Employer Guide: The Horticulture Industry Labour Agreement (HILA) - How Regional Agribusinesses Can Secure Skilled Staff (Without Falling Into Compliance Traps)
Australia’s horticulture sector feeds the nation - yet across orchards, nurseries, and farms, regional employers face the same challenge: finding and keeping skilled workers.
When local hiring fails, one of the most powerful (and misunderstood) tools available is the Horticulture Industry Labour Agreement (HILA) - a government-backed, industry-specific immigration framework that allows approved employers to sponsor overseas workers in skilled and semi-skilled horticulture roles.
But while HILA offers flexibility, it’s not a simple fix. It’s a high-compliance system that rewards preparation and punishes shortcuts.
What Is HILA?
The Horticulture Industry Labour Agreement (HILA) is a formal arrangement between the Australian Government and the horticulture industry.
It enables approved agribusinesses to sponsor overseas workers for selected occupations under the 482 Temporary Skill Shortage, 494 Skilled Employer Sponsored Regional, and 186 Employer Nomination Scheme visas.
Unlike the general skilled visa lists, HILA recognises the real-world needs of regional employers - from irrigation specialists and agronomists to section supervisors and cold-storage managers - offering concessions to help you fill critical roles that aren’t easily sourced locally.
Who Can Access the HILA?
Any Australian horticulture employer can apply to enter the HILA if they can demonstrate:
A genuine need for overseas labour after Labour Market Testing (LMT);
Financial capacity to employ and pay staff at market rates; and
Ongoing, lawful operations in the horticulture industry.
Once approved, your Labour Agreement remains valid for five years, allowing you to nominate and sponsor multiple workers under the same framework.
Occupations Covered
HILA supports 31 horticulture-specific occupations, across management, technical, and operational levels:
High-Skill Roles: Agronomist, Irrigation Designer/Manager, Horticulture Farm Manager, Quality Assurance Manager.
Technical Roles: Agricultural Technician, Production Horticulture Supervisor, Senior Nurseryperson, Section Manager.
Essential Operators: Cold-Storage Supervisor, Forklift Driver, Truck Driver, Mobile Plant Operator.
(Note: Some roles operate under broad ANZSCO codes - e.g., 070499 Horticulture Section Manager - but include specific industry definitions under HILA.)
✅ These are concessions, not exemptions. Each must be justified with documentation that shows your role meets Annual Market Salary Rate (AMSR) expectations.
The Process and Timeframes
Total Expected Time: Around 6–10 months from start to visa grant.
Don’t apply too early: A rushed or incomplete Labour Agreement can delay approval for months. Engage help early and build your evidence carefully.
Where Workers Commonly Come From
HILA draws from a global skilled labour pool, with key source countries including:
India, Philippines, South Africa, United Kingdom, and China (for qualified technical staff);
Vanuatu, Fiji, Timor-Leste, Samoa, and Tonga (for semi-skilled workers under overlapping PALM and HILA pathways);
Working Holiday Makers (UK, Germany, France, South Korea) transitioning to skilled sponsorship.
The Compliance Burden - What Many Growers Miss
The HILA carries serious sponsor obligations under the Migration Act 1958 and related regulations:
Maintain employment records for five years;
Notify the Department of Home Affairs within 28 days of major changes;
Ensure pay and conditions are equivalent to Australian workers;
Never recover sponsorship costs from the worker.
Breaches can lead to fines, sponsorship bans, or cancellation of your Labour Agreement.
Permanent Residency Pathway - Reward and Risk
Yes - HILA provides a pathway to Permanent Residency (usually via the 494→186 route).
But that’s a three-year commitment requiring the worker to remain employed, maintain income thresholds, and stay in the region.
Employers should plan ahead for retention - through housing support, family settlement assistance, and training incentives - so that skilled staff stay long-term, not just until PR is granted.
Costs to Expect
A realistic cost breakdown for employers includes:
Nomination Fee: $540
Skilling Australians Fund (SAF) Levy: $1,200–$1,800 per year per worker
Visa Application Fees: $3,000–$4,500 per applicant
Migration Agent Support: $8,000–$12,000 (recommended for HILA setup)
While there’s no fee for the initial Labour Agreement itself, the time and evidence required make professional guidance a sound investment.
Final Thought
The Horticulture Industry Labour Agreement is not a quick fix - it’s a strategic investment in your farm’s long-term capability.
Used correctly, it allows regional growers to build a reliable, skilled, and stable workforce in a system designed specifically for their industry.
Used carelessly, it can result in months of delay, costly re-applications, or compliance penalties.
If your agribusiness is serious about planning for long-term workforce security, AU Visas can help you:
Assess whether your roles qualify under HILA;
Prepare your Labour Agreement application;
Build a compliant, long-term sponsorship plan.
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Source: AU Visas Employer Guide Series
Disclaimer
The content provided is here is for informational purposes only and does not constitute immigration or legal advice. It is subject to change. Consult an Australian MARA registered agent or lawyer for professional advice before making any application
👉Contact AU Visas today for a Professional Opinion on Your Situation.
Glossary of Key Terms
HILA – Horticulture Industry Labour Agreement A national Labour Agreement between the Australian Government and the horticulture industry that lets approved agribusinesses sponsor overseas workers in specific skilled and semi-skilled horticulture roles on tailored visa terms.
Labour Agreement A formal arrangement allowing employers, industries or regions to sponsor overseas workers under agreed conditions, often with concessions to standard visa settings (such as age, English or salary).
482 Visa – Temporary Skill Shortage (TSS) A temporary employer-sponsored visa used to fill immediate skill shortages, usually for up to four years, where suitable local workers cannot be found.
494 Visa – Skilled Employer Sponsored Regional (SESR) A provisional regional visa that allows employers in designated regional areas to sponsor skilled workers. It commonly leads to permanent residency via the 191 Permanent Residence (Skilled Regional) visa.
186 Visa – Employer Nomination Scheme (ENS) A permanent residency visa that allows approved employers to nominate skilled workers for PR, including through Labour Agreement streams where HILA terms apply.
ANZSCO – Australian and New Zealand Standard Classification of Occupations The classification system used to define occupations and their duties for migration and labour market purposes. Some HILA roles sit under broad ANZSCO codes with horticulture-specific definitions.
TSMIT – Temporary Skilled Migration Income Threshold The minimum salary floor that must be met for most sponsored workers. Under HILA, limited flexibility may allow salaries up to 10% below TSMIT, but only where the Annual Market Salary Rate is still satisfied and properly evidenced.
AMSR – Annual Market Salary Rate The typical salary that an equivalent Australian worker would receive for the same role in the same location. Employers must pay at least the AMSR to avoid undercutting local wages, even when concessions exist.
Labour Market Testing (LMT) The requirement for employers to advertise positions in specific ways and for a minimum period to show that no suitably qualified Australian workers are available before sponsoring an overseas worker.
Designated Regional Area Areas classified as “regional” for migration purposes. Many HILA roles sponsored under the 494 and 186 visas require the worker to live and work in designated regional locations.
PALM Scheme – Pacific Australia Labour Mobility A separate program that allows approved employers to recruit workers from Pacific countries and Timor-Leste for seasonal or longer-term roles. Some workers may transition from PALM-style roles into skilled sponsorship under programs like HILA.
Skilling Australians Fund (SAF) Levy A training levy that sponsoring employers must pay for each nominated worker under most skilled visa programs. It funds training for Australians and cannot be passed on to the worker.
Designated Area Representative (DAR) The regional body responsible for managing a DAMA in its area. While HILA is an industry agreement (not a DAMA), many agribusinesses operate in regions where DARs also coordinate broader migration initiatives.
Sponsor Obligations Legal duties of approved sponsors, including paying correct wages, providing equivalent conditions to Australian workers, keeping records, notifying Home Affairs of major changes and not recovering prohibited costs from workers.
Skills Assessment (e.g., VETASSESS) An independent assessment of a worker’s qualifications and experience against Australian standards. Many HILA occupations require a positive skills assessment as part of the visa process.
