An employment rights organisation responding to our CfE indicated confusion from workers around picking/performance bonuses and sick/holiday pay. 2 of the 125 UK visas and Immigration (UKVI) reports found similar confusion regarding sick and holiday entitlement despite proof that the farms provided guidance. “russian to english translation of official documents in the uk believe that employee protection on the SWS is currently imperfect, the existing scheme operator system does provide important separation between the day-to-day employer and an individual’s source of permission to stay in the UK. Direct recruitment also risks removing access to employer transfers as is currently in place.
Rules and requirements for employers
As with returnee status, a longer visa length may reduce vulnerability to exploitation through improving English skills and awareness of rights in the UK and increasing the possibility of redress if complaints are raised. Following the 2019 joint Department for Environment, Food and Rural Affairs (Defra) and Home Office review of the scheme, the Home Office updated guidance to recognise the high risk nature of the seasonal work and the risk of exploitation. As a result, route requirements not only focus on immigration compliance, but also worker welfare across various dimensions. Employers we spoke to generally understood the need for the provision as a protection against bonded labour. Some who had shorter or later seasons commented that the ability for employees to transfer was also crucial to them, as it enabled them to recruit labour despite not requiring workers for the full visa period. Seasonal Workers had reported to certain employers that the mechanism for returning needs to be clearer.
Organisation and communication on the scheme
- To obtain an official certificate certified translation of your bank statement in the UK, you can rely on TSUK’s professional and recognized services for certificate translation.
- We also note that the Home Office did not clarify how they will calculate the tapering of visa numbers, nor whether this will be done on a crop-by-crop basis or by using other criteria.
- We are aware that many employers value the output of seasonal workers highly, and efforts to safeguard migrant welfare were evident at several of the sites visited.
- Employers must instead go through one of the nominated SWS scheme operators who act as the actual sponsors to the employee.
- Several of the employers and representative organisations responding to our CfE or participating in the research stated that late announcements on the route (as discussed in Chapter 2) had previously had a negative impact on their experience of the scheme.
We discuss this later in this chapter when discussing enforcement as a whole on the scheme. Both theaccommodation standards and how these are to be monitored and enforced should be clarified. This included being threatened with deportation, and behaviours reported included criminal offences such as racial abuse, physical assault, and sexual harassment.
It therefore appears this rule is sensible in supporting workers to secure minimum guaranteed pay (see Chapter 5) and promoting responsible use of migrant labour among employers on the route. 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. Defra is working with the SWS Taskforce (composed of 50 members across a range of industry, retailer and non-profit stakeholders), to research and provide economic modelling on the ‘potential impacts [of an EPP] across the supply chain, as well as on consumers and workers’ by summer 2024. Their “superior work ethic” is often noted as a key reason for farmers preference for foreign seasonal workers (Anderson and Ruhs, 2010; Scott, 2015) and there is anecdotal evidence of positive productivity spillovers.
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