What is a Greenfields Agreement?
This document template addresses the specific requirements for creating a Greenfields Agreement under Australian employment law. A Greenfields Agreement is utilized when establishing employment terms and conditions for a genuine new enterprise where no employees have yet been hired. The agreement must be negotiated with one or more relevant unions and requires approval from the Fair Work Commission before it can take effect. It includes comprehensive details about wages, working conditions, leave entitlements, dispute resolution procedures, and other employment terms that comply with the Fair Work Act 2009 and National Employment Standards. This type of agreement is particularly valuable for new projects, businesses, or undertakings where standardized employment conditions need to be established from the outset.
About the Greenfields Agreement
A Greenfields Agreement is a specialized employment instrument under Australian law designed for genuine new enterprises that have not yet hired employees. Unlike standard enterprise agreements, you negotiate these agreements with relevant unions before your workforce is in place, providing a complete employment framework from day one of operations.
When do you need this document?
You need a Greenfields Agreement when establishing a new business, project, or enterprise where no employees have been hired yet. This includes major infrastructure projects like mining operations, construction developments, or manufacturing facilities. The agreement is particularly valuable for large-scale ventures requiring union involvement and standardized employment conditions across multiple roles. You must demonstrate to the Fair Work Commission that your enterprise is genuinely new and that the agreement covers work that will be performed by future employees.
Key legal considerations
Your Greenfields Agreement must meet strict legal requirements under the Fair Work Act 2009. The agreement cannot contain terms that are less favorable than the National Employment Standards, and it must pass the Better Off Overall Test when compared to the relevant modern award. You need genuine negotiations with at least one relevant union, and the agreement must include comprehensive dispute resolution procedures. Key clauses should cover wages, working hours, leave entitlements, consultation procedures, and workplace health and safety obligations. The agreement must also specify its duration, coverage, and relationship with other workplace instruments.
Legal requirements in Australia
Under Australian law, your Greenfields Agreement requires approval from the Fair Work Commission before it takes effect. You must engage in good faith bargaining with relevant unions and provide adequate information during negotiations. The agreement must comply with Division 7 of Part 2-4 of the Fair Work Act 2009, which sets out specific requirements for agreement content and approval processes. You need to demonstrate that the agreement genuinely applies to a new enterprise and that appropriate consultation has occurred. The Fair Work Commission will assess whether the agreement meets legislative requirements, including the Better Off Overall Test, before granting approval. Once approved, the agreement becomes legally binding and establishes the employment framework for your new enterprise.
Governing law
Applicable law
This Greenfields Agreement is drafted to comply with Australia law. Key legislation includes:
Fair Work Regulations 2009: Supplementary regulations providing detailed requirements for agreement-making processes and prescribed forms.
Competition and Consumer Act 2010 (Cth): Relevant for ensuring any restrictive provisions in the agreement comply with competition law.
Work Health and Safety Act 2011 (Cth): Establishes workplace safety obligations that must be reflected in employment terms and conditions.
Privacy Act 1988 (Cth): Relevant for handling employee personal information and privacy provisions within the agreement.
Age Discrimination Act 2004 (Cth): Ensures agreement provisions do not discriminate based on age.
Sex Discrimination Act 1984 (Cth): Ensures agreement provisions do not discriminate based on sex, marital status, or pregnancy.
Racial Discrimination Act 1975 (Cth): Ensures agreement provisions do not discriminate based on race, color, or national origin.
Disability Discrimination Act 1992 (Cth): Ensures agreement provisions do not discriminate against employees with disabilities.
Superannuation Guarantee (Administration) Act 1992: Governs superannuation obligations that must be included in employment terms.
