The requirement for 32 hours worked per week applies for the time the migrant is in the UK. This can be a welfare concern because the workers make calculations of their earnings based on the full length of their visa and having a shorter duration can have negative impacts. IOM told us that workers from Kyrgyzstan, Tajikistan and Uzbekistan made calculations about their potential earnings based on the assumption they would be employed for the full 6-month duration of their visas.
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- Results of reports must be shared quickly to enable prompt action, and penalties for non-compliance should also be raised.
- It is not unreasonable to suggest that seasonal workers should automatically be considered as opted-out of pension auto-enrolment given that there is virtually no likelihood that they would benefit from the current default opt-in.
- This can be a welfare concern because the workers make calculations of their earnings based on the full length of their visa and having a shorter duration can have negative impacts.
- The hiring process of Seasonal Workers, including the choice of source countries and the potential for recruitment fees (which are illegal in the UK) to be charged there, represent a particular risk to workers.
Prospective Seasonal Worker sponsors must be both endorsed by Defra and licensed by the GLAA before they can apply for a sponsor licence. Once a sponsor licence has been granted, organisations become an Approved Scheme Operator (ASO). ASOs must satisfy themselves as to the working and living conditions on sites they agree to supply with Seasonal Workers and must likewise ensure thatany overseas recruitment agencies they use are licensed by GLAA (including any subcontractors).
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Firstly, there are often poor public transport links to rural locations which may make it challenging to commute unless workers have access to a car. Moreover, often individuals living in urban areas will have more job options closer to home at a similar or higher wage, and the ‘seasonal worker package’ may be less attractive. In other words, the previous government were committed to maintaining domestic food production levels. This has important implications for the SWV, which will have an impact on the ability to meet these commitments. Food security is defined by Defra as “ensuring the availability of, and access to, affordable, safe and nutritious food, sufficient for an active lifestyle, for all, at all times”. Much of this research was undertaken whilst the future of the scheme was in doubt, prior to the announcement of a 5-year extension to the scheme (and an expected tapering of visa numbers in order to encourage automation and domestic recruitment) announced by the previous government in May 2024.
Representative bodies and other organisations commented that the roles and responsibilities of Defra and the Home Office regarding the route are still unclear, and that members were confused as to the remit of each department and who to approach when issues arise. They also identified gaps in accountability for decision making and monitoring on the scheme and said that clarification of these responsibilities would improve information and support on the scheme.
how to translate legal documents from Russian to English spoke to also called for the government to provide specific direction on how to manage their employees’ pension and income tax contributions. Several employers demonstrated that they provide introductory information on these issues through presentations and the Good Work App but have felt conflicted as they cannot action requests and are unable to support workers to gain rebates once abroad. The SWS Taskforce has taken steps to produce resources to support employers navigating complicated scheme rules and the pay and benefit system, however this should not be down to the industry to produce.
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