to urgently review their practices, particularly those related to pay slips and record-keeping, which were the most common breaches noted.

Here, we explore recent data collected by the FWO, delve into why the horticulture industry is now under intense scrutiny, and explain why prevention is often better than a cure.

From Victoria’s Mornington Peninsula to NSW’s Riverina region, compliance is a national issue

Non-compliance is not an issue confined to one area. It stretches across Australia, from Tasmania to Queensland to Western Australia. The findings reveal a worrying trend that exposes vulnerable workers, including migrants and visa holders, to poor legal protections.

• The Mornington Peninsula and Yarra Valley in Victoria had the highest number of breaches, with a staggering 83 per cent of employers found to be non-compliant.
• Closely followed by NSW’s Riverina region at 72 per cent.

The biggest offenders? Labour hire providers. They’re responsible for 91 per cent of fines related to breaches such as poor record-keeping and failing to issue compliant pay slips.  

Unpacking the FWO’s three-year horticulture strategy

The FWO’s strategic approach involved over 360 farm inspections across Australia, resulting in $760,405 in fines and the recovery of $384,168 in unpaid wages for 464 workers. These inspections were timed to coincide with crop seasons, ensuring maximum coverage of on-ground operations in the sector.

But the campaign wasn’t limited to punitive measures. The FWO worked in partnership with agencies such as the Australian Taxation Office and state labour licensing authorities to build a multi-faceted approach. This collaboration enabled better intelligence sharing, more comprehensive interventions, and even led to licenses being revoked for some labour hire providers.

Achieving compliance is one thing; maintaining it is another. This is where Citation HR can help

Compliance isn’t just about fixing problems when inspections occur; it’s about implementing processes and practices that ensure your business consistently meets its obligations. The FWO’s findings underscore how even seemingly minor slip-ups, such as incomplete pay slips, can escalate into significant fines, reputational damage, and legal challenges.

This is where Citation HR can step in as your compliance partner. With expertise in workplace regulations, Citation HR provides tailored solutions to help your business stay compliant with legal requirements. Whether it’s assisting with meticulous record-keeping, auditing systems, or providing real-time updates on legislative changes, Citation HR ensures you’re always one step ahead.

Staying compliant isn’t just about adhering to laws; it’s about creating a workplace where employees feel secure and valued. With Citation HR’s support, your business can focus on growth and productivity without the looming fear of non-compliance penalties.

Not a Citation HR client? To learn more about how Citation HR can support your business and streamline its people management practices, reach out to our friendly team for a confidential chat here.