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Of the roles eligible for the poultry scheme, the highest demand from employers is for workers in SOC Code 5433 (which covers poultry dresser occupations). Employers and representative bodies responding to our Call for Evidence (CfE) had used the SWS to recruit a wide range of roles (views on this are discussed in more detail in Chapter 4). Ultimately, we believe that if the government intends to maintain current levels of domestic food production then there is a clear need for a SWS in the short-to-medium term. This will provide certainty to businesses who operate in a sector unusually reliant on migrant labour, given the lack of domestic workers and the seasonal and rural nature of the work. If the new government wishes to reduce the reliance on migrant labour whilst maintaining domestic food production and supporting rural economies in the long-term, then it must ensure there are appropriate policies and an environment for encouraging automation of these roles. Collecting better hourly pay data for seasonal work, both for those on the SWV and not, is required to understand whether migrants are being underpaid.

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Further, farms’ contribution to areas is not limited to economic output and there would likely be additional social costs if there were to be closures. In 2013 for example, we heard from several partners that the presence of the seasonal workers also helps to maintain some rural services, for example bus and taxi services (MAC, 2013). The SWS can impact pay and conditions, both in the occupations included on the scheme and in the wider agriculture sector. For example, the 2022 SWS required workers to be paid £10.10 per hour, 6% above the prevailing National Living Wage (NLW).

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For workers, the offer of an extended visa may enable them to secure more work, especially where workers do not currently receive the full 6 months and could support them to better recoup the costs involved in coming to the UK (see Chapter 5 for more on welfare). However, not all horticulture employers can currently provide even a full 6 months’ work and therefore would not be able to offer 9 months. Any extension of the scheme would therefore need to be considered against the probabilitythat there would be increased employee transfers between employers with shorter seasons in order to provide work across the whole period. Similarly, scheme operators have told us that they do not think they could secure 32 hours work per week for all workers over a 9-month duration given that demand fluctuates sharply. Therefore, without a minimum guarantee of weeks work, any extension of the visa may result in more workers being sent home without recouperation. Scheme operators have suggested that an extension of the visa length to 9-months would not be financially viable if they have to cover the cost of workers receiving the required 32 hours pay per week in the UK for a minimum weeks guarantee, when workers are without an employer.

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Seasonal Workers had reported to certain employers that the mechanism for returning needs to be clearer. We endorse current commercial practice enabling employers to request returnees and encourage all providers to make this pathway as accessible as possible for employers and Seasonal Workers. We also suggest that in the event that the schemes cap is reached, returnees are given formal priority based on their increased productivity, and to ensure the least risk of exploitation on the route. Both employers and representative organisations told us that continued production was heavily dependent on the availability of the SWS. NFU commented that “if members were not able to use the SWV at all, many would reduce production and many would move out of production completely.” This was reiterated in several CfE responses with farmers saying that they would cease to exist or be closed in a matter of months. While this would have a small impact on UK-wide GDP, it is likely to have a specific impact on rural areas.
  • One difficulty reported by some employers in re-recruiting was caused by delays in visa processing, meaning workers arrived late and then missed the start of subsequent seasons because of the length of the ‘cooling off’ period.
  • Total transfers have grown year on year to 2022 and most transfers occur during quarter 3 each year, suggesting that the main factor driving transfers is seasonality, whereby employees transfer at the end of the summer peak to employers with more work.
  • Agricultural products have a relatively low market value while hours worked in the sector are relatively high, with workers on average working for 41 hours per week compared to the economy-wide average of 32.
  • Therefore, where a scheme operator has been revoked, workers with a Certificate of Sponsorship should be eligible for transfer to another scheme operator.
  • As shown in Figure 1.1 below, the increase in the visa quota since 2019 has coincided with a decrease in the number of EU workers within agriculture which has fallen from c.38,000 in the average month in 2019 to c.25,000 in 2023.
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Cited reasons for making transfer requests include seeking better pay/more hours (perhaps due to the crop); friends/families on other farms; travel; or welfare issues. The House of Lords review quoted Mark Spencer MP (previous Minister for Food, Farming and Fisheries) on the importance of workers having certainty over their place of work. As discussed in russian translation of magazine articles in the uk , workers want to maximise their earnings and therefore it is not surprising that both workers themselves and employers told us they generally wanted as many hours as possible. In our analysis of the 2022 Defra Seasonal Workers survey (Table 2.1), 86% self-reported working on average more than 35 hours a week – most commonly this was either hours a week or hours, with 14% working over 50 hours a week. Around 10% of respondents to the 2022 Defra Seasonal Workers survey were unhappy with their hours (free text responses indicated this may be was due to a lack of hours rather than the reverse). On the other hand, too many hours could have a negative impact on workers such as being exhausted which is potentially dangerous.
Several employers have called for a more streamlined process, further discussion on compliance and the potential for a single enforcement body is covered in Chapter 5. Employers we spoke to generally understood the need for the provision as a protection against bonded labour. Some who had shorter or later seasons commented that the ability for employees to transfer was also crucial to them, as it enabled them to recruit labour despite not requiring workers for the full visa period. Among employers who said they had experienced difficulties obtaining the number of Seasonal Workers needed, disruptive factors (such as the war in Ukraine and the suspension of scheme operator licences) were said to be the main issue, rather than the design of the scheme itself. Other employershad the view that delayed visa processing times had impacted them receiving full requests for Seasonal Workers or delayed their arrival. As shown in Figure 4.1 the rates of Seasonal Workers arriving to the UK as scheduled has varied since the schemes launch, with particular difficulties being experienced in 2020 and early 2022 presumably due to COVID-19 and the war in Ukraine.