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Harrison Barratt Group
Labour hire should be straightforward and above board. HBG operates on one principle: every worker gets exactly what they are legally entitled to — correct pay, superannuation, insurance, and a safe site. No shortcuts.
Award+
Pay rates
At or above the Fair Work modern award rate for every classification
12%
Super, always
Superannuation paid on top of every pay run — never deducted from your rate
100%
Licensed & insured
Labour-hire licences in every state that requires one, workcover on every shift
Know The Difference
It happens when a business deliberately tells you that you are a contractor (ABN, PTY Ltd) when the actual arrangement — the hours, the direction, the tools, the exclusivity — makes you an employee. The intent is to avoid paying what the law requires.
Section 357
In essence: A person must not represent to an individual that the contract of service under which the individual is, or would be, employed by the person is a contract for services under which the individual performs, or would perform, work as an independent contractor.
Contraventions carry significant civil penalties (currently up to $18,780 per breach for a company, and far higher for serious or repeated contraventions). The Fair Work Ombudsman actively investigates and prosecutes sham contracting.
If the work is employment, HBG engages you as a casual employee — full stop. You get the award rate plus 25% casual loading, 12% super, workers comp, and weekly pay, with all PAYG withholding handled. The casual loading is in your rate; the super is on top of it. Nothing is hidden, nothing is dodged.
Employment vs Contracting
Both arrangements are legitimate when they genuinely reflect the work. The question is which one actually fits — and being honest about that is a legal obligation, not a choice.
| Criterion | Casual Employee (TFN / PAYG) | Genuine Contractor (ABN) |
|---|---|---|
| Who controls the work | Employer directs hours, site, and method | Contractor controls how and when they deliver |
| Multiple clients | Typically works for one employer | Free to work for multiple businesses |
| Superannuation | 12% paid by the employer on top of wages | Contractor is responsible for their own super |
| Workers compensation | Covered by employer's policy on every shift | Contractor holds their own cover (or risk is on them) |
| Tax withholding | Employer withholds PAYG income tax each pay | Contractor invoices and manages their own tax |
| Casual loading | 25% loading baked into the award casual rate | Not applicable — rate is negotiated commercially |
| Tools & equipment | Employer typically provides tools | Contractor provides their own tools and equipment |
| Financial risk | Employer bears the financial risk | Contractor bears risk of profit/loss on the job |
The test is the actual arrangement, not the label on the contract. The Fair Work Ombudsman has a free independent contractor tool at fairwork.gov.au — use it if you are unsure.
Minimum Pay
A modern award is a legally binding document set by the Fair Work Commission. It sets the minimum hourly rate, penalty rates, allowances, and conditions for every classification in an industry. It is not a suggestion. Every worker engaged in a covered industry must be paid at least the award rate — no matter what the contract says.
MA000020
Covers: Labourers, concreters, carpenters, steel fixers, scaffolders, dogmen, riggers, crane operators on construction sites
At HBG: Our primary award — covers the majority of HBG placements. Classifications run CW1(a) through CW6 with rates reviewed 1 July each year.
MA000010
Covers: Manufacturing and associated industries and occupations — including production workers, forklift operators, and process workers. Storage and warehouse roles may fall under a different award depending on the industry context.
At HBG: Applies to HBG manufacturing placements. Grade levels set minimum rates by task complexity.
MA000023
Covers: Truck drivers (HR, HC, MC) and transport workers in logistics and distribution
At HBG: Applies to HBG transport placements. Vehicle class determines the applicable classification and rate.
The award rate is just the base. A properly run labour-hire company pays several on-costs on top — these are the things that make the real cost of employment higher than the hourly figure, and they are every worker's legal entitlement.
Of ordinary-time earnings, paid into your nominated fund every pay cycle. Legislated — cannot be waived or folded into the rate without agreement.
Paid as part of the casual rate in lieu of paid annual and personal leave. Already included in your quoted casual hourly rate under the award.
State-based workers comp insurance covers every worker on every site. The premium is the employer's obligation — never passed back to workers.
A state government tax on wages above the threshold. Paid by the employer — never deducted from your pay. HBG manages this across all states.
Under MA000020, workers on construction sites receive a daily fares & travel allowance every day worked — paid in addition to the hourly rate.
Height, confined space, lead/asbestos, wet work, and other site-condition allowances under the award stack on top of the base rate where the site qualifies.
How We Operate
Running a labour-hire business properly means meeting a long list of legal obligations — not just the Fair Work Act. Here is what HBG is held to, and how we meet it.
HBG holds labour-hire provider licences in Queensland (LHL), Victoria (LHL), South Australia (LHL), Western Australia (LHL), and the ACT (LHL). Licensing requires financial standing, compliance history, and fit-and-proper-person checks. Supplying workers without a licence carries serious civil and, in some states, criminal penalties.
As the employer, HBG is responsible for ensuring every worker is paid at least the applicable modern award rate, with the correct casual loading, penalty rates, and allowances. The host client cannot override this — the obligation stays with HBG.
HBG holds workers compensation insurance covering all workers in all states of operation. Cover is in force on every shift, at every site. If you are injured at work, you are protected — the claim goes through HBG's insurer.
Under the Work Health and Safety Act, HBG and the host client share a duty of care for workers on site. HBG's duty includes: inducting workers to site standards, verifying safety systems are in place before deployment, and acting on any safety concerns raised by a worker. No site is worth an injury.
HBG must pay the superannuation guarantee (12%) on every worker's ordinary-time earnings by the quarterly lodgement deadline. Late or missing super is a liability offence for the company. Workers can track their super balance via myGov and should contact HBG directly if a payment appears missing.
HBG voluntarily holds a Modern Slavery Statement under the Modern Slavery Act 2018. We conduct supply chain due diligence on subcontractors and suppliers to identify and address forced labour risks. This is reviewed annually and filed with the Australian Border Force's online register.
HBG withholds income tax (PAYG) from every worker's weekly pay at their nominated tax rate and remits it to the ATO. Workers receive a payslip each week itemising gross pay, PAYG withheld, super, and all allowances. Payslips must be issued within one business day of payment.
Fair Work requires employment records to be kept for seven years — including time and wages records, leave records, and superannuation contributions. HBG maintains digital records for every worker and every shift, accessible by the Fair Work Inspector on request.
NSW
ACT LHL: ACTLHL00000654
SLJ: 02939
QLD
LHL: LHL-08498-F6S9K
VIC
LHL: VICLHL07487
WA
LHL: EA3008
ABN 81 638 914 824 · Workers compensation current in all operating states · Modern Slavery Statement filed with the Australian Border Force register.
Your Rights
Whether you work for HBG or anyone else, the following are your legal entitlements as a casual employee under Fair Work. No employer can take them away — they are set by law.
At least the Fair Work casual award rate for your classification and trade — including the 25% casual loading — every single pay period.
Paid by your employer into your nominated fund on top of your wages. You should receive a statement each year and can track contributions via myGov/ATO.
You are insured on every shift, at every site. If you are injured at work, you have the right to claim workers compensation through your employer's insurer.
You must receive a payslip within one business day of each pay, showing gross pay, PAYG withheld, superannuation, and all allowances itemised.
Your employer and the host site share a duty of care. You can refuse unsafe work without losing your job. Any safety concern should be raised immediately — and acted on.
Your employer cannot make deductions from your pay that are not authorised by you or required by law. Uniform bonds, equipment charges, or admin fees that reduce your rate below the award are unlawful.
You can confirm your award, your classification, and your minimum rate for free at any time at fairwork.gov.au — no employer permission required.
Under relevant construction awards, a fares and travel allowance is owed every day you work, and site-condition allowances apply where the site qualifies. These are separate from your hourly rate.
If you are performing work as an employee, you cannot lawfully be forced into an ABN arrangement to avoid entitlements. This is a specific offence under the Fair Work Act.
Confirm your own entitlements
The Fair Work Ombudsman provides free tools to check your award, your pay rate, and your entitlements — independent of your employer. Use them anytime.
Check Your Pay & Wages at Fair WorkSham contracting is when an employer deliberately engages a worker as an independent contractor (ABN/PTY) when the work is really employment — specifically to avoid paying superannuation, workers compensation, casual loading, and leave entitlements. It is illegal under section 357 of the Fair Work Act 2009 and carries significant penalties for employers.
The Fair Work Commission looks at the actual arrangement, not just what it is called. Key indicators of employment include: you work set hours directed by the business, you cannot delegate the work to someone else, you use their tools and equipment, and you are economically dependent on one employer. A genuine contractor typically has multiple clients, provides their own tools, controls how and when work is done, and bears financial risk. If you are unsure, check the Fair Work Ombudsman's independent contractor tool at fairwork.gov.au.
A modern award is a legally binding minimum pay and conditions document set by the Fair Work Commission. It specifies the minimum hourly rate for each classification in an industry (e.g. CW1 labourer, CW3 tradesperson), plus loading rates for casual engagement, penalty rates for weekends and nights, and allowances for travel, meals, and site conditions. Every worker in a covered industry is entitled to at least the award rate — it is a legal floor, not a suggestion.
Casual workers receive a 25% loading on top of the base hourly rate in lieu of paid annual leave, sick leave, and other leave entitlements that permanent employees receive. So a casual construction worker earns the full casual rate (which already includes the loading) rather than receiving paid leave. This is set by the relevant modern award and cannot be waived.
Yes. Superannuation is paid at the current legislated rate (12% as of 1 July 2025) on top of every worker's ordinary-time earnings — not included in the hourly rate. It is paid directly into your nominated superannuation fund every pay run. It is your entitlement and you never have to chase it.
Several Australian states require labour-hire providers to hold a licence before supplying workers. Queensland (LHL), Victoria (LHL), South Australia (LHL), Western Australia (LHL), and the ACT (LHL) all have active licensing schemes. A licensed provider has been assessed for financial viability, compliance with workplace laws, and worker welfare. HBG holds licences in every state that requires one.
The Modern Slavery Act 2018 requires large businesses to report on modern slavery risks in their operations and supply chains. HBG voluntarily holds a Modern Slavery Statement and conducts due diligence on its supply chain, including subcontractors and labour suppliers, to ensure no forced labour or exploitation exists in its operations.
If you are a worker who wants to be paid right and looked after, or an employer who wants supply chain labour-hire that is fully compliant and audit-proof — talk to HBG.
Award rates, 12% super, workcover, weekly pay, and a real path to full-time. Induct once — work 200+ sites.
See How It WorksWork for a compliant, licensed labour-hire company with a reputation worth selling. Uncapped commission, good clients, real infrastructure.
View Open DesksFully licensed, insured, and Fair Work compliant. When HBG supplies workers, your supply chain risk is managed.
Get in TouchGeneral information only. The content on this page is provided for general informational purposes and does not constitute legal advice. Employment law is complex and fact-specific — individual circumstances may produce different outcomes. For advice about your specific situation, consult a qualified employment lawyer or contact the Fair Work Ombudsman on 13 13 94. Modern award rates, superannuation percentages, and penalty amounts quoted are current as at the date of publication and are subject to change by the Fair Work Commission. Always verify current rates at fairwork.gov.au/pay-and-wages. Harrison Barratt Group Pty Ltd ABN 81 638 914 824.