Nursery Award

If you operate a nursery or production horticulture business in Australia that grows, propagates or sells plant stock and you employ staff who are not otherwise award-free, the Nursery Award 2020 (MA000033) almost certainly applies. It covers wholesale, production and retail nursery operations. Note this is a plant-industry award, not a childcare award, and some roles may fall under a different instrument, so confirm coverage against the Fair Work source before setting pay.

Match the employee to the level that reflects the work they actually do, using the classification definitions in the award, which describe the skills, plant knowledge, qualifications and responsibilities for each grade. A propagator or grower will usually sit above a general nursery hand. Title alone is not enough; assess the real duties. Once you have the correct level, look up its current minimum rate on the Fair Work Pay Calculator.

Casual nursery employees are paid an hourly rate plus a casual loading, which is commonly 25% across modern awards, in place of the paid leave and notice entitlements casuals do not receive. The loading applies on top of the minimum rate for their classification, and weekend penalties can apply as well. Treat 25% as a guide only and confirm the exact casual loading for this award on the Fair Work source before running pay.

Ordinary hours worked on Saturdays and Sundays attract penalty rates under MA000033. As a guide, Saturday loadings are commonly around 25% and Sunday around 50%, though the award sets its own figures and casuals are treated differently. Retail garden centres open across the weekend need to apply these correctly. Always confirm the current Saturday and Sunday rates for your employee type on the Fair Work Pay Calculator before processing pay.

Work on a public holiday is paid at a significant premium under the Nursery Award, which can reach up to 150% of the minimum rate, and a minimum engagement may apply. Employees who would normally work that day but do not because it is a public holiday are generally entitled to their ordinary pay. Check the current public holiday entitlement, including any arrangements for staff who do not work, against the Fair Work source.

Overtime applies when an employee works beyond the ordinary hours set by the award, such as exceeding the daily or weekly limits or working outside the spread of ordinary hours - common during peak dispatch or planting periods. Overtime is paid at penalty rates that step up after the first couple of hours, with higher rates on Sundays and public holidays. For the exact current multipliers, refer to the overtime provisions and the Fair Work source.

Yes. Part-time employees work fewer than full-time hours on a reasonably predictable pattern, and the award requires the agreed hours, days and times to be set out in writing at the start, with changes agreed in writing too. Part-timers receive pro-rata leave and the same minimum rates as full-timers for their classification. Check the part-time provisions in the award for the full requirements before engaging staff this way.

Junior employees are paid a percentage of the relevant adult rate, with the percentage rising as they get older, while apprentices and trainees are paid on their own progression scales that increase as they advance. Because nurseries use a lot of junior and seasonal labour, it is important to apply the correct age-based percentage and update it when someone has a birthday. Confirm the current junior and apprentice rates on the Fair Work Pay Calculator.

The award provides for several allowances depending on the work performed, which can include a first aid allowance, a meal allowance for qualifying overtime, a tool and equipment allowance, and a travelling allowance for work-related travel. The amounts change with the annual review, so look up the current figures on the Fair Work Pay Calculator rather than relying on remembered values, and check which apply to each role.

Annual leave loading is an extra payment on top of base pay when an employee takes paid annual leave. Under this award it is 17.5% of the minimum rate of pay, and it applies to full-time and part-time employees taking annual leave. Casuals do not accrue annual leave, so the loading does not apply to them. Apply the loading when processing leave payments and confirm the calculation against the Fair Work source.

Minimum rates and many allowances are reviewed each year in the Fair Work Commission's Annual Wage Review and take effect from the first full pay period on or after 1 July. The 2026 review increased modern award minimums by 4.75%. To stay compliant you must apply the new rates from that pay period, not the calendar date, so verify the current figures on the Fair Work Pay Calculator each year.

The award still applies during seasonal peaks; what changes is that longer hours, weekend trading and extra casual staff bring overtime, weekend penalties and casual loadings into play more often. There is no separate lower rate for busy periods. Plan rosters so the correct overtime, penalty and loading provisions are paid through peak planting and dispatch seasons, and confirm any figure you are unsure about on the Fair Work source.

Start by confirming each employee's correct classification, then apply the current minimum rate, the right junior or apprentice percentage, weekend and public holiday penalties and any applicable allowances, refreshing all figures from the Fair Work Pay Calculator after each 1 July increase. Accurate time and pay records are essential, especially with seasonal labour. Valont's award-compliant payroll service handles this classification, rate and penalty mapping for nursery employers so the right amount is paid every cycle.

Growing crops, fruit or vegetables on farms, orchards or plantations is the Horticulture Award.

Broadacre cropping and livestock work sits under the Pastoral Award.