Too often, ethical labour is seen as soft. Sentimental. Something that slows you down or costs more.
But let’s be honest, there’s nothing soft about running a high performance farm that turns a decent profit.
Ethical labour means structure, consistency, and results that you can measure. In the last five years, it’s become clearer than ever that when workers are both treated well and managed well, farms become more productive, less chaotic, and more profitable.
What we hear:
“Ethical labour probably costs more, and I need to save money right now.”
Margins are tight. Seasons are unpredictable. Labour systems need to work, and work without the drama.
By stepping back and getting a birds eye view of your operation, you can take a practical look at what kind of workforce mix, whether it be locals, PALMS, backpackers, this will actually give you the best bang for buck. Different crops, different seasons, different peaks. Smart labour isn’t just about filling gaps, it’s about placing the right people in the right roles to lift consistency, efficiency and output. One of our clients used this approach to run two shifts across two properties, one crew from PALM for full time consistency, and a rotating group of backpackers during the seasonal spike. Productivity lifted, but admin didn’t.
Good Systems Prevent Bad Hires
What we hear: “We’re already doing this in-house.”
And if you’re managing labour internally, that’s a good thing. It is worth asking however, are you still losing time to retraining? Are the same issues repeating season after season?
It’s not always about effort. Often, it’s about the system design. If the structure isn’t reducing turnover and lifting productivity, it might be costing more than you think.
The cheapest labour issue is the one that never happens. And that starts before the boots hit the ground.
Common practices on well-structured farms include:
- Vetting thoroughly and checking references
- Screening for motivation, not just availability
- Setting clear expectations before day one
Example: One farm was losing 40% of pickers in the first week. After introducing expectation-setting videos and in-language induction tools on our app, that dropped to just 8%.
Tip for direct-hire farms:
Video a two minute walkthrough video of your harvest expectations, sent ahead of time, can save you hours on the ground and certainly resolve unmet expectations. It also filters out mismatched applicants and lifts retention from day one.
That farm with 40% first week dropout? That wasn’t even their worst season. They had entire plantings they couldn’t harvest in time the year prior. After switching systems, that never happened again.
What we hear:
“We’re already covered, even if it’s not perfect.”
That’s a positive sign. But when was the last time the performance of that provider was benchmarked?
If rework, turnover, or constant firefighting are still part of the picture, it’s worth asking, what is that actually costing?
Sticking with a familiar provider might feel easier in the short term, but if they’re not delivering measurable outcomes, there’s a chance you’re paying for more problems than solutions.
We once took over from a contractor whose idea of “support” was dropping off the crew on day one and disappearing. Within a month, that farm’s turnover halved, and output per worker jumped 30%.
Compliance or Control?
Basic compliance ticks legal boxes. Strategic compliance gives control and protects the farm’s reputation (which attracts the people you want).
What makes a difference:
- Regular (ideally weekly or even daily) check ins with workers
- Clear and instant escalation processes (addressing before problems escalate)
- A provider who understands Fair Work, awards, compliance and your specific farm operation
Quick check: Ask how often your current provider speaks with the crew. If the answer is “when there’s a problem,” that could be the problem.
Lifting Performance
Respect isn’t soft, it’s measurable. Workers who feel respected stay longer, work harder, and take pride in what they do.
What contributes to that:
- Crew leaders who walk the rows and speak the language
- 24/7 structured support, from pre-departure to return
- Financial and personal goal setting to help maintain focus and motivation
On the ground:
On one site, a team doubled their picking speed within three weeks after improved leadership structure and communication processes. The difference wasn’t just extra pay, it was clarity and connection.
Communication Isn’t a Bonus. It’s the Baseline.
You don’t need hand holding. And no one wants unnecessary contact. But clarity, fast response times, and having someone show up when it matters, those aren’t extras. They should be expectations.
High-performing farms value:
- Transparent, accurate reporting
- A direct contact (not five different people who don’t return calls)
- Someone who is not just available, but is responsive, in real time
When this plays out: A farm that cycled through three contractors in two years found stability when communication improved. Fast responses and consistent in person support removed the uncertainty. Productivity lifted.
What we hear:
“We just want a bit of help, not a full partnership.”
Fair enough. Not every farm wants the full works. But labour isn’t a line item, it’s a moving part. A half in, half out approach often creates blurred responsibility, missed signals, and underperformance.
It’s not about overhauling everything. It’s about knowing someone’s accountable when it matters most.
Because when things go sideways, someone needs to own it, and that shouldn’t have to be you.
We had a farmer call us at 4am once because the contractor forgot to organise transport. We had backup organised by 6am. That’s the kind of accountability that keeps your operation running.
Ethical = Efficient
Farms that take an ethical, strategic approach to labour don’t just stay compliant. They operate with fewer surprises, lower turnover, stronger performance, and greater trust from workers and regulators.
In today’s ag landscape, doing the right thing isn’t soft. It’s bloody smart.
What we hear:
“We just can’t afford to invest right now.”
That’s understandable. Margins are tight. Every dollar counts.
But if labour issues are a constant (e.g. re-hiring, re-training, low output, avoidable errors), then the spend is already happening. It’s just harder to see because it’s absorbed as day to day noise.
Let’s be upfront, labour hire will always have a margin. If it didn’t, we wouldn’t be in business. But what matters is this. Does the productivity of the crew exceed that margin? If the answer is yes (and it should be), then it’s not an extra cost. It’s a better use of funds. Especially when it saves you from the admin, housing dramas, payroll, compliance, and all the headaches that pull you off the tools.
Farms that shift from bandaid fixes to well-designed systems don’t necessarily spend more, they just stop spending twice.
The question isn’t “Can you afford to invest?”
It’s “Can you afford to keep absorbing the hidden costs of not changing?”
