COVID-19 :: Managing Workers
Last Updated: 17/2/2021
We are aware that the COVID-19 pandemic and the measures to contain it have the potential to significantly impact your business. To assist we have created this web hub page to provide access to information about workforce challenges arising from the pandemic impacts.
Although we are endeavouring to ensure this is kept fully up-to-date, with the rapidly changing situation, we recommend that you always review the state information direct on the relevant state website prior to making business decisions.
Jump straight to the state of interest by clicking on the state name below:
Sourcing Workers
Harvest Trail Information Service
Not sure which provider to contact in your area? Whether you are looking for harvest work or needing to hire workers, you can call the Harvest Trail Information Service (HTIS) Monday to Friday 8am to 8pm on 1800 062 332 for advice.
Sourcing Workers
Seasonal Workers Programme & Pacific Labour Scheme
These two schemes are in the process of being re-started. For a simple explanation of the difference between two please see this FACT SHEET
Seasonal Workers Programme
The Australian Government’s Seasonal Worker Programme assists employers in the agriculture and accommodation sectors to fill employment gaps unable to be met by the Australian workforce. It also contributes to the economic development of seasonal workers from nine participating Pacific Island countries and Timor-Leste.
The Seasonal Worker Programme offers employers in the agriculture sector and employers in selected locations in the accommodation sector access to a reliable, returning workforce when there is not enough local Australian labour to meet seasonal demand.
Seasonal workers benefit from the opportunity to earn Australian wages and gain valuable on-the-job learning opportunities. Many seasonal workers use the money earned in Australia to pay for their kids’ education, start a small business or build a house. For the workers and their families, this is a life changing opportunity.
On 4 April 2020, the Australian Government announced temporary changes to visa arrangements that would allow Pacific workers under the Seasonal Worker Programme and the Pacific Labour Scheme to continue working in the agriculture sector until the coronavirus crisis has passed. The new visas will enable the workers to remain in Australia and continue working to support themselves for up to 12 months. The conditions under the Seasonal Worker Programme and Pacific Labour Scheme visas will be carried over to the new visa arrangements, continuing the sponsorship arrangements between Pacific workers and their employers.
Pacific Labour Scheme
The Pacific Labour Scheme allows people from Pacific island countries to work in low and semi-skilled jobs in rural and regional Australia for up to 3 years. During coronavirus, Pacific Labour Scheme participants may be able to extend their stay.
The scheme is part of the Australian Government’s commitment to strengthening Australia’s engagement with the Pacific. It’s administered by the Department of Foreign Affairs and Trade and supported by a managing contractor.
Pacific Labour Mobility Safeguarding the Welfare of Workers
The Australian Government announced the Pacific Labour Mobility Safeguarding the Welfare of Workers package on 6 October 2020 to support the Seasonal Worker Programme’s current model and ensure the program continues to protect the welfare of Pacific and Timorese workers.
The Australian Government will invest $9 million in additional measures to support the Seasonal Worker Programme’s (SWP) current model and ensure the program continues to protect the welfare of Pacific and Timorese workers.
The SWP assists Australian employers to meet critical seasonal labour needs in the agriculture sector, and accommodation sector (in selected locations), subject to labour market testing.
Pacific Labour Mobility Officers
Pacific Labour Mobility (PLM) Officers will be based in states and territories to undertake additional welfare, monitoring, compliance and accommodation checks. The size, location and recruitments of SWP workers will determine the number and location of PLM Officers in each state and territory.
Boosting community connection
The Government will also boost community connections by funding the not-for-profit sector to strengthen their role in connecting Pacific workers with local community groups in worker locations. This will be done through a tender process before the end of 2020, with contract commencement in early 2021.
The new measures will ensure the SWP continues to have sufficient integrity measures to protect the welfare of SWP workers and provide the support and additional education for employers who participate on the program.
RELOCATION ASSISTANCE
From 1 December 2020, all job seekers participating in employment service programs will be immediately eligible for the Relocation Assistance to Take Up a Job program.
From 1 November 2020, relocation assistance will be available to people who relocate to harvest and regional areas to take up short-term agricultural work, including Australians who are not receiving income support and those with the right to work in Australia.
- $3000 if you relocate to a capital city
- $6000 if you relocate to a regional area
- An extra $3,000 if you relocate with a dependent
If you relocate to take up short-term agricultural work, you may be eligible to receive up to:
- $6000 if you are an Australian worker
- $2000 if you are a visa holder with the right to work in Australia
Click here to read more about the Relocation Assistance to Take Up a Job program.
The following factsheets provide further information on the program:
Using Labour Hire Services
Labour Hire Services must be licensed in certain states. To find a licensed provider follow these links:
Queensland
To find a licensed provider – use the Qld Search Portal
As a result of recent compliance activity, the following providers are no longer permitted to provide labour hire services in Queensland:
- Sankalp Corporation Pty Ltd (ABN 79608566534) – licence suspended from 13 August 2020,
- P&P Land atf ASL Park Family Trust (ACN 617 315 027) – licence cancelled from 12 August 2020,
- DJ Berry Pty Ltd (ABN 79614636663) – application withdrawn for non-compliance with notice from 26 June 2020,
- Toorongtong Express Pty Ltd (ABN 35610809151) – licence cancelled from 25 June 2020.
We would again caution you to ensure that:
- you check the identity and bona fides of the person approaching you to provide labour – in particular that they are authorised to bind that labour hire provider in contract.
- by clicking on the licence number in the register, you can see the names of the persons who have been put forward as nominated and executive officers of that provider.
- if the person approaching you is not one of those persons, you should ask further questions.
- if you have any concerns at all, we would encourage you to call the helpline on 1300 576 088, or email through the website.
Victoria
To search the list of licensed providers – use the Search Function
South Australia
Temporary visa work arrangements
The Federal Government are making a number of changes to temporary visa holder arrangements during the coronavirus crisis in order to protect the health of our community, safeguard job opportunities for Australians, support critical industries, and assist with rapid recovery.
Employers are still required to abide by all relevant Australian workplace laws. Overseas workers, including international students, have the same rights under Australian workplace law as all other employees.
Latest news
- Coronavirus and Temporary Visa holders
- Joint media release with the Hon Michael McCormack and the Hon David Littleproud MP – Supporting the agriculture workforce during COVID-19
Agriculture
The Federal Government will apply flexible arrangements to allow critical workers, including Seasonal Worker Programme and Pacific Labour Scheme participants and Working Holiday Makers, to extend their stay in Australia:
- Seasonal Worker Programme workers with visas due to expire will be able to apply for a Temporary Activity (subclass 408) visa in the Australian Government Endorsed Event (AGEE) stream.
- Pacific Labour Scheme workers with visas due to expire can apply for a new Temporary Work (International Relations) (subclass 403) Pacific Labour scheme stream visa.
- Workers currently in Australia under these programs will also be exempt from the requirement to work for a single employer and will be able to move between approved employers.
In addition, Working Holiday Makers who are working in critical sectors (eg agriculture, aged or health care) will be exempt from the 6 month work limitation with one employer and eligible for a Temporary Activity (subclass 408) visa in the Australian Government Endorsed Event (AGEE) stream.
COVID-19 changes to the Horticulture Award
At the initiation of the Fair Work Commission (FWC) a new schedule will be inserted into 99 modern awards including the Horticulture Award 2010. The new schedule provides for additional entitlements as a result of the COVID-19 pandemic. The new addition will provide an entitlement to:
- Unpaid “pandemic” leave and
- The flexibility to take annual leave at half pay
These variations will operate from 8 April 2020 until 30 June 2020, but may be extended.
The schedule to be inserted into the Horticulture Award is as follows:
Schedule X—Additional measures during the COVID-19 pandemic
X.1 Subject to clauses X.2.1.(d) and X.2.2(c), Schedule X operates from 8 April 2020 until 30 June 2020. The period of operation can be extended on application.
X.2 During the operation of Schedule X, the following provisions apply:
X.2.1 Unpaid pandemic leave
a) Subject to clauses X.2.1(b), (c) and (d), any employee is entitled to take up to 2 weeks’ unpaid leave if the employee is required, by government or medical authorities or acting on the advice of a medical practitioner, to self-isolate and is consequently prevented from working, or is otherwise prevented from working by measures taken by government or medical authorities in response to the COVID-19 pandemic.
b) The employee must give their employer notice of the taking of leave under clause X.2.1(a) and of the reason the employee requires the leave, as soon as practicable (which may be a time after the leave has started).
c) An employee who has given their employer notice of taking leave under clause X.2.1(a) must, if required by the employer, give the employer evidence that would satisfy a reasonable person that the leave is taken for a reason given in clause X.2.1(a).
d) A period of leave under clause X.2.1(a) must start before 30 June 2020, but may end after that date
e) Leave taken under clause X.2.1(a) does not affect any other paid or unpaid leave entitlement of the employee and counts as service for the purposes of entitlements under this Award and the National Employment Standards.
NOTE: The employer and employee may agree that the employee may take more than 2 weeks’ unpaid pandemic leave.
X2.2 Annual leave at half pay
a) Instead of an employee taking paid annual leave on full pay, the employee and their employer may agree to the employee taking twice as much leave on half pay
b) Any agreement to take twice as much annual leave at half pay must be recorded in writing and retained as an employee record.
c) A period of leave under clause X.2.2(a) must start before 30 June 2020, but may end after that date.
EXAMPLE: Instead of an employee taking one week’s annual leave on full pay, the employee and their employer may agree to the employee taking 2 weeks’ annual leave on half pay. In this example:
- the employee’s pay for the 2 weeks’ leave is the same as the pay the employee would have been entitled to for one week’s leave on full pay (where one week’s full pay includes leave loading under the Annual Leave clause of this award);2 and
- one week of leave is deducted from the employee’s annual leave accrual.
NOTE 1: A employee covered by this Award who is entitled to the benefit of clause X.2.1 or X.2.2 has a workplace right under section 341(1)(a) of the Act.
NOTE 2: Under section 340(1) of the Act, an employer must not take adverse action against an employee because the employee has a workplace right, has or has not exercised a workplace right, or proposes or does not propose to exercise a workplace right, or to prevent the employee exercising a workplace right. Under section 342(1) of the Act, an employer takes adverse action against an employee if the employer dismisses the employee, injures the employee in his or her employment, alters the position of the employee to the employee’s prejudice, or discriminates between the employee and other employees of the employer.
NOTE 3: Under section 343(1) of the Act, a person must not organise or take, or threaten to organise or take, action against another person with intent to coerce the person to exercise or not exercise, or propose to exercise or not exercise, a workplace right, or to exercise or propose to exercise a workplace right in a particular way.
Other important points
- The Pandemic Leave entitlement will:
- be available in full immediately – it will not accrue progressively during a year of service like annual leave or personal leave.
- be available to full-time, part-time and casual employees. It is not pro-rated
- it will not be necessary for employees to exhaust their paid leave entitlements before accessing Pandemic Leave.
- Annual leave and personal leave will
- accrue as normal during annual leave at half pay.
- if paid, including at half pay, time will count towards service for the purposes of all NES and award entitlements.
The full FWC decision can be found HERE.
Seasonal worker trial program extended
The Queensland Government has extended the Pacific Labour Scheme and Seasonal Worker Programme trial until 4 March 2021 in response to seasonal worker shortages.
In November, the initial group of workers became the first seasonal workers to successfully complete on-farm quarantine with no significant issues identified.
To date, 458 workers have arrived from Tonga and the Solomon Islands to pick grapes, citrus, sweet potatoes, bananas, apples, and berries, or work in major food processing facilities.
Some of the first workers to arrive in Queensland went to Craig Pressler’s farm in Central Queensland. Listen as we talk to Craig and his research and development manager Andrew Miles about the ins and outs of on-farm quarantine. You can also download the file or read a transcript here.
Queensland launches the #pickqld campaign
The #pickqld campaign aims to attract and retain seasonal harvest workers to support Queensland’s agriculture sector.
Campaign messaging encourages audiences to explore seasonal work and unique adventure opportunities in Queensland.
The #pickqld website connects people with essential information around seasonal work, for employers looking for seasonal workers and a link to Queensland’s Good to go campaign, aimed at helping people plan their working holiday and adventure.
The campaign will use search engine optimisation (SEO) and social media advertising to target working-holiday makers, Queenslanders looking for employment, and university students on study breaks.
For more information, visit qld.gov.au/pickqld.
Employing workers in agribusiness and commercial fisheries during COVID-19
The Queensland Government is helping agriculture, commercial fishing and processing businesses safely manage workers during the COVID-19 pandemic to ensure work can continue so Queensland’s food supplies are secure while meeting COVID-19 public health directions.
Your responsibilities as an employer
All businesses have responsibilities under workplace health and safety legislation to provide a safe workplace for their employees, including minimising the risk of COVID-19 transmission among workers and the community.
The key things that employers must do to manage exposure to COVID-19 include:
- maintaining good hygiene and cleanliness of the workplace
- implementing physical distancing—keeping everyone at the workplace at least 1.5 metres physically apart
- using personal protective equipment (PPE) appropriately, where necessary.
Find out more about managing and preventing transmission of COVID-19 at your worksite and in the community.
Requirements when employing seasonal workers
Employers in the agribusiness and fisheries industry may hire seasonal workers needing to travel into and within Queensland to undertake work. A seasonal worker is a person who travels to, or within, Queensland for work as it becomes available, requiring them to relocate and stay in temporary accommodation. A seasonal worker can be:
- a person coming from overseas to travel and work temporarily in Australia (for example, a backpacker or visa holder)
- an Australian resident seeking seasonal work either locally or across the country.
Seasonal workers can be skilled or unskilled and may be needed to:
- pick fruit and vegetables
- work in packing sheds, canneries and other processing plants or factories
- prune, cut and plant crops such as sugar cane and grain
- work on sheep and cattle stations, piggeries and poultry farms.
To protect you, your workforce and Queensland, the Queensland Government has border control measures. You will need to consider these when employing seasonal workers.
If you employ seasonal workers it is mandatory to have a workplace health management plan. This includes all agribusinesses, commercial fishing and processing businesses, and agriculture labour hire companies.
A workplace health management plan must:
- describe the health screening steps you will implement for employees—you are required to undertake pre-employment screening and daily checks of your employees to determine the presence/absence of COVID-19 symptoms
- describe the steps that you will implement to:
- manage and prevent the transmission of COVID-19 among your employees and the community
- maintain health standards
- respond appropriately should an employee become unwell
- be submitted to Queensland Health at covid.plans@health.qld.gov.au.
If you have a health management plan in place that covers all COVID-19 workplace health and safety management measures, you do not need to duplicate this information in a separate workplace health and safety plan.
Record-keeping templates for workplace health management plans are available to assist you.
You must have a record of your employee’s work history and accommodation details for the 14 days before commencing work with you (including quarantine compliance if relevant).
Find out more about managing and preventing transmission of COVID-19 at your worksite and in the community in the workplace health management plan template (DOC, 249KB).
If you would like an agriculture coordination officer from the Department of Agriculture and Fisheries to provide advice or assistance on developing a workplace health management plan, phone 13 25 23 or email info@daf.qld.gov.au, providing details of your request.
Accommodating seasonal workers
If you accommodate seasonal workers on your property you must have a health management plan in place to prevent the transmission of COVID-19. The accommodation facilities you provide should allow access to communal areas on the basis of:
- 1 person per 4m2 in communal areas of 200m2 or more
- or
- 1 person per 2m2 in communal areas of less than 200m2 (up to a total of 50 people).
Your health management plan may allow social distancing requirements to be modified, provided workers are managed in ‘household units’ of no more than 4 people who will work, use transport, and share communal facilities together.
You’re required to keep records of the locations your workers have visited and their accommodation details for the 14 days before they access your accommodation (including quarantine compliance if relevant) to assist with contact tracing if necessary.
All accommodation must be of a standard to allow for appropriate hygiene and social distancing practices.
The premises should be thoroughly cleaned and disinfected before workers arrive, after they leave, and as regularly as possible during their stay.
If you do not comply with the public health directions, penalties will apply: $13,345 for individuals and $66,725 for corporations. The enforcement officer can issue on-the-spot fines of $1,334.50 for individuals or $6,672.50 for corporations.
Transporting seasonal workers
If you provide transportation to your workers to, from or around the workplace you must have a health management plan in place to prevent the transmission of COVID-19.
Measures to reduce the risk of COVID-19 transmission include:
- passengers meeting social distancing requirements by maintaining a minimum distance of 1.5 metres from each other in the vehicle
- bus, minibus or van passengers keeping at least 1 vacant seat in all directions, separating them from other passengers
- vehicles having as much fresh air circulation as possible by adjusting air conditioning or opening windows and leaving windows down between trips, wherever possible
- good hygiene measures and consistent cleaning of vehicles, paying particular attention to frequently touched surfaces.
- any unwell staff staying home.
Requirements when employing local workers
All businesses must manage the risks of COVID-19 in their workplace.
If you only employ local workers who are returning to their permanent residence after work each day, you still need to manage the risk of COVID-19, but you are not required to complete and submit a workplace health management plan to Queensland Health.
To manage the risk of COVID-19 you should however have a workplace health and safety (WHS) plan in place that explains how you intend on protecting yourself and your workers from exposure to COVID-19. A WHS plan template (PDF, 176KB) is available on the Worksafe Queensland website. All businesses must also follow social distancing requirements and any relevant Public Health Directions.
If you employ both seasonal workers and local workers and have a workplace health management plan (DOC, 249KB) in place that covers all COVID-19 WHS management measures, you do not need to duplicate this information in a separate WHS plan.
Workers seeking new employment
Workers are encouraged not to visit farms to request work and should instead register their availability at Harvest Trail. They can also phone the National Harvest Labour Information Service on 1800 062 332.
If you have supplied all of these requirements to a potential employee, who then doesn’t turn up for work, you can call Policelink on ph: 131444 with their details.
The Flow Chart below helps to explain the measures to help agribusiness access seasonal workers & temporary visa holders during the COVID-19 pandemic in Queensland
These Fact Sheets below help to explain the new measures to help agribusiness access seasonal workers & temporary visa holders during the COVID-19 pandemic in Queensland
Additional information for Queensland
Out-of-work Queenslanders can register with a new online portal aimed at linking job seekers with job opportunities.
The Queensland Government’s Jobs Finder Queensland web portal asks Queenslanders who are looking for work to provide information on their skills, location and work experience.
That information can then be readily matched to available jobs. The initiative is part of the Government’s $4 billion package of measures to support health, jobs and business doing it tough due to COVID-19.
Agribusiness Worker Border Exemption
An exemption for farmers and agribusiness workers exists for people who are Queensland or NSW residents who need to enter Queensland to perform essential agribusiness services (including agriculture supply chain or farming activities). Farmers and agribusiness workers must travel directly to and from the relevant farm or premises without stopping.
Note: This approval does not apply to seasonal workers and does not permit farmers and agribusiness workers to enter Queensland for any other purpose.
Approval as farmers and agribusiness workers is valid for entry into Queensland until 31st March 2021
The following documentation is required:
1: Letter from the Chief Health Officer (refer to the NEW letter attached)
2: An approved Queensland Border Declaration Pass
3: Evidence of residence (driver’s licence)
4: Evidence of employment (employment confirmation on company letterhead and/or payslip).
NSW: Managing primary production workforce
NSW Department of Primary Industries will soon be announcing a campaign aiming to fill roles with young people.
The ‘Regional NSW Gap Year’, will target young Australians, with the goal of providing jobs across agriculture, as well as a number of other sectors, in rural areas.
The campaign has not been announced yet. Those eligible are able to apply for the Federal Government’s Take Up a Job program.
Help Harvest NSW is a webportal designed to connect displaced employees and seasonal workers with producers and growers around the state who have seasonal work available.
NSW farmers and producers have faced many challenges in recent times, including drought, flood and bushfires, and are now facing a critical staff shortage due to COVID-19 border restrictions.
Help Harvest NSW is a joint government initiative aimed at linking an available labour force with farm producers and agribusinesses across the state during the critical harvest season to address both the labour shortage, and to facilitate economic recovery in the wake of COVID-19.
The agriculture industry has a range of jobs on offer. Everything from fruit picking and grain harvesting, to working on a cattle property.
Help Harvest NSW brings together a range of information about seasonal work and how to find a job, as well as links to opportunities to upskill for a new career in the agribusiness sector.
The webportal is the main hub of this project, and the information will also be shared amongst multiple other government sites. An engagement campaign also begins today to encourage those workers displaced due to COVID-19 to consider agricultural and farm work.
Visit Help Harvest NSW for more information and to connect with farmers and producers across the state.
The NSW Government has announced new measures to ensure horticultural businesses can continue to safely operate and to protect workers from COVID-19. One important step to protect you and your staff is to ensure you have a COVID-19 Safety Plan: agriculture (PDF, 190.32 KB) in place.
Managing Primary Production workers
Access the NSW website for more details
The DPI COVID-19 Concierge response is continuing to work with, and advocate for, our industry partners.
The DPI COVID-19 webportal is updated as information becomes available.
NSW Agriculture Worker Permit
The new Agriculture Worker Permit is now available on the Service NSW website.
The permit is available for all workers employed in eligible agriculture industry activities, including seasonal workers to move between NSW and Victoria.
Businesses are required to have the new COVID Safety Plan for use with this permit.
There is a 2 step process to follow:
Step 1 – The Head of an organisation or the client of a self-employed agriculture worker registers each worker, and obtains a unique registration code per worker
Step 2 – Individual workers apply for the agriculture worker permit. During this process, they will be prompted to enter their unique registration code.
Please note that if a worker has been in either an area of concern or a restricted area, they will not be able to access an agriculture worker permit until they have reached 14 days since their last visit to an area of concern or restricted area.
If you live in the border region, and intend to perform agricultural work within the border region, on either side of the NSW-VIC border, use your ‘border region resident’ permit.
Visit Service NSW to check if your address and place of work are within the border region.
REGISTERING AN AGRICULTURE WORKER AND APPLYING FOR AN AGRICULTURE WORKER PERMIT
STEP ONE (EMPLOYER):
The head of an organisation employing agriculture industry workers or the client of a self-employed agriculture worker will need to register each worker for an agriculture worker COVID-19 border entry permit.
You can register online at Service NSW.
You will need to have a MyServiceNSW account to register. If you don’t have an account you will need the following to create an account:
- 2 identity documents (such as Australian driver licence, Medicare card, Australian passport)
- contact details including email and phone
- business name and ABN (if applicable)
- details of the worker(s) employment
- the type of business.
To register your workers:
- Select the ‘Register online’ button at this bottom of this Service NSW webpage.
- Log in or create a MyServiceNSW Account
- Enter the required identity details into the online form.
- Your identity will be verified.
- Follow the prompts to complete the form. You will need to provide details of the service being provided, estimated dates, site details and the details of each worker.
- Review and complete your application.
If your registration is successful:
- You will be emailed a copy of the registration code(s).
- You must then contact the worker(s) you listed in your registration form and give them their individual registration code.
STEP TWO (AGRICULTURE WORKER):
Once an agriculture worker has their individual registration code from their employer or the client employing their services, the worker can then complete their border entry permit application and enter their registration code when prompted.
To apply, you will need
- your personal details (name and date of birth)
- your contact details (residential address, phone number and email address)
- your eligibility category – agriculture industry activity
- a declaration on your COVID-19 exposure and overseas travel in the last 14 days
- the address where you intend to stay in NSW
- your individual registration code from your employer
To adhere with the requirements of the permit, all workers must:
- comply with their employer’s COVID-19 Safety Plan
- travel by the most direct route to and from their residence/accommodation and the place where the service is being provided
- carry appropriate Personal Protective Equipment at all times
- carry relevant ID documents with them at all times
- keep a record of the date(s) and location(s) of their employment for at least 28 days from the date(s) of the work
- get a COVID-19 test and isolate if they display any COVID-19 symptoms
- cooperate with NSW Health if contacted in relation to a positive case of COVID-19 at their workplace.
IMPORTANT INFORMATION REGARDING THE COVID-19 SAFETY PLAN REQUIRED
It is critical to note that there is a specific COVID-19 Safety Plan required for the Agriculture Worker Permit, and it is the responsibility of the employer/business to have the plan completed and provided to all workers.
This plan has specific requirements for the wellbeing of staff and customers, physical distancing, hygiene and cleaning and record keeping.
The record keeping requirements for employers include:
-
Keep a record of all staff working for you (including their name and mobile number)
-
Keep a record of the times and days permit holders work for you, including whether they stay overnight
The record keeping requirements for permit holders include:
-
Keep a record of the places you have been to in the last 14 days.
Records must be kept for at least 28 days and kept securely.
Workers are required to carry a copy of the safety plan when crossing the border.
The COVID-19 Safety Plan for agriculture organisations, employers and workers is available on the NSW Government website.
IMPORTANT INFORMATION FOR PEOPLE WITH EXISTING PERMITS
Existing critical agriculture worker related permits remain valid until their expiry.
However, from 25 September, existing permits take on the new conditions until expiry – which includes the requirement to complete and abide by the COVID-19 Business Safety Plan specific to the new agriculture worker permit. Workers should be issued with this new Safety Plan.
The COVID-19 Safety Plan required for the Agriculture Worker Permit can be found here.
Upon expiry of existing permits, agriculture workers will need to apply for the new permit on the Service NSW website, following the two-step process outlined above.
The following Flow Charts have been developed by the New South Wales Government to help employers and employees to understand the new requirements and responsibilities.
These are the latest versions
NSW – Victoria border permit guide for Agricultural Workers
NSW – Victoria border permit guide for Victorian Agricultural Workers
Workplace health and safety legal requirements
Under the workplace health and safety law, all employers or businesses are required to manage the risk of COVID-19 to workers and others in the work environment. In NSW, employers have a work health and safety obligation to protect workers to a level that is deemed as reasonably practicable for workplace diseases including COVID-19.
Reasonably practicable is a legal requirement. It means doing what you are reasonably able to do to ensure the health and safety of workers and others like volunteers and visitors. Basically, employers and businesses always need to try to eliminate, so far as is reasonable and practicable, any health and safety risks in the workplace, including COVID-19.
Businesses and workers must:
1. Comply with national and state public health directions
2. Promote simple but effective social distancing and hygiene measures
3. Cease non-essential work activities that involve close personal contact (less than 1.5m)
4. Implement controls to reduce direct contact with workers and customers, including:
- social distancing of at least 1.5metres (1 person per 4sqm indoors)
- barriers to create space between workstations, seated areas etc.
- modifying shifts and rosters to reduce peak periods
- actively supporting flexible work arrangements, including working from home.
5. Implement controls to reduce environmental exposure, including:
- inspecting and reviewing air conditioning and ventilation systems
- increasing cleaning and disinfection of high traffic areas or shared surfaces
- provide cleaning products and instruction for cleaning workspaces
- provide instruction and amenities for personal hygiene and infection control
6. Businesses are required to notify both SafeWork NSW and their Workers Compensation Insurer of serious illnesses (including COVID-19) arising out of work. See below for steps to take for a suspected COVID-19 case
Steps for employers to take for a suspected COVID-19 case
Step 1: Isolate the person from others and provide a disposable surgical mask for the person to wear.
Step 2: Call the NSW COVID-19 helpline 1300 066 055 and follow their instructions. Also, notify SafeWork NSW on 13 10 50.
Step 3: Ensure that the person has transport home or to a medical facility. Workers assisting the person who has suspected or confirmed with COVID-19 should be provided with appropriate PPE, if available, such as gloves and a mask. They should also follow hand hygiene procedures.
Step 4: Call your Workers Compensation Insurer (within 48 hours) to notify of the possible workplace serious illness.
Step 5: Clean the area where the person was working and all places they have been and surfaces or tools they may have touched. Use PPE and a suitable disinfectant when cleaning. Document cleaning.
Step 6: Identify who at the workplace has had close contact with the infected person in the 48 hours before that infected person started showing symptoms. Send those employees home to isolate for 14 days. If, after 14 days they have not shown symptoms of COVID-19 they may return to work. If they show symptoms, they should ring the national COVID-19 hotline (1800 020 080). Follow the advice of health officials.
A close contact is considered as:
• an employee who has had greater than 15 minutes cumulative face-to-face contact in any setting over the course of a week in the period extending from 48 hours before onset of symptoms OR
• sharing of a closed space with a confirmed or probable case for a prolonged period (e.g. more than 2 hours) in the period extending from 48 hours before onset of symptoms in the confirmed or probable case
Step 7: Clean the areas where the close contact people were working and all common areas where they have been or surfaces and tools they may have touched. Use PPE and a suitable disinfectant when cleaning. Document cleaning.
Step 8: Review risk management controls relating to COVID-19 and review whether work or processes may need to change. Keep employees up to date on what is happening.
Note: From a WHS perspective, there is not an automatic requirement to close an entire workplace, particularly if the person infected, or suspected to be infected, has only visited parts of the workplace.
Information for employers providing accommodation in NSW
If you, as an employer are responsible for providing accommodation for your employees, ensure that the accommodation that you are providing adheres to the social distancing requirements outlined in the NSW Public Health Order and has appropriate plans in place to deal with suspected and confirmed COVID-19 cases.
Below are some key questions to ask and consider when choosing accommodation providers:
1. Will your employees have to share kitchen facilities with those outside of their room, dorm etc.? if so, is there a roster system for shared kitchen facilities.
2. Will your employees have to share bathroom facilities with those outside of their room, dorm etc.? If so, how many people must share bathroom facilities? And can segregation of guests be implemented at all? For example, Male and Female, dorms or rooms allocated certain bathroom facilities?
3. What cleaning and sanitation plans are being implemented for all shared areas that your employee may need to use?
4. What other measures will be implemented to reduce the risk of contamination and spread of COVID 19 to your employee?
If you cannot provide accommodation that adheres to the social distancing measures, then you should contact your local council who may be able to assist in finding suitable accommodation for workers.
For more information CLICK HERE
Information for keeping employees safe while travelling in NSW
Travelling for work remains an essential activity and sometimes the sharing of vehicles will be unavoidable. To keep your employees safe whilst travelling for work ensure that when they are sharing vehicles or car-pooling, they are implementing steps to reduce the risk. Strong hygiene and cleaning measures should be implemented.
With the seasonal start of some prime NSW fruit and vegetables, there will be an increase in the movement of seasonal workers between regions and from metropolitan areas in response to work availability. It is critical to minimise the potential risk of spread of COVID-19 to the regional communities’ that workers travel to and temporarily reside in. It’s also critical to minimise the spread amongst the workers. One risk pathway is the transportation of workers to, from and around the workplace.
For more information CLICK HERE
NSW Summary
- DOWNLOAD the PDF version of these guidelines
- Ensure you have a COVID-19 Safety Plan: agriculture (PDF, 190.32 KB) in place to protect your staff
- Follow the Berries Australia v2.0 Covid-19 Berry Farm Checklist to assess the risks on your farm
- DOWNLOAD the Worker Disclosure Form and ask every new worker that is considered a ‘seasonal worker’ to complete a copy
- Ensure that you have sighted the Visa Holder Declaration Form of any visa holder that has travelled to your farm from another area – inside or outside of NSW
- Use the Employer Flow Chart to help you to understand the new requirements
COVID-19: Managing workers in primary production in VICTORIA
Workplace (Additional Industry Obligations) Directions (No 16) came into effect from 6pm 11 January 2021. The latest Directions can be found here https://www.coronavirus.vic.gov.au/additional-industry-obligations
The following are no longer mandatory:
- High Risk COVIDSafe Plans – a standard COVIDSafe plan is still required, but your Seasonal Worker COVIDSafe Plan, if you have one in place, is more than enough. https://www.coronavirus.vic.gov.au/covidsafe-plan
- Additional PPE requirements – no longer need masks outdoors, but masks are mandatory indoors
- Pre-shift declaration – workers no longer required to make declaration at start of each shift
- Temperature testing – not mandatory but not a bad idea to continue if it is part of your routine
- Cleaning logs – but all areas must be cleaned thoroughly at least once daily
The following remain mandatory (in addition to obligations required under a standard COVIDSafe Plan):
- Workforce bubbles – keep teams separate, provide separate breaks and break areas, ensure workers from the same household work together and keep records of teams, shifts and meal breaks.
- Additional record keeping – workplace attendance records, shifts, workforce bubbles
- Workforce training – induction that covers good hygiene practices, compliance with workforce bubbles, don’t come to work if unwell
- Additional hygiene facilities – clean water and soap for handwashing, well-maintained toilet facilities
The Big Victorian Harvest
The Victorian Government has support for businesses to access workers and financial support for training and relocation as part of the Agriculture Workforce Plan. For information go to https://agriculture.vic.gov.au/crops-and-horticulture/the-big-victorian-harvest
Agriculture Victoria has Seasonal Workforce Coordinators on the ground to help address workforce needs and connect businesses to workers. For more information, or to speak to a Workforce Coordinator, go to
The Seasonal Worker Accommodation Program (SWAP) provides financial support for COVIDSafe accommodation and transport of seasonal workers across Victoria.
Grants between $10,000 and $1 million are available for regional and local projects that boost COVIDSafe accommodation and transport supply for the 2020-21 harvest. For more information go to https://agriculture.vic.gov.au/crops-and-horticulture/the-big-victorian-harvest/support-for-your-business
Other resources
The Victorian Government’s QR Code system for contact tracing can be used to record visitors to your business. The QR Code system can be accessed at https://www.coronavirus.vic.gov.au/victorian-government-qr-code-service
There is a range of other materials that can be used in your workplace, including posters, signs and stickers to communicate key messages to workers (and customers), as well as multi-language products. Go to https://www.coronavirus.vic.gov.au/signs-posters-and-templates
COVID-19: Managing workers in WA
COVID-19 – securing labour supply
At a glance
- Temporary visa changes in place to secure seasonal agricultural labour supply.
- Western Australian travel restrictions enable movement of agricultural workers with proof of employment.
- Additional safeguards in place to manage risk and maintain health and safety and support business continuity.
- A declaration confirming that appropriate accommodation arrangements are in place is required for agricultural employers utilising Working Holiday Makers (WHM).
- Agricultural businesses employing WHM must prepare a COVID-19 Health Management Plan as part of their occupational health and safety management responsibility.
- Food businesses should refer to the WA Department of Health ‘Practices and Principles to reduce the risk of impacts of COVID-19 on a food business workplace’ document.
- Department of Primary Industries and Regional Development (DPIRD) to work with industry in coming weeks to determine finer details.
COVID-19: Managing workers in South Australia
South Australian agricultural employers are directed to follow the National COVID-19 safe workplace principles
There is no requirement for farms to have a COVID Safe Plan in place, however, from 14 December 2020, all general retail industry premises must have a completed COVID Safe Plan and have an approved contact tracing system enabled.
A general retail industry premises is a place where retail sale or hire of goods or services for personal, household, or business use occurs and where customers are physically present. This includes supermarkets, department stores, hardware stores, and general retail, which will include a farm gate shop.
All people entering the business must upload their relevant contact details to the approved contact tracing system. This upload is automatic when you use the COVID SAfe Check-In to scan the QR code.
A contact tracing system can be the COVID Safe Check-In QR code, or a paper record.
A QR code will be emailed to any business that has a COVID Safe Plan in place.
A paper recording log template is available as a back-up for people who don’t have a smartphone.
Contact tracing attendance record (PDF, 185.1 KB)
To create a COVID Safe Plan go to https://www.covid-19.sa.gov.au/business-and-work/create-a-covid-safe-plan
For information on the COVID SAfe Check-In go to https://www.covid-19.sa.gov.au/business-and-work/covid-safe-check-in
COVID-19: Managing workers in Tasmania
The COVID Safe Workplace Guidelines set out what Agriculture employers should do as they continue, or seek to resume, business operations. By following these guidelines, you will be able to show how you will comply with minimum standards determined by Public Health, and with the requirements of the Work Health and Safety Act.
This will help keep your workers and others safe from COVID-19. Workplaces that do not show compliance with the standards may be subject to enforcement actions.
As of the 15th of June 2020 it is mandatory for all Agriculture employers to implement a COVID-19 Safety plan for their business. This plan should outline all COVID safety measures being implemented within the business for work activities undertaken by staff.
WorkSafe Tasmania also strongly encourages business operators to review these safety plans regularly.
How do I develop a COVID-19 Safety Plan?
Webinar: hosted by Business Tasmania on how to complete your COVID-19 Safety Plan – watch this now on YouTube
Your COVID-19 Safety Plan will depend on the size and nature of your workplace. WorkSafe Tasmania has provided checklists and templates to help you develop your plan.
View COVID-19 Workplace Checklist
Safety plan – small business template
Safety plan – medium business template
Contact Phillip John from Safe Farming Tasmania for help reviewing your COVID-19 Safety Plan. Phillip.John@dpipwe.tas.gov.au
Keep on Top of COVID by taking these steps to help keep yourself and others safe:
- Stay home if you are sick
- Practice good hygiene
- Keep your workplace clean
- Remember to physically distance
- Follow current health restrictions
Provide your workers with a link to the COVID-19 Safety Video for harvest workers – watch this now on YouTube
Relocation Assistance
Available to the 31st December 2021, relocation assistance will be available for potential workers to move and take up jobs in agriculture, including harvest work. Workers may be eligible for financial assistance to help with the costs of travel and accommodation when they relocate to take up a short-term agricultural work opportunity.
Please direct potential employees to the Harvest Trail Services (HTS) provider who will check their eligibility for relocation assistance and discuss the types of relocation assistance that may be available. PLEASE NOTE that these service providers are extremely busy, so encourage your workers to keep contacting these Harvest Trail Services.
MADEC
Location: Devonport
Email: harvestdevonport@madec.edu.au
Phone: (03) 6420 3900
MADEC
Location: Huonville
Email: harvestdevonport@madec.edu.au
Phone: (03) 6420 3900
Pandemic Isolation Assistance Grants
Grants are available to support low-income persons, casual workers and self-employed persons who are required to self-isolate due to COVID-19 risk.
To apply, please call the Public Health Hotline on 1800 671 738.
Temporary relaxation of working hours for student visa holders
Due to exceptional circumstances during the COVID-19 pandemic and the need to ensure the supply of critical services, the Department of Home Affairs and Australian Border Force will take a flexible approach to student visa holders working beyond their usual work limitations, but only in specified industries. Students can work for more than 40 hours a fortnight if they are employed in the agriculture sector
COVID-19 seasonal worker visa update
From 4 April 2020, Working Holiday Makers (WHMs) working in agriculture and seasonal workers operating in Australia through the Seasonal Worker Program or Pacific Labour Schemes can apply to be transferred to a 408 visa subclass (Australian Government Endorsed Events).
WHMs working in agriculture or food processing who transition to the 408 visa subclass will be exempt from the six month work limitation with the one employer and eligible for a further visa to keep working in these critical sectors if their current visa is due to expire in the next six months.
Seasonal Worker Program and Pacific Labour Scheme workers will have the same restrictions on the 408 subclass visa as their previous 403 subclass visa. Workers currently in Australia under these programs will also be exempt from the requirement to work for a single employer and will be able to move between approved employers.
Persons applying for this specialised 408 visa subclass are required to apply for this visa during the last 28 days of their visa.
Seasonal Worker Program Update
The SWP has restarted in Tasmania, with SWP workers undertaking 2 weeks of quarantine in Government quarantine. During quarantine, the workers undergo COVID testing on days 1, 5 and 10 of their quarantine and need to return a negative result prior to leaving the hotel and commencing work.
