This suggests pay would not be a deciding factor for individuals to pursue these occupations (as others are available at similar rates). Further, the reliance on migrant labour suggests that pay is not sufficiently high to attract British workers to these roles. It is important to note, the median wage data presented for Horticultural Trades and Farm workers is for the whole occupation not seasonal workers specifically, who may be paid at a different rate. However, in practice, the inclusion of ornamental horticulture supports the edible sector by providing alternative and complementary workstreams.
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There is potential that increased automation may change the nature of current jobs and create new roles entirely, which are year-round and high skilled leading to greater engagement from the domestic workforce in the sector. In an industry where a considerable amount of illegal working could exist, a seasonal worker scheme reduces the need to use illegal workers, where exploitation and negative social impacts would be greater. In 2002, the Cabinet Office’s “CurryCommission” championed SAWS′ expansion fearing that if employers could not meet their harvest labour demands through legitimate migration channels, such as SAWS, they would turn to clandestine workers (domestic benefit claimants or ‘illegal’ migrants).
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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).
Exploring specific welfare factors
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.
Our analysis of this data found that fewer women than men did so (92% compared to 95%), and also revealed differences by nationality. Shown in Table 5.6, workers from Uzbekistan, Nepal and Indonesia were most likely to have a contract in a language they understood, whereas those from Ukraine, Russia and Kazakhstan were least likely. This may indicate that language provision depends more on scheme operator/employer efforts than the actual difficulty of obtaining translation support. Although recruitment fees are not part of the SWS in any official sense, because of the high amounts charged they nevertheless represent one of the greatest risks to migrants, and consequently also scheme operators and growers.
If you need to set up a business in Spain or you want to move to Spain for studies we can help you to get all the necessary documents translated by a certified translator Spanish. In addition to translating legally binding contracts and business agreements, Stepes provides a full spectrum of professional legal translation services and interpretation solutions between English and Spanish, English and Chinese, English and French, and many other languages. International law firms and corporate legal teams trust Stepes to deliver legal document translations with certified accuracy and efficiency. We own one of the language industry’s largest multilingual legal terminology databases, allowing our native translators to translate a variety of legal content with authority. Visa flexibility – We accept the previous government’s intention to maintain the current duration of the horticulture visa at 6 months and poultry at the current approximate of 13 weeks. The durations reflect the intent of the SWS to address seasonal peak production periods and avoids the administrative complexity of bringing the Immigration Health Surcharge into scope for visas greater than 6 months in length.
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. Employers we 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.
However, other evidence suggests that Temporary Migrant Worker Programmes have a negative impact on conditions. Forexample, seasonal workers we spoke to in Kyrgyzstan who had also worked in Russia said that the UK’s SWS compared very favourably to conditions there. Hours worked per worker in the main occupations on the scheme may provide one indication of pressure on workers.
- 95% of 2022 Defra Seasonal Workers survey respondents reported receiving adequate information on accommodation prior to entering the UK.
- Additional pay varied across farms with some employers preferring to pay a flat rate (particularly in packing jobs) whilst other farms had pay levels up to £15 per hour or sometimes as much as £20 per hour.
- Workers should be informed from the outset that they might not be able to work for the full validity of their visa.
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- Raising complaints should be simple, and sponsor guidance sets out the need to ensure workers know how to and are able to report a concern.
Our certified translation services are widely accepted by government departments, law firms, universities, hospitals, and banks. At financial services translate documents from English into Russian and from Russian into English. As well as standard translation, we also provide certified, notarised and sworn translation. We can advise on which type of translation is needed if it is to be presented to official bodies in the UK, Russia or other countries where the Russian language is used.
