Starting a new job in dairy

Starting a new job means learning how the farm operates and how your team works together. Every farm does things a little differently, so you may be asked to work in ways that are new to you—even if you’ve done similar tasks before.

Your introduction to the farm usually happens over the first few weeks. This is the right time to ask questions and make sure you understand what’s expected. Some tasks are seasonal, so training for certain jobs (like silage or hay making) may happen later in the year.

Induction and training

No one is expected to know everything on day one. Induction (sometimes called orientation) helps you understand how the farm runs, how to work safely, and what workplace rules apply. This usually includes things like safety, animal welfare, behaviour expectations and who to go to for help.

During this time, you and your employer may identify areas where you need more training. This can form part of a training or development plan, including on-farm learning or online training.

Pay, hours and conditions

Most dairy employees are covered by an award, usually the Pastoral Award 2020, which sets minimum pay rates and conditions. Your employer should explain your job classification, which is based on your skills, experience and duties.

Key things to know:

• ordinary hours are worked over a 4-week cycle
• overtime applies once ordinary hours are exceeded
• casual employees are paid a higher hourly rate (including casual loading)
• minimum shift lengths apply for part-time and casual employees
• you must record your hours of work accurately

Some employees may be paid a flat or annualised rate. If this applies, it must be agreed to and you must be better off overall compared to the award.

You must receive a payslip within one working day of being paid, showing your wages, tax and super.

A good start matters

Clear communication, fair pay, proper induction and ongoing training all help set you up for success in dairy. Understanding your role, conditions and workplace expectations early on helps build confidence and supports a positive working relationship from the start.

Managing your dairy career

You’ve secured your first role in dairy and taken an important step toward building a long-term career in the industry. As your career develops, the way you work and conduct yourself will shape your professional reputation.

In dairy, reputation matters. It is built through everyday actions, reliability and how you work with others. A strong, positive reputation can become one of your greatest assets – and may open doors to future opportunities before you even start looking.

Building your reputation

Your reputation is built through your behaviour, work ethic and how you interact with others. A strong reputation can open doors to future opportunities.

Key ways to build a positive reputation include:

• understand and follow your employer’s workplace policies
• take responsibility, act honestly and treat others with respect
• be reliable, professional and communicate clearly
• manage your time well and keep developing your skills
• show motivation and a positive attitude
• look after equipment, tools and any provided accommodation

Be mindful of social media

What you post online can affect your job and future employment. Comments about your workplace or employer, even without naming them, may breach your employment contract.

Avoid using social media to:

• criticise or damage your employer’s reputation
• share confidential information
• make negative or derogatory comments about others
• interfere with your performance at work

A good rule of thumb: if you wouldn’t say it at work, don’t post it online.

Goals and direction

Knowing where you’re heading helps you make better career decisions. Setting clear goals, and reviewing them regularly, can keep you on track as your experience grows.

Ask yourself:

• are my goals still right for me?
• is my current job helping me move in the right direction?

It’s okay to adjust your goals as you learn more about the industry. Writing goals down, planning your steps and setting financial targets can help you move forward with confidence.

Training and development

Training starts with induction, which helps you understand how the farm operates, your role, and key workplace policies such as safety, animal welfare and behaviour expectations. During this time, you and your employer may identify areas where further training is needed, this can form the basis of your training and development plan.

• Training in dairy can take many forms, including:
• on-the-job, one-on-one training
• short courses and workshops
• online learning through Dairy Australia’s Enlight platform
• training delivered through Dairy Australia extension activities, held nationally and in regional areas
• formal Certificate and Diploma courses

Getting support – The Young Dairy Network

The Young Dairy Network connects young dairy farmers and people new to the industry across Australia. It offers local opportunities to build skills and knowledge through discussion groups, farm visits, guest speakers and targeted events.

Run by locals for locals, the network helps you stay connected, learn what’s happening in your region, and build relationships that support your future in dairy. For more information visit:

Young Dairy Network | GippsDairy | Dairy Australia

Young Dairy Network | WestVic Dairy | Dairy Australia

Young Dairy Network | Murray | Dairy Australia

Young Dairy Network | Dairy NSW | Dairy Australia

Young Dairy Network | South Australia | Dairy Australia

Young Dairy Network | Subtropical Dairy | Dairy Australia

Young Dairy Network | Tasmania | Dairy Australia

Young Dairy Network | Western Australia | Dairy Australia

Visa options for working on a dairy farm in Australia

Overseas workers can come to Australia to work on farms under a range of visa types. Employers need to make sure any overseas worker has a valid visa with work rights before they start work. More information can be found at Department of Home Affairs – Working in Agriculture.

Common visa pathways include:

1. Working Holiday Maker visas (Subclass 417 & 462)
Allow young overseas workers to work on dairy farms, often short term, and may support visa extensions through farm work.

2. Pacific Australia Labour Mobility (PALM) Scheme
Enables approved employers to hire workers from Pacific Island countries and Timor-Leste for seasonal or longer-term dairy roles.

3. Temporary Skill Shortage Visa (Subclass 482)
Allows farmers to sponsor skilled overseas workers for full-time roles that are difficult to fill locally.

4. Skilled Employer Sponsored Regional Visa (Subclass 494)
Supports regional employers to sponsor overseas workers for longer-term dairy positions in designated regional areas.

5. (Emerging) Agriculture Visa Programs
The Australian Government has been progressing an agriculture visa program designed to address labour shortages in sectors including dairy, with the aim of providing reliable pathways for workers.

Employee, contractor or share farmer – what’s the difference?

As your dairy career develops, you may hear terms like employee, contractor or share farmer. They are very different arrangements, with different responsibilities and risks.

Employee

An employee works for a farmer under an employment agreement.

• paid wages or salary
• entitled to leave, superannuation and other conditions
• works under the direction of the employer
• covered by an award (usually the Pastoral Award)

This is the most common starting point in dairy.

Contractor

A contractor runs their own business and is paid to do specific work.

• paid for a job or service, not wages
• responsible for their own tax, super and insurance
• usually supplies their own equipment
• has control over how the work is done

Contractors are not employees and do not receive employee entitlements.

Share farmer

A share farmer operates a dairy business in partnership with the farm owner.

• paid through a share of income, not wages
• contributes labour, skills and often assets or capital
• has real decision-making control in the business
• responsible for their own tax and super

A share farmer is not an employee, even though they work on the farm every day. Simply being paid a share of milk income does not automatically make someone a share farmer.

Why the difference matters

Each arrangement involves different levels of responsibility, risk and reward. Before moving into contracting or share farming, it’s important to understand what you’re agreeing to and whether it suits your goals, experience and financial position.

Many people start as employees, build skills and reputation, and later consider contracting or share farming as part of their career progression.