ACKNOWLEDGEMENT OF THESE GUIDELINES
Please take the time to click the grey bars below to read the Guidelines and Expectations information.
To acknowledge these please complete the simple form at the bottom of the page.
Please contact us if you have any questions, concerns or suggestions.
Thank you, from all the team at VisitOz Workers.
Please take the time to click the grey bars below to read the Guidelines and Expectations information.
To acknowledge these please complete the simple form at the bottom of the page.
Please contact us if you have any questions, concerns or suggestions.
Thank you, from all the team at VisitOz Workers.
The sections on this page give an explanation of how we operate and give general guidelines for Employers.
We ask that you acknowledge these by completing the forms below.
Please note that this is not intended to replace any of your existing structures, procedures or professional advice, but simply to explain our understanding of what can work well when employing young workers from overseas.
Periodically we will ask our employer members to acknowledge these guidelines particularly when they have been updated or improved in some way., or when membership subscription is renewed.
We ask that you acknowledge these by completing the forms below.
- Our aim is to prepare these workers to successfully complete the roles / tasks you require of them.
- Our expectation is that they will be fairly treated, according to Australian law, and in addition, as visitors to Australia, will be made to feel welcome, included and given positive experiences that are the beginning of a lifelong friendship with Australia. We know that this is of great long term value to Australia.
- In summary, we ask that you treat these workers just as you would wish your own children to be treated if they were to be working and travelling overseas.
Please note that this is not intended to replace any of your existing structures, procedures or professional advice, but simply to explain our understanding of what can work well when employing young workers from overseas.
Periodically we will ask our employer members to acknowledge these guidelines particularly when they have been updated or improved in some way., or when membership subscription is renewed.
visitoz workers MEMBERSHIP - How it works
MEMBERSHIP OF VISITOZ WORKERS IS A SUBSCRIPTION MEMBERSHIP
As a subscribing member you will receive a weekly email which contains short profiles of the workers available now and in the next 1-3 weeks.
This includes 'NEW ARRIVAL WORKERS' who have just arrived in the country on our programme, or '2ND JOB WORKERS' who have already completed 1 or more jobs in Australia.
Some of these are experienced workers with practical and farm related skills, others are keen enthusiastic beginners who have a genuine enthusiasm and motivation to learn and do well in a farm work role.
This information is also available on this website, and is more regularly updated there, on the 'NEW ARRIVAL' or '2ND JOB' WORKER pages. These are accessible by log in with your email and a password.
From here you may either contact the worker directly, if they have given permission for us to do that, or contact us to request contact details for the participant. You may contact us at any stage for further information about a worker or others who may suit you, and also be put in touch with former employers for a reference.
Pay and other working conditions are discussed and negotiated directly between you and the potential employee. The following guidelines may help to explain what is normally expected.
As a subscribing member you will receive a weekly email which contains short profiles of the workers available now and in the next 1-3 weeks.
This includes 'NEW ARRIVAL WORKERS' who have just arrived in the country on our programme, or '2ND JOB WORKERS' who have already completed 1 or more jobs in Australia.
Some of these are experienced workers with practical and farm related skills, others are keen enthusiastic beginners who have a genuine enthusiasm and motivation to learn and do well in a farm work role.
This information is also available on this website, and is more regularly updated there, on the 'NEW ARRIVAL' or '2ND JOB' WORKER pages. These are accessible by log in with your email and a password.
From here you may either contact the worker directly, if they have given permission for us to do that, or contact us to request contact details for the participant. You may contact us at any stage for further information about a worker or others who may suit you, and also be put in touch with former employers for a reference.
Pay and other working conditions are discussed and negotiated directly between you and the potential employee. The following guidelines may help to explain what is normally expected.
Membership Summary - 2025-26
Membership rates are $330 inc GST for a 2 year period.
This covers you for constant access to our workers list, and allows you to offer work to / employ as many workers as you wish during the 2 year period. Membership is paid in advance when signing up or at the time of first use in the membership period.
Membership rates are $330 inc GST for a 2 year period.
This covers you for constant access to our workers list, and allows you to offer work to / employ as many workers as you wish during the 2 year period. Membership is paid in advance when signing up or at the time of first use in the membership period.
How we prepare the workers
Our programme sets them up for work here, arranging admin and other services such as TFN, bank, Super, appropriate mobile phone and other services.
We create a profile based on their application information, CV or Resume, and having met them. The profile is finalised having looked closely at their motivation and aims in Australia, and in 99% of cases after meeting them in person too.
We then provide a 5 day induction and farm work preparation course, based on a small property approx. 3 hours NW from Brisbane. We use this time to assess them, their skills, experience, attitude energy and enthusiasm.
We introduce them to a number of safety and practical considerations such as clothing, hydration, sun protection, and practical skills, including farm vehicles, side by sides, tractors, quads, bikes, fencing, small power tools and machines such as mowers and brush cutters, basic horse work, horse riding, cattle work, day to livestock routines, 2 way radio communication.
We create a profile based on their application information, CV or Resume, and having met them. The profile is finalised having looked closely at their motivation and aims in Australia, and in 99% of cases after meeting them in person too.
We then provide a 5 day induction and farm work preparation course, based on a small property approx. 3 hours NW from Brisbane. We use this time to assess them, their skills, experience, attitude energy and enthusiasm.
We introduce them to a number of safety and practical considerations such as clothing, hydration, sun protection, and practical skills, including farm vehicles, side by sides, tractors, quads, bikes, fencing, small power tools and machines such as mowers and brush cutters, basic horse work, horse riding, cattle work, day to livestock routines, 2 way radio communication.
We dont expect to make them an expert, but we do expect to be able to assess their skills, previous experience, work ethic and attitude, and to prepare them to learn quickly to be effective for you.
We can provide you with feedback on their skills, personality, and attitude as we get to know them.
Based on this we can match them to suitable work with suitable employers.
Some come to Australia with good and relevant skills, others are enthusiastic novices.
They all come to Australia with a keen willing attitude, but they will need your help to be effective for you.
We can provide you with feedback on their skills, personality, and attitude as we get to know them.
Based on this we can match them to suitable work with suitable employers.
Some come to Australia with good and relevant skills, others are enthusiastic novices.
They all come to Australia with a keen willing attitude, but they will need your help to be effective for you.
We work hard to prepare our workers for the realities of rural and outback work. As a result over 90% of our placements are successful first time.
We brief and train our workers, and we give them some experiences that make them familiar with the environment, the equipment, the safety considerations and the way we work.
We brief and train our workers, and we give them some experiences that make them familiar with the environment, the equipment, the safety considerations and the way we work.
induction, preparation & training
We have trained, prepared or introduced them them to:
be familiar with basic farmwork tasks and equipment
be safety aware
take care of equipment
have a positive hard working attitude from the outset
be pro-active and think ahead
be energetic, enthusiastic, engaged
offer help, not wait to be told
use their initiative
be organised and on time
work hard
offer help to others
get involved in everything
be willing to learn
ask if unsure
communicate their understanding
be familiar with basic farmwork tasks and equipment
be safety aware
take care of equipment
have a positive hard working attitude from the outset
be pro-active and think ahead
be energetic, enthusiastic, engaged
offer help, not wait to be told
use their initiative
be organised and on time
work hard
offer help to others
get involved in everything
be willing to learn
ask if unsure
communicate their understanding
We tell them it is likely to be:
physically tough
hard working
potentially long hours
remote
hot, dry, dusty
to involve basic duties
direct and sometimes hard speaking
sometimes unforgiving
sometimes unpleasant
different from home
a culture shock
physically tough
hard working
potentially long hours
remote
hot, dry, dusty
to involve basic duties
direct and sometimes hard speaking
sometimes unforgiving
sometimes unpleasant
different from home
a culture shock
pay RATES, TAX, SUPER, WORKCOVER (COMMITMENT INCENTIVES & bonuses)
NB In all situations we recommend advice from your accountant.
Tax
You will need to be registered as an employer of working holiday makers.
This is a simple process and can be done on the ATO site. (Google 'Register as working holiday maker employer') Withholding Tax is then deducted at 15%
Minimum rates
The award wage is normally the minimum starting point for all workers, and, depending on your industry.
We usually refer to the pastoral award, farm hand level 1, but of course other awards are relevant.
Casual or Permanent
This is at your discretion.
Commitment Incentives / Bonuses
Increased pay rates can be offered at your discretion.
Some employers within our network choose to offer a discretionary performance based bonus, added to each pay run. To encourage commitment to the agreed work period (3 months, 6 months etc) many employers offer a completion bonus.
As an additional or alternative method, deductions made for vehicles and accommodation / food can be waived.
Superannuation and Workcover should be offered.
Accommodation charges
Employers have reported that making the charges for food and accommodation in an initial trial period, with the option to remove them as a reward for good performance has been a successful strategy.
Tax
You will need to be registered as an employer of working holiday makers.
This is a simple process and can be done on the ATO site. (Google 'Register as working holiday maker employer') Withholding Tax is then deducted at 15%
Minimum rates
The award wage is normally the minimum starting point for all workers, and, depending on your industry.
We usually refer to the pastoral award, farm hand level 1, but of course other awards are relevant.
Casual or Permanent
This is at your discretion.
Commitment Incentives / Bonuses
Increased pay rates can be offered at your discretion.
Some employers within our network choose to offer a discretionary performance based bonus, added to each pay run. To encourage commitment to the agreed work period (3 months, 6 months etc) many employers offer a completion bonus.
As an additional or alternative method, deductions made for vehicles and accommodation / food can be waived.
Superannuation and Workcover should be offered.
Accommodation charges
Employers have reported that making the charges for food and accommodation in an initial trial period, with the option to remove them as a reward for good performance has been a successful strategy.
WORKING AND LIVING ENVIRONMENT
In summary:
We trust our network of employers to:
Also to:
To get the best out of young workers
We trust our network of employers to:
- Provide a clearly defined job and role description for the employee
- Expect satisfactory completion of those duties first and foremost.
- To provide appropriate guidance, instruction and supervision, with feedback as required
Also to:
- operate safely
- be welcoming, friendly and encouraging
- be fair and reasonable in all employment dealings
- pay in line with award wages (at least)
- provide accommodation, facilities and equipment to a reasonable standard
- operate your business activities, accommodation and vehicles in line with the standards and expectations of Safe Work Australia
- carry appropriate insurances
- be upfront and clear about working conditions, hours and about how extra workload is managed
- be socially welcoming, friendly, encouraging and inclusive
- give opportunities for the workers to learn and develop new skills
- give clear feedback about performance and opportunities to improve
- provide opportunities for new experiences
- provide a positive lifelong impression of Australia
To get the best out of young workers
- give them a thorough induction
- be fair, encouraging and welcoming in the work place, and also make them socially welcome
- allow some time for to build up awareness, experience and skills
- coach and nurture them, especially in the first few weeks
- communicate well and often
- and finally to look after overseas workers in the way you would like your own children to be looked after when they travel or work overseas
ACCOMMODATION AND FOOD
Accommodation and / or food
The award wage structure allows for an amount to be deducted from wages (before tax) for food and / or accommodation. The amount is approx. $155 (July 2025) but can vary slightly depending on facilities etc.
It is expected that accommodation provided will be safe, clean, secure, in reasonable repair, with appropriate facilities for food storage and cooking, cleaning (or making good) and wherever reasonable, with wifi or mobile signal for communication.
When providing information to our participants, it helps a great deal to have photos of the accommodation and other aspects of and around the property.
The award wage structure allows for an amount to be deducted from wages (before tax) for food and / or accommodation. The amount is approx. $155 (July 2025) but can vary slightly depending on facilities etc.
It is expected that accommodation provided will be safe, clean, secure, in reasonable repair, with appropriate facilities for food storage and cooking, cleaning (or making good) and wherever reasonable, with wifi or mobile signal for communication.
When providing information to our participants, it helps a great deal to have photos of the accommodation and other aspects of and around the property.
2ND VISA / 3RD VISA QUALIFICATIONS (88DAYS)
Many working holiday makers wish to gain a 2nd or 3rd year working holiday visa.
This is earned by completing certain types of qualifying work in certain parts of the country.
The 2nd visa requires 88 days of work.
The 3rd visa requires 6 months of qualifying work.
To complete 88 days of work, ideally they need to be employed full time (which = 38 or more hours per week).
They are then able to count 7 days per week, accumulating towards the total 88 days.
The 2nd or 3rd visa is claimed by online application by the worker and includes submitting their payslips.
This is earned by completing certain types of qualifying work in certain parts of the country.
The 2nd visa requires 88 days of work.
The 3rd visa requires 6 months of qualifying work.
To complete 88 days of work, ideally they need to be employed full time (which = 38 or more hours per week).
They are then able to count 7 days per week, accumulating towards the total 88 days.
The 2nd or 3rd visa is claimed by online application by the worker and includes submitting their payslips.
VEHICLES ETC
Few will have their own vehicles when they first arrive here in Australia.
If you provide a vehicle it can help to have a simple written agreement from the start.
1. Making weekly deduction for any personal use as a contribution to maintenance, insurance, road tax etc. $50-75 is a reasonable starting point, and this can always be reduced once they prove to be reliable and hardworking etc.
2. making an agreement that in case of a fault accident, they will be responsible for paying the excess, and, at your discretion, for any damages incurred.
3. They are responsible for personal fuel costs, keeping the vehicle clean, and also checking the vehicle oils, tyres etc on each use.
If you provide a vehicle it can help to have a simple written agreement from the start.
1. Making weekly deduction for any personal use as a contribution to maintenance, insurance, road tax etc. $50-75 is a reasonable starting point, and this can always be reduced once they prove to be reliable and hardworking etc.
2. making an agreement that in case of a fault accident, they will be responsible for paying the excess, and, at your discretion, for any damages incurred.
3. They are responsible for personal fuel costs, keeping the vehicle clean, and also checking the vehicle oils, tyres etc on each use.