Rural

Our Employment Team has expertise in drafting contracts of employment for rural businesses.

It is important to be aware that agricultural workers can have certain statutory rights that do not apply to other workers, which should be taken account of in their contracts. Even where your staff do not qualify as ‘agricultural workers' they will still have minimum statutory rights relating to pay, holiday and working hours.

The Agricultural Wages Board sets rates of pay and working conditions relating to holiday, sick pay entitlement and tied accommodation which apply to specific categories of agricultural workers. This information is contained in the Agricultural Wages Order.

Agricultural workers covered by agricultural wages' laws are entitled to the Agricultural Minimum Wage rather than the National Minimum Wage (NMW). No agricultural worker can be paid less than the NMW. Certain agricultural workers must be paid more than the NMW because there is a higher Agricultural Minimum Wage rate that applies to them. 

 

Employers are able to deduct certain benefits from the minimum wage entitlement, including a sum in respect of providing accommodation.

Some agricultural workers must be paid at over time rates that are stipulated in the Agricultural Wages Order.

Staff that are covered by the agricultural wages' laws are entitled to a greater amount of holiday than other workers. A five day a week worker is entitled to 31 days paid leave.

Where workers take time off work due to illness, they may be eligible for Agricultural Wages Sick Pay which may be at a higher rate than Statutory Sick Pay.

Care must be taken when offering tied accommodation to staff. You will need to ensure an assured shorthold tenancy is granted otherwise it may prove difficult to remove workers from occupation.

The Employment Team at Stephens Scown can assist you by drafting appropriate contracts of employment for staff in your agricultural business. This includes advising if the agricultural wages laws apply to your workers.