Rural employment agreements in New Zealand are essential for ensuring fair and legal working conditions in the agricultural sector. These agreements not only protect the rights of workers but also help employers comply with various industry standards and regulations. We outline some of the key aspects that need to be considered in rural employment agreements, including industry classes, compliance requirements, and sustainable practices.
The rural sector in New Zealand encompasses a wide range of industries, including dairy farming, sheep and beef farming, horticulture, and viticulture. Each of these industries has specific requirements and it is recommended that employment agreements are drafted to reflect the requirements of each industry.
1. Employment agreements - All rural employment agreements must be in writing and include essential details such as the names of the employer and employee, job description, place of work, agreed hours, and wages or salary. These agreements must comply with the Holidays Act 2003 and the Employment Relations Act 2000. For the clauses that must be included in these agreements click here.
2. Animal welfare - Animal welfare is a critical aspect of farming in New Zealand. The Animal Welfare Act 1999 sets out the obligations of animal owners to ensure proper care and treatment of animals. This includes providing adequate food, water, shelter, and medical care2. The Animal Welfare (Care and Procedures) Regulations 2018 further detail specific requirements for different types of animals. Because of the increased focus on animal welfare regulation, it is advisable to put in specific clauses requiring all staff to meet best practice of animal welfare. This might for example mean that staff agree to act in accordance with an audit programme such as the Global Animal Partnership animal welfare. It is important that these regulations are either added to the back of the employment agreements or provided to the employee prior to them commencing employment.
3. Biodiversity - New Zealand has stringent laws and regulations to protect biodiversity and many farmers have undertaken significant work and cost on biodiversity work. Employees are often engaged in this bio-diversity work or the maintenance of completed work. In addition, farmers are now often audited against their biodiversity efforts/programmes through audits such as FAP Plus and New Zealand Merino ZQ program. It is now common for employment contracts to include specific provisions around compliance with these audit schemes and also that the employee’s work will include on the biodiversity programme. It is important that employees are asked to complete work that is broadly within their job description.
Meeting customer expectations is paramount in the rural sector, as the quality and integrity of New Zealand's agricultural products are key to maintaining the country's reputation on the global stage. This involves not only meeting the minimum legal requirements but also going above and beyond to ensure that products are sustainably sourced, ethically produced, and of the highest quality. Customers increasingly demand transparency and sustainability in the supply chain, and New Zealand's rural employers must rise to meet these expectations. It is important that employers and employees are on the same page when it comes to expectations and requirements about the industry meeting the market’s expectations but also legal and auditing requirements.
Rural employment agreements in New Zealand are more than just legal documents; they are a commitment to fair employment, animal welfare, biodiversity, and sustainable farming practices. By adhering to these standards, New Zealand’s rural sector can continue to thrive while maintaining high ethical and environmental standards.
