I
Company profile · Logistics and warehousing
Northwind Logistics
Logistics and warehousing · estimated 1,200 staff · one entity, resolved
71
Fair · 60–74
High confidence · 88 reports · 54 verified · est. 1,200 staff · 1 October 2024 – 30 September 2026 · T3 4 · T3-R 1 · T2 54 · T1 26 · T0 8 · rubric v1.2
88 reports from an estimated 1,200 staff — 7.3% of the workforce.
Status
On Watch — active documented Adverse Flag within 12 months (Fair Work Commission decision, 18 May 2026).
The composite unit
The confidence, the counted reports, the verified count and the estimated headcount are part of this number the way a decimal point is part of a number. They are never stripped, never abbreviated and never separated from the figure. If a surface cannot carry the whole unit, that surface shows no number at all.
Northwind Logistics did not apply for this score
Northwind Logistics did not apply for this score, earn it or receive it as an award, and it cannot display it. There is no seal, no certificate and no badge. The score is imposed on every employer we can evidence, and it is universal.
II
Flags · T3 documentary evidence only
Every flag rests on a document.
A flag may rest only on the public record — a court, tribunal or regulator finding, a statutory register, or something the company published or filed itself. Every string below carries its source and its date inside the string, because a screenshot strips everything around it.
Adverse and Favourable are told apart by form, never by hue
Filled tag and solid spine against outlined tag and hatched spine, plus the words themselves. Both are set in the same ink, so the distinction survives a black-and-white print.
Nothing that rests on worker reports appears in this section.
Adverse flags · 1
Adverse flag · Documented
Documented — Fair Work Commission decision, 18 May 2026: underpayment of shift loadings affecting 214 employees over 19 months, unremediated at the date of the decision and back-paid in full with interest by 30 June 2026.
Criterion · underpayment established by a tribunal, remediated inside 12 months
Favourable flags · 3
Favourable flag · Documented
Documented — enterprise agreement approved 3 March 2026: rosters published 28 days in advance, with penalty rates for changes inside that window.
Criterion · roster certainty above statutory minimum
Favourable flag · Documented
Documented — company careers page, 2 July 2026: salary bands published in every advertised role, including casual and part-time.
Criterion · pay transparency in advertised roles
Favourable flag · Documented
Documented — FY25 annual report filed 29 August 2026: the underpayment identified in the May decision was back-paid in full with interest by 30 June 2026.
Criterion · remediation of an established underpayment inside 12 months
III
Pillar breakdown · Eight pillars, canonical order
Eight pillars, each with its own sample.
Length is quantity and form is confidence. The ink never changes, so no pillar is coloured better or worse than another. A pillar below its reporting threshold shows no number at any size or in any tone.
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77
Flexibility & Work Location
Weight 12 of 100
61 of 82 respondents reported being able to change their working pattern without escalating above their direct manager.
High confidence
82 reports in this pillar
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69
Pay & Reward Integrity
Weight 18 of 100
High confidence
79 reports in this pillar
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63
Job Security & Workforce Practices
Weight 16 of 100
High confidence
74 reports in this pillar
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75
Management Quality
Weight 12 of 100
High confidence
68 reports in this pillar
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70
Workload & Wellbeing
Weight 14 of 100
High confidence
71 reports in this pillar
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73
Hiring Conduct
Weight 8 of 100
High confidence
61 reports in this pillar
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66
Fair Treatment & Voice
Weight 12 of 100
High confidence
59 reports in this pillar
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81
Ethics & Transparency
Weight 8 of 100
High confidence
55 reports in this pillar
IV
Public record · T3 Documented, T3-R Reported
The record, with the source inside every string.
T3 Documented originates a flag. T3-R Reported is somebody else’s reporting: it may corroborate, date or locate a T3 artefact, and it may never stand in for one.
- T3 — Fair Work Commission decision, 18 May 2026: shift loading underpayment, 214 employees.
- T3 — Enterprise agreement approved 3 March 2026: 28-day roster publication.
- T3 — FY25 annual report filed 29 August 2026: back-payment completed 30 June 2026.
- T3 — Company careers page, 2 July 2026: salary bands on all advertised roles.
- T3-R — Reported by Freight Weekly, 20 May 2026 — corroborates the Commission decision and does not originate a flag.
V
What we don’t know · Absence is displayed, never inferred
A thin record is a thin record, never a clean bill.
What is missing is published in the same place as what is present. An absence of evidence is never rendered as a good result.
The gaps in this profile
- No reports from the Western Australia depots opened in June 2026.
- Contractor drivers are outside the employment relationship this score measures, and are not counted anywhere on this page.
- The May decision covers conduct to November 2025. Nothing here evidences the position since the back-payment completed.
VI
Right of reply · Free, permanent, unpaid, published verbatim
The reply, at the same prominence as the number.
Every company gets a free, permanent right of reply. It is never edited, never behind a payment and never prioritised by payment.
The company’s reply
“The Commission’s findings are accepted in full and were remediated before the decision was handed down. Back-payment with interest completed on 30 June 2026 and the payroll error that caused it was independently audited in August. We publish the audit summary on our careers page and will continue to.”
Northwind Logistics · replied 14 October 2026 · published verbatim, unedited
VII
Alternatives · Companies like this one
A number is no use to anyone without somewhere else to go.
Comparables are matched on sector and size band, and each carries its own complete unit.
Names only, never logos
There are no affiliate links, and the selection criteria are published so the comparison can be checked rather than trusted. A company with too few reports appears as it is, with no number at all, rather than being quietly left out.
ACME Pty Ltd
62
Fair · 60–74
Moderate confidence · 14 reports · 6 verified · est. 900 staff · 1 October 2024 – 30 September 2026 · T3 5 · T3-R 2 · T2 6 · T1 6 · T0 2 · rubric v1.2
14 reports from an estimated 900 staff — 1.6% of the workforce.
Calder & Hume Distribution
44
Below standard · 40–59
Low confidence · 8 reports · 3 verified · est. 600 staff · 1 October 2024 – 30 September 2026 · T3 4 · T3-R 1 · T2 3 · T1 3 · T0 2 · rubric v1.2
8 reports from an estimated 600 staff — 1.3% of the workforce.
Low confidence — not for citation
Baynard Group
Not enough worker reports to publish a score yet
Insufficient confidence · est. 1,500 staff · 1 October 2024 – 30 September 2026
VIII
Method and caveats · Rubric v1.2
What produced this number, and what it cannot tell you.
The method is published in advance, in full, and every change to it is published before it takes effect.
The method behind this profile
- Counted reports: 88. Verified: 54. Evidence window: 1 October 2024 – 30 September 2026. Rubric v1.2.
- Tier mix: T3 4 · T3-R 1 · T2 54 · T1 26 · T0 8. The 88 counted reports are the T2, T1 and T0 rows (54 + 26 + 8); the T3 and T3-R rows are the five public-record items.
- Publication cohort. 1 July – 30 September 2026, published 8 October 2026. A cohort is frozen at publication and its denominator is never quietly restated.
- Response rate. 88 reports at an employer estimated at 1,200 staff is 7.3% of the workforce.
- Self-selection. Workers who choose to report are not a random sample of the workforce.
- Movement between quarters is shown as band movement, never as point deltas.
- Pillar weights sum to 100 and are fixed for the life of rubric v1.x. A pillar below its reporting threshold leaves both sides of the calculation — its weight is not counted and it is not scored as a zero — so this number is the weight-weighted mean of the 8 pillars above that did score.