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The Recognised Seasonal Employer (RSE) scheme allows horticulture and viticulture industry employers in the scheme to recruit overseas workers for seasonal work when there are not enough New Zealand workers.
The Recognised Seasonal Employer (RSE) scheme was announced in October 2006 and came into effect in April 2007. It allows the horticulture and viticulture industries to recruit workers from overseas for seasonal work when there are not enough New Zealand workers available.
RSE cap increase
The RSE scheme has an administrative limit, or cap, on the number of RSE places that can be taken up in a year. This cap was set at 5,000 places when the scheme was established in 2007. However, its success has led to increased demand from employers, and the cap has been increased over time. The cap on the number of workers increased to a total of 20,750 for the 2024 to 2025 season. This is an increase of 1,250 from the 2023 to 2024 season cap which was 19,500.
The increase for 2024 to 2025 reflects the request from industry for access to more workers, while balancing the effects on the New Zealand labour market. It also takes into account expected labour market conditions in the coming year and the availability of suitable accommodation.
The Government determines the cap for RSE workers. Decisions on regional allocations are made by Immigration New Zealand (INZ) and the Ministry of Social Development (MSD) in consultation with industry.
Recruiting workers
Employers in New Zealand (or their representatives) recruit individual workers, complete visa applications and manage travel arrangements. Labour sending units in partner countries oversee this.
Unless employers can show they have pre-established relationships with workers from other countries prior to the commencement of RSE in 2007, they can only recruit workers under RSE policy from the following eligible Pacific countries:
- the Federated States of Micronesia
- Fiji
- Kiribati
- Nauru
- Palau
- Papua New Guinea
- the Republic of Marshall Islands
- Samoa
- Solomon Islands
- Timor-Leste
- Tonga
- Tuvalu
- Vanuatu
The Ministry of Foreign Affairs and Trade (MFAT) supports Pacific countries to maximise their participation and works closely with labour sending units to prepare workers before they travel to New Zealand.
Worker requirements
Workers must meet health and character requirements and provide evidence of arrangements to leave New Zealand at the end of their stay. Workers can stay in New Zealand for up to 7 months during any 11-month period. Exceptions to this are workers from Tuvalu and Kiribati, who can stay for 9 months because of the distance from New Zealand and the cost of travel.
Employer obligations
Employers apply to INZ to become a Recognised Seasonal Employer (RSE). As part of RSE status application processing, INZ must be satisfied that the employer is in a sound financial position and has good workplace and human resources practices, including a history of compliance with immigration and employment law. They will also need to show that they are committed to recruiting and training New Zealanders to work in their industry.
RSE employers must comply with minimum remuneration of 30 hours a week, regardless of availability of work and pay deductions requirements. RSE workers must be paid the market rate for the job.
Employment agreements need to specify:
- hourly rates,
- the piece rates that apply,
- minimum remuneration requirements, and
- that the employer will pay for half the return airfare from the worker’s home country to New Zealand (except workers from Tuvalu and Kiribati).
Note
Employers are only required to pay half the return airfare between Fiji and New Zealand.
All workers receive information on RSE rights and responsibilities. RSE employers are responsible for ensuring RSE workers’ welfare and pastoral care needs are met. Employers are provided support and advice on standards and obligations, and conditions are monitored closely.
Employee accommodation
RSE employers must make available safe and suitable accommodation and on-site facilities at work for their workers. Workers are expected to pay fair rent, power and other living costs associated with their accommodation. Deductions under RSE Instructions must be for actual, reasonable and verifiable costs, so maximum amounts are not specified.
In 2019 new requirements were introduced that restricted further RSE employer use of residential accommodation. This was done to reduce the risk of increased demand for public housing due to the RSE cap increase. Exemptions are allowed for regions with low housing pressure.
Recognised Seasonal Employer scheme research
RSE scheme review
A full review of the RSE scheme is underway. The policy review is looking at:
- sustainable long-term administrative settings that work effectively for the government and employers, and
- a scheme that respects RSE workers and upholds their rights and dignity through an improved set of policies and guidelines, backed by consistent and ethical employment practices.
You can find more information about the review on the Ministry of Business, Innovation and Employment (MBIE) website.
Recognised Seasonal Employer policy review — MBIE
Find out further information on employing workers through the RSE scheme.
Employing workers through the Recognised Seasonal Employer scheme
