Labour Agreements are an extremely important resource! Horticulture Industry Labour Agreement
Australia’s Horticulture Industry Labour Agreement opens new doors for businesses in the agricultural sector to thrive by providing a tailored pathway to hire skilled and semi-skilled migrant workers. Introduced to address ongoing labour shortages, this agreement offers essential flexibility for businesses when finding qualified workers domestically proves challenging.
What Makes the Horticulture Industry Labour Agreement Special?
- Access to International Talent
This agreement allows horticulture employers to recruit overseas workers through visa pathways such as the Temporary Skill Shortage (TSS) visa (subclass 482). It caters to positions that are often difficult to fill locally, particularly in regions where seasonal labour shortages are persistent. - Coverage of Key Roles
Employers can nominate workers for a variety of skilled and semi-skilled positions, such as machinery operators, nursery workers, or fruit and vegetable pickers. This ensures every aspect of the production chain receives adequate support. - Flexibility in Workforce Management
The agreement provides flexibility to fill workforce gaps swiftly, while ensuring compliance with Australian employment laws. Businesses must first demonstrate reasonable efforts to hire Australian workers but gain the ability to engage overseas workers where necessary. - Pathways to Permanent Residency
Migrant workers employed under this agreement may transition to permanent residency, offering stability both to workers and businesses, reducing turnover, and fostering a committed workforce. - Fair Employment Standards
Employers must adhere to regulations, including the Temporary Skilled Migration Income Threshold (TSMIT) concessionally 10% less, ensuring fair wages and conditions for migrant workers. This contributes to a sustainable and ethical labour environment, which is key to maintaining Australia’s reputation as an attractive work destination.
Concessions are available under this Labour Agreement:
- Age Concessions: permanent resident pathways (186) and 494 visa available until the age of 50 years old;
- English Concession: For the TSS visa—overseas workers must score at least IELTS 5.0 overall, and at least IELTS 4.0 in each individual component score. For the ENS and SESR visas—overseas workers must score at least IELTS 5.0 overall, and at least IELTS 4.5 in each individual component score.
- Salary Concessions: For the TSS visa—overseas workers must score at least IELTS 5.0 overall, and at least IELTS 4.0 in each individual component score. For the ENS and SESR visas—overseas workers must score at least IELTS 5.0 overall, and at least IELTS 4.5 in each individual component score.
Why Does This Agreement Matter for Horticulture Businesses?
The agricultural industry has long faced challenges in finding consistent labour, especially during harvesting seasons. With over one-third of the workforce in horticulture traditionally made up of temporary migrants, securing skilled labour remains crucial for productivity. The labour agreement ensures businesses can keep up with demand, helping them boost efficiency, minimize disruptions, and stay competitive in both domestic and export markets.
How Can You Benefit?
Navigating labour agreements and visa processes can be complex, but Get Your Visa is here to help you every step of the way. Whether you are new to the agreement or exploring how to optimize your workforce strategy, we provide comprehensive guidance to ensure you meet the requirements and make the most of the opportunities available.
Ready to Take the Next Step?
If you’re interested in learning how the Labour Agreement can support your business’s growth, contact us at Get Your Visa today. We’ll assist you in understanding the visa options, compliance requirements, and the best strategies for securing the workforce your business needs to thrive.
If you would like to book a consultation with one of our agents, just call us on (08) 6117 4152 or click HERE to book your appointment .
