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Every year, thousands of Pacific workers travel to New Zealand under the Recognised Seasonal Employer (RSE) scheme. They arrive to pick crops, tend vines, pack produce and support one of the country’s most important industries.
But for many workers and many employers, the RSE scheme has become about much more than seasonal work.
New research released in November 2025 shows that across the horticulture sector, RSE employers are going above and beyond to voluntarily support Pacific workers to improve their lives, strengthen their communities and build long‑term futures at home.
The findings come from the survey, “Taking stock of employer support for RSE worker development priorities at home in the Pacific”, led by the Toso Vaka O Manū (TVOM) team within Immigration New Zealand and analysed by Professor Richard Bedford.
Loua Ward, National Manager, Pacific, Immigration New Zealand says the findings reflect what is seen on the ground every day: the RSE scheme is built on strong and enduring relationships.
“RSE employers genuinely care about their people and are choosing to support them in ways that extend far beyond the workplace.”
What is the RSE scheme?
The Recognised Seasonal Employer (RSE) scheme enables approved New Zealand employers to recruit seasonal workers from Pacific countries — including Samoa, Tonga, Vanuatu, the Solomon Islands, Fiji, Kiribati and Tuvalu, with workers also coming from Papua New Guinea — when there are not enough local workers available.
The scheme is designed to support New Zealand’s horticulture and viticulture industries, while also delivering economic benefits to Pacific nations through employment, skills development and remittances.
Employers have clear obligations under the scheme, including providing work, pastoral care, accommodation and return travel.
What they are not required to do is fund community projects, support disaster recovery, contribute to retirement savings, or help workers ship goods home.
Yet, as this research shows, many employers choose to do exactly that.
Employing workers through the Recognised Seasonal Employer scheme
Supporting goals at home — by choice
Nearly 9 in 10 RSE employers who responded to the survey said they had, over the past decade voluntarily supported Pacific workers to achieve specific goals or initiatives at home.
This support is driven by workers themselves. Employers respond to what workers identify as priorities — whether that is clean water, education, housing, energy, or community infrastructure.
One of the most common forms of support is assistance with shipping containers. More than half of surveyed employers had helped fund or organise full or partial containers sent back to Pacific countries. These containers often carry building materials, tools, water tanks, solar panels, generators, school supplies and household goods — items that are expensive or difficult to access locally.
Some employers described funding village‑level infrastructure projects: bridges, classrooms, ablution blocks, halls and medical facilities. Others spoke of providing boats and motors for transport, irrigation systems for farming, or laptops and stationery for schools.
Loua says the most powerful insight from the research is how closely employer support aligns with workers’ real needs.
“Employers are listening to workers and backing what will make the biggest difference for their families and villages.”
Standing together in times of disaster
The Pacific region faces increasing exposure to cyclones, earthquakes and other natural disasters. Almost half of RSE employers surveyed reported providing disaster recovery support to workers or their communities following major events.
This support takes many forms: cash contributions, assistance with container costs, provision of materials and equipment, and in some cases, skilled labour. Employers also described opening international phone access so workers could contact families, organising workplace fundraisers, and providing flexibility and pastoral support during times of crisis.
Long‑established and larger RSE employers were more likely to have provided disaster relief — reflecting deeper connections and greater experience responding to events over time.
Investing in long‑term security
Support from employers is not only focused on immediate needs. Nearly 2 thirds of RSE employers said they help facilitate voluntary retirement savings contributions for their workers, either through the Seasonal Worker Superannuation Administration System (SWSAS) or workers’ National Provident Funds in the Pacific.
While participation is always voluntary and worker‑led, employers play a crucial enabling role by providing information, setting up payroll deductions and supporting access to savings systems.
For many workers, this is their first opportunity to build formal retirement savings — creating long‑term financial security well beyond their time in New Zealand.
For Loua, retirement savings are a powerful example of how employer support extends beyond the harvest.
“It might not be visible straight away, but it’s hugely important. Employers who help make this possible are supporting workers’ futures, not just their seasons.”
HortNZ: supporting a sector‑wide commitment
The research also highlights the role of the horticulture sector in fostering long‑term, values‑based relationships with Pacific workers. While voluntary support is driven by individual employers, it is strengthened by a sector culture that recognises the RSE scheme as a partnership, and a triple win for New Zealand employers, Pacific workers and Pacific countries.
“The RSE scheme is critical to the success of New Zealand’s horticulture industry, and our economy” says HortNZ chief executive Kate Scott.
“This scheme is far more than just a labour mobility programme. It’s a strong people-to-people partnership with our Pacific neighbours that strengthens communities both here and in the islands.
“It provides opportunities for workers to support their families — funding housing and training — and contributes to long-term economic resilience.
“Growers take their responsibilities as employers seriously. RSE workers receive strong pastoral care and support, and the sector is committed to continuous improvement.”
Looking ahead: a strong appetite to do more
“There’s a real willingness to keep learning and improving,” says Loua. “Employers are asking how they can support development in ways that genuinely work for Pacific communities.”
That appetite for growth is clearly reflected in the research. More than 90% of employers who responded to the survey said they want to learn more about future opportunities to support workers, their families and communities.
Health, housing and education emerged as the top areas of interest, followed by agriculture and entrepreneurship. Across responses, employers emphasised the importance of ensuring future support is well targeted, sustainable and aligned with workers’ own aspirations.
Beyond the season
While the research captures the experiences of employers who chose to take part, it offers valuable insight into the kinds of support already happening across the sector — often quietly and without recognition.
As Professor Bedford notes, this support is neither required nor expected under the RSE scheme, yet its impact is visible across the Pacific, in stronger homes, better‑resourced schools, improved health outcomes and communities that are more resilient in the face of adversity.
The RSE scheme is often described in terms of productivity and labour supply. This research reveals another side of that story — one where employers choose to support workers well beyond the season.
