The three types of employment contracts that can be concluded are: as of May 2004, A.A. had achieved coverage of about 2.4% of the labour force.  Mining companies have advanced the agreements with some success and have offered substantial wage increases to workers who have opted for an AWA. The most common type of labour agreement in agriculture is the single enterprise agreement, which is an agreement between a single employer and its workers or a group of workers. The decision to reach a work agreement depends on the impact of the corresponding bonus on your company`s employment needs. Since formally filed employment contracts are instead of bonuses, employers are able to change certain premium conditions that do not meet the needs of their business, provided that workers are not financially worse off than the supplement. This can be particularly useful for dairy farmers, as this work is not part of the usual hours. Under the Fair Labour Act, a more creative approach to negotiations is now needed, but a proactive and prudent approach still allows business agreements to be of great use. A dispute settlement clause, a consultation clause and a flexibility clause are also mandatory. There are model clauses that can be included in your agreement. In April 2007, the Sydney Morning Herald reported that it had received unpublished government tables showing that 27.8% of the agreements had eliminated the conditions that were to be protected by law.   The tables were based on a sample of AWA agreements.
 On March 19, 2008, the Senate passed a bill preventing the development of new AEA and introducing provisions for the transfer of AWAs workers into intermediate contracts.  Enterprise agreements must be the «best overall test» (BOOT) relative to the respective premium. In reality, this means that the worker must turn better financially if he is at the end of the contract than he would have been under the premium. Although an enterprise agreement offers a degree of flexibility, it should not exclude the minimum ten conditions of national employment standards: once negotiations on the enterprise agreement between the representative parties have been concluded, the agreement must be voted on. All workers covered by the outstanding agreement are entitled to vote on the agreement. If the majority of staff who voted valid approve the agreement, the Enterprise Agreement will be submitted to the FWC for approval. When an employer takes control of the bargaining process, an enterprise contract can provide additional benefits to employees while promoting flexibility, simplicity and innovation. An enterprise agreement can also ensure compliance while increasing productivity and reducing administrative costs. In good practice negotiations, employers and workers who cooperate in good faith should be seen as equal partners in achieving a common goal. However, the employer, which plays a proactive role, is essential. The development of the agreement also allows employers to remain on the front line: inciting and negotiating at a time that suits them, unlike when a union wants an agreement and the organization is not ready or has limited resources to invest in the process.
The trade union movement saw in the AEAs an attempt to undermine the power of trade unions in the negotiation of wages and the terms of their members. The unions argued that the ordinary worker himself had little or no bargaining power to effectively negotiate an agreement with an employer, so that there is, of course, unequal bargaining power for the contract. For exceptional individuals in the workplace or in labour-shortage sectors, the labour movement argues that common law contracts are sufficient. They also believe that commercial law and common law, while providing for fairness and equal bargaining, were designed to ensure inequality between employers and workers in terms of pay and conditions.