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Employers and representative bodies we have spoken to suggested that businesses did not have the capacity to pay further costs. The NFU reported to our CfE that in an internal survey 32% of responding members would consider subsiding accommodation, and 28% would consider paying visa costs if necessary to ensure continued access to Seasonal Workers. Organisations we spoke to were working to tight profit margins; NFU estimate that production costs in the horticulture industry have increased by up to 39% in January 2024 with little increase in returns from retailers. A response to our CfE suggested that implementation of an EPP on the scheme could reduce the number of Seasonal Workers that employers can afford to employ, if these costs are not shared across the supply chain. As we discussed in Chapter 2, different operators have different charging models, for example a single upfront fee or a weekly charge.

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• Employers we spoke to generally understood the need for the provision as a protection against bonded labour.

This higher productivity is likely to be the result of the time-limited nature of the scheme, and what we understand to be the aims of the workers – to earn as much as possible in a short period of time before returning home. The graph below demonstrates how the value added to the economy by agriculture has changed over time, as a share of GDP. During the 1990s there was a fall in the role agriculture played in the economy as food imports rose. Contrastingly, since 2000 there has been a slight rise in the Gross Value Added (the value of output minus the value of intermediate consumption, GVA) of agriculture as a share of GDP (from 0.4% to 0.6%).

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The Home Office leads on immigration policy and operational delivery of the visa, while Defra selects, manages and monitors scheme operators, along with gathering stakeholder insights on the route. Compliance and enforcement responsibilities are discussed below and are shared between a number of different actors. However, as argued by Calvin et al., (2022), the access to (relatively) cheap labour allowed by the SWS could itself become a barrier to automation.

While the sector awaits the outcome of this work, we suggest that the guaranteed minimum work period should be implemented as soon as practicable. As set out in Chapter 2, scheme operators may subcontract recruitment to partners (who must be licensed independently by the Gangmasters and Labour Abuse Authority (GLAA)) in source countries or to a UK based business. The hiring process of Seasonal Workers, including the choice of source countries and the potential for recruitment fees (which are illegal in the UK) to be charged there, represent a particular risk to workers. The previous Independent Anti-Slavery Commissioner suggested that the long distances involved in SWS recruitment can increase the difficulty of scrutinising recruiters. The NFU has called for a halt to such changes to allow for industry consultation, an assessment of the impacts and standards for fair implementation.

Several employers did indicate a willingness to invest in available automation, despite high unit costs, in order to reduce demand for seasonal labour, and some farms were also involved in the research and development of these processes. Some of these did note (see Chapter 3), that while automation was augmenting labour, the technology is largely assistive and not substitutive, and so they expect to need Seasonal Workers for the foreseeable future. However, others reported that they would be reluctant to invest in automation (alongside other large-scale capital investments) without confirmation of the future of the SWS, or similar. This is in line with the Defra 2022 Automation in Horticulture review which recommended that “the length of any future schemes should ideally match the period preceding the feasible mass-adoption of automation technology”. The seasonal nature of the work was also said to be a barrier to recruiting domestic workers, with several employers saying that local jobseekers required long-term rather than temporary work given the likely fluctuations in Universal Credit this would cause. As a result, some employers recruited populations who were open to the seasonality of the work, including university students (for crops where harvest times coincided with holidays) and prisoners on the Release on Temporary Licence (ROTL) scheme.

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. Food security is defined by Defra as “ensuring the availability of, and access to, affordable, safe and nutritious food, sufficient for an active lifestyle, for all, at all times”. The SWV is currently only available to foreign workers wanting to undertake jobs within horticulture (ornamental and edible), or poultry farming. This is partly due to the reliance within horticulture on casual labour (see Figure 1.6).

On the PALM scheme employers are able to access funding support to provide further training of temporary workers covering employability and life skills, but the UK scheme does not focus on providing personal development programmes. Whilst the previous government had stated no current plans to reform the apprenticeship levy, we suggest access to this funding for interested employers should be considered, to allow them to offer educational opportunities on the SWS, such as in English Language if they wish to do so. As we set out in Chapter 2, the ‘cooling off’ period on the SWS requires workers to leave the country for a minimum of 6 months.

There is no English language requirement for the Seasonal Worker route, in common with other short- term work routes. However, in practice scheme providers may make other language rules – for example, that Seasonal Workers being recruited from Central Asia (Kazakhstan, Kyrgyzstan, Uzbekistanand Tajikistan) should be able to speak Russian, whether or not this is actually their first language. This is to facilitate informed recruitment and ensure the scheme provider is confident that people have understood the terms and conditions of the route before applying. There are pros and cons to such an approach from an employee welfare perspective, which are discussed in further detail in Chapter 5. If ULS RussianTranslators has its licence suspended the workers are permitted to continue working. If a scheme operator has their licence revoked, workers in the UK have 60 days to find a new sponsor or alternatively return home.

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