Hiring Warehouse Workers in Australia & New Zealand: A Practical Guide for HR & Site Managers

Warehouse workers are the engine room of Australia and New Zealand’s supply chain.

From pick packing to forklift operation and dispatch coordination, reliable warehouse workers directly impact fulfilment speed, safety compliance and labour costs.

For HR managers, procurement leaders, site managers and rostering teams, the challenge isn’t just finding warehouse workers — it’s building a flexible, compliant workforce that scales with demand.

This guide covers how to hire, manage and retain warehouse workers effectively in Australia and New Zealand.

Why Warehouse Workers Are Critical to Modern Supply Chains

Demand for warehouse workers continues to rise due to:

• eCommerce growth and faster delivery expectations
• Seasonal peak periods (Black Friday, Christmas, EOFY)
• Expansion of 3PL and distribution networks
• Greater inventory holding across ANZ

For warehouse operators, this means labour shortages can quickly become operational bottlenecks.

Businesses across ANZ are increasingly turning to flexible workforce solutions within the warehousing & logistics sector to manage peak periods without inflating fixed labour costs.
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Explore how workforce solutions support warehousing & logistics teams.

Step 1: Define Exactly What Type of Warehouse Workers You Need

Before hiring, clarify:

Role Type

Common warehouse workers include:

• Pick packers
• Forklift operators (LF/LO)
• Container unloaders
• Dispatch coordinators
• Inventory controllers
• Receiving staff

Employment Structure

• Casual warehouse workers (peak flexibility)
• Part-time workers (steady support)
• Full-time team (core operations)
• On-demand workers (short-notice coverage)

Licensing & Safety Requirements

• Valid forklift licence (if required)
• Manual handling capability
• Site-specific safety induction
• PPE compliance

Clear scoping reduces time-to-hire and minimises compliance risk.

Step 2: Ensure Compliance When Hiring Warehouse Workers

Compliance is a critical risk area in warehousing.

Key considerations include:

• Correct award classification (e.g. Storage Services Award in Australia)
• Minimum wage and casual loading
• Overtime and penalty rates
• Break entitlements
• WHS obligations
• Right-to-work verification

For procurement managers, workforce compliance is increasingly a governance and supplier risk issue, not just an HR responsibility.

Incorrect classification or underpayment can lead to:

• Backpay claims
• Fair Work penalties
• Contractual risk exposure
• Brand damage

A structured hiring process protects both operational continuity and financial performance.

Step 3: Build a Core + Flex Workforce Model

Warehouse demand is rarely static.

Peak periods can increase labour needs by 30–200%, especially in FMCG, retail and eCommerce.

A proven strategy is the Core + Flex model:

Core team
Full-time or consistent staff who maintain operational stability.

Flex workforce
Pre-vetted warehouse workers available during:

• Seasonal spikes
• Unexpected demand surges
• Staff absenteeism
• Special projects

This approach allows HR and procurement teams to control labour costs while maintaining service levels.

Real-World Example: Scaling Warehouse Workers During Peak Demand

A strong example of this in action is Deciem, the global beauty brand.

As demand fluctuated, Deciem required access to reliable warehouse workers who could scale up quickly without compromising quality or safety.

By leveraging a flexible workforce solution, they were able to:

• Rapidly increase workforce numbers during peak demand
• Maintain operational efficiency
• Improve fill rates
• Reduce reliance on last-minute agency hires

Read the Deciem case study to see how flexible warehouse staffing supported operational growth.

Step 4: Reduce Turnover Among Warehouse Workers

Attracting warehouse workers is only half the challenge, retaining them protects productivity and reduces cost leakage.

High turnover often results from:

• Unclear rostering
• Irregular shift communication
• Poor onboarding
• Safety concerns
• Pay discrepancies

Retention Best Practices

• Clear and confirmed shift scheduling
• Transparent pay structures
• Strong safety culture
• Fast onboarding
• Reliable shift volume where possible

Retention improves:

• Productivity
• Safety performance
• Team morale
• Training ROI
• Cost predictability

Step 5: Streamline Your Warehouse Hiring Process

Speed is competitive advantage.

A slow hiring process often means losing reliable warehouse workers to competitors.

Warehouse Hiring Checklist

☐ Define role & shift requirements
☐ Confirm award classification
☐ Verify licences
☐ Conduct safety induction
☐ Complete compliance checks
☐ Confirm first shift details
☐ Assign supervisor

Digitising this process improves speed and visibility.

Many warehousing & logistics employers are now using workforce platforms to:

• Access pre-vetted warehouse workers
• Reduce time-to-fill
• Improve compliance oversight
• Gain labour cost transparency

Learn more about workforce solutions built for warehousing & logistics.

Final Thoughts: Building a Sustainable Warehouse Workforce in ANZ

Warehouse workers are essential to supply chain resilience across Australia and New Zealand.

For HR managers, procurement leaders and site managers, success comes down to:

• Workforce flexibility
• Compliance certainty
• Retention strategy
• Cost control
• Operational planning

Organisations that treat workforce planning as strategic infrastructure, rather than reactive hiring, are better positioned to manage peak demand, cost pressures and supply chain volatility.

If your warehouse operations require scalable, compliant workforce solutions, explore how flexible staffing supports warehousing & logistics teams across Australia and New Zealand.

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