The era of rapid wage inflation in agriculture may be over, but pay remains a powerful differentiator.
According to the latest ABS Wage Price Index, annual wage growth was 3.4% in the March quarter 2025, up from 3.2% in in Q4 2024. In agriculture, the trend is similar: SEEK’s advertised salaries are still growing (up 3.6% year-on-year), but the pace is easing as labour supply improves.
Employers are becoming increasingly cautious in salary negotiations, with the inflated premiums paid during COVID-related labour shortages now beginning to stabilise. This shift in market dynamics has given businesses a greater degree of control during hiring conversations, allowing them to move away from reactive wage hikes. However, it does not remove the responsibility to offer competitive and compelling remuneration. Skilled candidates, particularly for regional and remote agricultural roles, remain discerning, and their expectations continue to evolve.
To attract and retain top-tier talent, agribusinesses must reassess their total reward strategies. It is no longer just about base salary; recognition, career development opportunities, work-life balance, flexible working arrangements, and wellbeing initiatives are all part of the equation. The right offer considers the whole employee experience, not just the dollar figure.
Employers must understand that today’s candidates are looking for more than a pay check. They want to feel valued, supported, and part of a culture that aligns with their personal values. A strong workplace culture, one that fosters purpose, inclusion, and recognition, can be a significant differentiator in a slowing, yet still competitive, salary landscape. Those employers who lead with empathy and offer meaningful non-monetary benefits will be far better placed to secure the talent they need now and into the future.
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