The Recognised Seasonal Employer (RSE) Scheme: Bringing Overseas Workers to New Zealand's Orchards and Vineyards

The RSE scheme began in 2007 to help New Zealand’s horticulture and viticulture sectors bring in seasonal workers from overseas when there aren’t enough local workers available. Here’s a quick guide to how it works and the responsibilities for employers.

RSE Cap Increase

When the RSE scheme started, there was a cap of 5,000 overseas workers per year. Due to high demand, this cap has steadily increased. For the 2024-2025 season, the cap is set at 20,750 workers, an increase of 1,250 from last season. This increase reflects the industry's need for workers while considering the local job market and the availability of worker accommodations.

The Government sets the RSE cap each year, while Immigration New Zealand (INZ) and the Ministry of Social Development (MSD) work with industry representatives to decide on regional allocations.

Recruiting RSE Workers

New Zealand employers handle recruitment, visa applications, and travel arrangements for RSE workers, often with help from partner countries. Workers can only be recruited from certain Pacific nations unless an employer had relationships with workers from other countries before 2007. Eligible countries include:

- Fiji, Kiribati, Nauru, Papua New Guinea, Samoa, Solomon Islands, Tonga, Tuvalu, Vanuatu

The Ministry of Foreign Affairs and Trade (MFAT) helps these countries prepare workers before they come to New Zealand.

Requirements for RSE Workers

To be eligible, workers need to pass health and character checks and show they have plans to return home after the season. Most RSE workers can stay in New Zealand for up to 7 months in an 11-month period, but workers from Tuvalu and Kiribati can stay for up to 9 months due to the distance and higher travel costs.

Employer Responsibilities

To hire RSE workers, employers must first be approved by INZ. They need to prove they are financially sound, follow good HR practices, and have a history of complying with immigration and employment laws. They must also show that they’re committed to training New Zealanders for available roles.

Once approved, RSE employers have to:

- Guarantee at least 30 hours of work each week, paying market rates.

- Specify pay rates and working conditions in employment agreements.

- Cover half of the workers' return airfare, with some exceptions.

Employers must also ensure workers’ well-being by providing fair pay, safe working conditions, and ongoing support for workers' rights and welfare.

Providing Accommodation for Workers

Employers are required to arrange safe and suitable housing and worksite facilities for RSE workers. Workers pay for their rent and utilities, but these costs must be fair, reasonable, and clearly outlined. Some areas with high housing pressure have restrictions on using residential accommodation for RSE workers to help maintain local housing availability.

RSE Scheme Review

A full review of the RSE scheme is underway to improve its policies and practices. The review focuses on:

- Setting up long-term policies that work for everyone involved.

- Ensuring workers are treated fairly, with their rights and dignity fully respected.

This review aims to make the RSE scheme better for employers and workers alike, ensuring a sustainable and ethical approach for the future.

To learn more about the RSE scheme, visit the Ministry of Business, Innovation, and Employment’s website.

Source: Immigration New Zealand