Changes announced to the Recognised Seasonal Employer scheme

The Government has today announced a package of changes to the Recognised Seasonal Employer (RSE) scheme following a review of how the scheme operates.

The Recognised Seasonal Employer scheme helps New Zealand horticulture and viticulture employers fill seasonal workforce shortages by recruiting workers from overseas, primarily from Pacific countries, when suitable New Zealand workers are not available. 

These changes are designed to make the scheme simpler to use, provide greater clarity for employers and workers, and support the long-term success of New Zealand's horticulture and viticulture sectors. 

The package includes changes to recruitment processes, cost recovery arrangements, accreditation and compliance settings, pastoral care requirements, and worker mobility provisions. Together, these changes aim to create a more straightforward and flexible scheme while maintaining protections for workers and supporting employers to meet seasonal labour needs.

What's changing?

Simpler recruitment and accreditation processes

There will be simpler recruitment and accreditation processes for employers, including longer accreditation periods for employers with a strong track record and a streamlined agreement to recruit process. New employers will initially receive 1-year accreditation before becoming eligible for longer accreditation periods of 3 or 6 years, depending on their compliance history and track record.

Quicker Agreement to Recruit (ATR) process

The Agreement to Recruit (ATR) process will be simplified and quicker for employers endorsed by the Ministry of Social Development (MSD), while ensuring New Zealanders remain first in line for jobs. Employers endorsed by MSD will not need to show they have advertised roles or listed vacancies with MSD, while other employers will need to show us that they have listed their vacancies with MSD.

A more targeted compliance approach

There will be a more targeted compliance approach, with clearer expectations for employers and proportionate responses to non-compliance.

Greater flexibility for workers

Workers will have greater flexibility, including making it easier for RSE workers to move between accredited employers in certain circumstances and strengthening support for workers who experience exploitation.

Improved complaints and support processes

Improvements to complaints and support processes will help workers raise concerns and access assistance when needed.

More transparency around worker costs

There will be more transparency around worker costs including a clear list of costs that employers can recover from workers and a standard cost recovery agreement so workers can understand and agree to any costs before travelling to New Zealand.

Greater flexibility in types of tasks undertaken

There will be greater flexibility in the work RSE workers can undertake, allowing incidental tasks that support their primary role, such as operating machinery where appropriate.

Enhanced pastoral care requirements

Enhanced pastoral care requirements will require internet access to be available at worker accommodation to help workers stay connected with family and communities while in New Zealand.

Clearer worker support arrangements

Clearer worker support arrangements, will include defined roles for Country Liaison Officers, Immigration New Zealand and the Labour Inspectorate when concerns are raised.

Staged implementation dates

The changes will be introduced in stages, with implementation beginning from early 2027.

In the meantime, current RSE settings remain in place and there are no immediate changes for employers or workers. 

We will provide further information and guidance before any changes take effect. 

For more information about the announced changes:

Simpler, clearer, more effective RSE scheme — Beehive.govt.nz