On 6 July 2026, the Fair Work Ombudsman secured total penalty and payment orders of $110,447 against a northern New South Wales wheat farm operator.

The Federal Circuit and Family Court imposed a $29,970 penalty against Printpot Pty Ltd, which operates a farm near Carinda (south-west of Walgett). In addition, the Court ordered the company to pay the affected worker a total of $80,477.24 — comprising $53,184.84 in outstanding entitlements, $21,157.08 in interest and $6,135.32 in superannuation.

Background

The worker was employed as a full-time farmhand from July 2018 to February 2020. A Fair Work Inspector issued a Compliance Notice in July 2021 after determining that the company had underpaid the worker’s minimum wages under the Pastoral Award 2010 and had failed to pay accrued annual leave entitlements on termination (owed under the National Employment Standards).

The Court accepted that the worker was entitled to $61,975.68 in wages for the work performed, but had only been paid $13,600. The company also failed to pay $4,809.16 in accrued annual leave.

 

Why This Case Matters

Fair Work Ombudsman Anna Booth stated: “Where employers do not comply, we will take appropriate action to protect employees… This is a significant decision for the worker to now receive more than $80,000. Employers should be aware that taking action to improve compliance in the agriculture sector is a priority for the Fair Work Ombudsman.”

Judge Robert Cameron described the company’s failure to comply with the Compliance Notice as “particularly egregious.” He noted that Printpot had shown no contrition and had taken no corrective action despite multiple opportunities.

The Judge emphasised the need for both specific and general deterrence, stating that the penalty should make it clear to pastoral and agricultural businesses that this type of conduct attracts the Court’s strong disapproval.

 

 

Key Lessons for Agricultural and Farm Employers

 

• Compliance Notices must be taken seriously.Ignoring them can result in substantial court penalties on top of the original underpayment (plus interest and superannuation).
• The agriculture sector is a priority areafor the Fair Work Ombudsman.
• Correct Award rates and final pay entitlements(especially annual leave on termination) are essential.
• Significant underpayments over timecan result in very large back-pay orders once interest is included.

Practical Steps for Farm and Agricultural Businesses

1. Respond fully and promptly to any Compliance Notice issued by the Fair Work Ombudsman.
2. Ensure farmhands and other workers are paid the correct rates under the Pastoral Award (or other applicable Award).
3. Accurately calculate and pay all accrued annual leave when employment ends.
4. Keep clear time and wage records.
5. Use the Fair Work Ombudsman’s free tools, including the Pay Calculator and the online Compliance Notice course.

At HR Bridge Australia, we support agricultural, regional and SME employers with Award compliance, payroll reviews, termination processes and responses to Fair Work notices. Addressing issues early is far less costly than dealing with court action years later.

If you have received a Compliance Notice, or would like a review of your current pay practices for farm or pastoral workers, we are here to help.