Fair Work Agency checks: are you ready if they knock?

Imagine the scene.

It is a busy day on site. The line is running, the phones are going, people are clocking in and getting on with the job. 

Then someone appears at reception from the Fair Work Agency.

That is not the moment you want to be wondering where the records are, whether your agency worker paperwork is complete, or if payroll has everything right.

You want to feel calm. Confident. Reassured that your business is doing things properly.

Because this is not only about protecting yourself if an inspection happens. It is also about doing right by the people who keep your operation moving. Fair pay, proper checks, clear records, safe recruitment – these are not just compliance tasks. They are part of running a decent business.

The new Fair Work Agency officially launched on 7 April 2026. It brings together several employment rights enforcement functions in one place, including gangmaster licensing, agency worker protections and National Minimum Wage enforcement. 

For good employers, the message is simple: now is the time to make sure your house is in order

1. The name has changed, but the standards still matter

The GLAA has now moved into the new Fair Work Agency. That means one new badge, one clearer route for guidance and reporting, but many of the same core responsibilities still apply. If your business operates in regulated sectors such as food processing and packaging, gangmaster licensing still exists and the standards still need to be met

So no, this is not a reason to panic. But it is a reason to pay attention.

2. Start with your paperwork

One of the simplest checks is often the most important. Could you quickly show clear, accurate records if asked?

The Fair Work Agency says employers should review their record-keeping and make sure they hold appropriate evidence to show they are meeting their legal duties. That includes things like pay records, working time records, and information relating to agency workers and labour providers.

If your paperwork lives in three spreadsheets, two inboxes and somebody’s memory, now is the time to fix that.

3. Double-check pay and worker rights

The new agency brings enforcement of key rights into one place, including National Minimum Wage and agency worker protections. Over time, it will also take on enforcement of additional rights such as holiday pay, with statutory sick pay functions also part of the broader framework set out in the legislation.

For FMCG employers, that means this is a good moment to sense-check pay rates, deductions, holiday calculations and how temporary workers are being handled. Even honest mistakes can become expensive and disruptive if they are repeated.

4. Know who is supplying your temps

If you use recruitment partners, especially in food and drink processing or packaging, make sure you know exactly who you are working with and whether a licence is required. The Fair Work Agency’s licensing scheme continues to apply to labour supplied into food processing and packaging, and its licensing standards are designed to protect workers from exploitation. 

This is not only about ticking a box. It is about knowing your supply chain is ethical, lawful and safe.

5. Do not leave reception in the dark

An inspection does not need to turn into drama, but only if people know what to do.

Make sure reception, site managers, HR and payroll all know who should handle any enquiry from the Fair Work Agency. If somebody turns up or asks for information, your team should know who takes the lead, where records are kept, and how to respond professionally and promptly.

6. Treat this as a culture check, not just a compliance check

The Fair Work Agency says that for employers who already comply with the law, the new system should mean better access to guidance and support. It is intended to support businesses that are trying to do the right thing, while also taking stronger action where people are being exploited or undercut by unlawful practices. 

That is why this matters beyond inspections. Good compliance protects your workers, your reputation and your operation.

What should you do now?

In simple terms, do a quick health check.

Review your labour supply chain.

Check whether licences and recruitment partner arrangements are up to date.

Make sure pay, records and worker documentation are accurate and easy to find.

Brief your internal team on what to do if the Fair Work Agency gets in touch.

And look at the bigger picture too – are your recruitment and workforce practices genuinely fair, clear and ethical? 

The new Fair Work Agency should not be something good employers fear. But it should be a prompt to tighten up now, not later.

If you are unsure where to start, Rapid can help. 

We support FMCG employers with compliant, ethical recruitment and can help you sense-check your labour supply setup before any knock at the door arrives. Get in touch on 0118 958 8885.