We suggest that, as source countries for the SWS stabilise, employers may be able to use a combination of returnee workers to fill eligible positions, combined with increased recruitment efforts with domestic and migrant populations suited to filling permanent roles. The creation of a progression route on the SWS would also extend the visa length considerably, changing the short-term nature of the route. We discuss employers’ views on visa length, and the practical impacts of extending the visa, in more detail later in this chapter. As shown in Chapter 2, the proportion of Seasonal Workers being recruited from Central Asia has grown steadily between 2021 and 2023. Employers typically appeared open to scheme operators exploring new source countries, acknowledging that new networks can take time to set up.
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A few farms commented that the stabilisation of source countries was improving this issue, as was the fact that most Central Asian workers come from Islamic countries and hence alcohol is no longer a major problem. However, we also identified some examples of poor treatment or exploitation in every strand of the work we carried out and evidence of this can also be seen in responses to the Defra Seasonal Workers survey. As noted earlier, the Defra Seasonal Workers survey is disseminated online to Seasonal Workers by the scheme operators. Workers may choose whether to complete this survey and the results are not weighted, so consequently it may not be fully representative of the population.
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- Whilst this initial outlay can result in net benefit in the future, many farms argue they do not have sufficient capital to invest in new technologies.
- The Horticultural Sector Committee argues that greater flexibility is needed within use of the apprenticeship levy to allow funding, or an alternative funding programme, to be used to support Seasonal Workers.
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- Some UKVI inspections found migrants were not provided with translated documents, only in one alternative language, or in the wrong language.
Employers responding to our CfE reported mixed levels of retention, with some saying workers had stayed the full length of their visa, and others reporting dropout rates of up to 50%. how to translate user manaul from english to russian in the uk reported across the CfE and interviews that those employees who had left early had done so for a wide range of reasons, including the nature of work or work available, health problems or family sickness, and having earned enough. Employers reported that many employees who chose to leave early do so during their first few weeks of employment or are dismissed at this stage due to lower productivity rates. However, scheme operators indicated that if this happens, they will try to find the worker alternative work.
Consecutive English – Russian interpreting services for business meetings, press conferences, study tours, tourism visit and exhibitions, private events and even weddings. I issue certified translations of official documents for such institutions as the Home Office, embassies and consulates, NARIC, academic institutions, banks, hospitals and courts of law. The negative natural change (more deaths than births) was outnumbered by the positive net migration. The observed population growth can be largely attributed to the increased migratory movements post-COVID-19 and to the influx of displaced persons from Ukraine who received temporary protection status in EU countries, as a consequence of the Russian war of aggression in February 2022. The Seasonal Worker Team, part of UKVI, conduct visits to farms where Seasonal Workers are employed in order to check the farms are meeting their responsibilities.
Seasonal Workers should not have to work more than 48 hours a week, including any overtime, unless by choice. They are entitled to at least 1 day off per week, or 2 days every two weeks, and a rest break of at least 20 minutes if working more than 6 hours per day. Given that the SWV had been in operation for several years, in March 2023, we wrote to the then- Minister for Immigration informing him of our intention to launch an inquiry into the scheme.
Responses to our CfE included ideas such as compensation if the minimum period of work is not met or access to other types of work if seasonal work is insufficient. The fact that several large organisations we spoke to were covering further costs from employees as a way to gain a competitive edge in recruitment suggests that it may be feasible for some employers to contribute towards an overall EPP. Making this a formal requirement for all employers could, however, have consequences for certain employers’ use of the scheme.
Some organisations have called for remediation for those who have paid illegal recruitment fees. We agree with the Independent Review that these should be in place in all key source countries and would encourage the new government to follow the same approach. Those requesting an increased visa length tended to specify 9 months as desirable in horticulture, although there was demand from mushroom growers for a specific scheme that could last up to 2 years. The House of Lords Horticulture Sector Committee has said that a 9-month visa would lower recruitment and training costs for growers, increase efficiency, and help to retain talent on UK farms.
If they abscond in order to claim asylum from elsewhere, they enter the asylum system and cannot be employed, as asylum seekers cannot normally work in the UK, and therefore lose access to both work and employer-provided accommodation. Since 2022 an additional quota of 10,000 has been available as a contingency in response to industry concerns about the adequacy of the overall cap and potential demand for Seasonal Workers, although this will cease in 2025. Any release of additional numbers would be made on condition that the 45,000 cap had been reached and in response to economic evidence of further recruitment need. 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. To achieve these objectives, the strategy suggests the UK “broadly maintain(s) the current level of food we produce domestically” and “ensures by 2030, pay, employment and productivity will have risen in the agri-food industry”.
While labour availability is an important determinant of production, it does not affect the other factors. The Department for Environment, Food and Rural Affairs (Defra) food inflation model estimates that with a 10% increase in domestic labour costs, the long run (3 year) increase in food prices would be 2.3%. If the shock was limited to workers on the SWV (and not the full domestic labour force) the magnitude of this impact would be much smaller. However, workers arriving on the SWS may be more productive than domestic workers, due in part to their motivation to earn as much as possible over a short period, and hence raise sector productivity(or, without the visa’s workers, productivity in the sector would fall). Accommodation charges are capped at £69.93 per person per week, in line with the standard National Minimum Wage (NMW) and NLW accommodation offset rules. Over and above accommodation, employers vary in what is included in the price – full or partial provision of gas/electricity, and whether or not items such as bedding, pans and plates are provided (in many cases workers have to buy these).