Rainy Day Pay: How to Handle Inclement Weather Hours Under MA000101

Outdoor work like gardening and landscaping is at the mercy of the weather. A heavy rainstorm or extreme heat can stop your team’s work but what does that mean for their pay? The term inclement weather refers to conditions that are unsafe or unreasonable for workers to continue working (think pouring rain, thunderstorms, extreme heat, etc.). In this article, we’ll discuss how to handle inclement weather under the Gardening and Landscaping Services Award 2020 (MA000101). We’ll answer common questions about whether you need to pay employees when work is rained out, how to lawfully  workers during bad weather, and tips to manage these situations fairly.

The Gardening and Landscaping Award does not contain special inclement weather provisions (unlike some construction awards), so it’s important to understand the general rules. With a clear plan, you can keep your team safe and your business compliant when the weather doesn’t cooperate.

What counts as “inclement weather”?

Inclement weather generally means weather conditions that make it either unsafe or impractical for employees to work. In the context of gardening and landscaping, this usually includes:

• Heavy rain – steady downpour or storms that would drench workers and create unsafe conditions (mud, slippery surfaces, risk of lightning).
• Extreme wind or storms – high winds could make tree work dangerous or blow debris around.
• Extreme heat – if temperatures soar to a level where heat illness is a risk (though heat is sometimes handled via safety policies or regulations beyond the award).
• Other natural events – flooding, hail, severe cold, or even smoke from bushfires could be considered inclement if it impacts safety.

Does the Gardening Award require paying employees when rain stops work?

The Gardening & Landscaping Award (MA000101) lacks a specific pay clause for weather stand-downs. Under the Fair Work Act, you may send employees home without pay if severe weather stops all useful work. Their service counts as continuous, so they still accrue leave.

Key points:

• Pay hours worked: If your team worked 7 am–10 am, pay three hours.
• No minimum “standby” pay: Unlike some awards, this one doesn’t mandate a minimum call-out fee.
• Goodwill gesture: Many employers still pay 1–2 hours to boost employee morale.

In summary, the award doesn’t guarantee pay for rain delays, so unpaid stand-down is an option. But how you handle it practically can make a big difference in employee relations.

How to Manage Inclement-Weather Stand-Downs?

When bad weather hits, use this step-by-step process:

1. Prioritise Safety
   Stop work immediately if you spot lightning, dangerous winds or anything unsafe. You protect your team and limit liability.

2. Communicate Early
   • If rain’s likely, send a morning text to delay or cancel.
   • If weather turns on-site, explain the decision (“We’ll pause until this storm passes.”).

3. Issue the Stand-Down
   • Tell employees they’re stood down (verbally + follow up in writing).
   • Specify the period (e.g. “for the rest of today”).
   • Clarify it’s unpaid but not a termination; service and leave accrual continue.

4. Offer Alternate Duties
   If you can redeploy safely—equipment checks, toolbox talks—keep them on the clock. Otherwise, stand them down.

5. Allow Voluntary Leave Use
   Let staff opt to use annual leave so they still get paid. Always get their written request first.

6. Record Everything
   Note dates, times and reasons in your payroll system (e.g. “5 Mar 2025: John stood down 11 am–4 pm, unpaid”). This protects you if anyone questions it.

7. Plan Catch-Up Work Carefully
   • Any makeup shifts count as normal hours or overtime if they exceed limits.
   • Use roster-averaging over four weeks to avoid penalties, with staff agreement.

8. Publish a Weather Policy
   Include rules in your handbook: who decides, how you notify, minimum pay options, and leave choices. Clear policies reduce conflict.

Best Practices to Weather-Proof Your Workflow

• Monitor Forecasts: Watch weather apps and plan indoor tasks when you can.
• Secure Gear: Cover or store loose materials ahead of storms.
• Offer Paid “Weather Days”: Consider covering 1–2 rained-out days yearly as a perk.
• Debrief Post-Event: After major shutdowns, ask your team what worked and what didn’t.

How Workstem Simplifies Gardening & Landscaping Services Award Compliance

Simplify award interpretation and payroll processing with Workstem, the all-in-one workforce management & payroll software designed for every industry. Our system supports 122+ modern awards & 34 EAs, including the Gardening & Landscaping Services Award 2025, and keeps you up-to-date with changes in wage rates, penalty rates, and overtime rules.Workstem offers:

• Automated award interpretation
• Real-time wage calculations and timesheet syncing
• Employee self-service app for rosters and payslips
• Seamless integrations with Xero, NetSuite, and more

Choose from our Standard or Advanced plan to suit your business needs, and stay Fair Work compliant with confidence.

Book a free demo with our payroll experts and experience how Workstem can streamline your payroll and workforce operations.

FAQs About the Gardening & Landscaping Services Award

Q1: Must I pay a minimum if work stops minutes after start?

A1: Legally, no. You only pay the time worked. But many employers use a 2-hour minimum as goodwill.

Q2: Can employees refuse unsafe weather work?

A2: Yes. Workers can cease unsafe work (e.g. tree-climbing in high winds) without penalty.

Q3: Can I force annual leave use on rain days?
A3: No. You may only deduct leave if the employee requests it in writing.

Q4: How do I handle catch-up hours?
A4: Any makeup hours count as ordinary or overtime based on the award. To avoid penalties, spread extra hours within the roster cycle only with employee agreement.

Read More：

Gardening and Landscaping Services Award Guide [MA000101]

Awards

Building & Construction Award [MA000020] 2025: Pay Rates & Rights