Our translators are all native speakers of the target language of your translation projects with impeccable linguistic skills, meaning these potential pitfalls are always navigated with ease and finesse so you can be sure your translation will always reflect the original meaning of your source text. We recommend that there be a streamlining of the data collection process involved in compliance, in particular grouping together some of the audit processes carried out by scheme operators and supermarkets. This would also help to reduce the administrative burden faced by employers, in particular those working with multiple operators. Among employers who said they had experienced difficulties obtaining the number of Seasonal Workers needed, disruptive factors (such as the war in Ukraine and the suspension of scheme operator licences) were said to be the main issue, rather than the design of the scheme itself.
- The 2022 Defra Seasonal Workers survey found that 61% self- reported working in the UK for over 5 months, 20% for 4 to 5 months and the remaining workers less than 4 months.
- As employers are not supposed to suggest workers opt out of the pension, the difficulties of doing so are increased.
- The law required employers to pay at least the “local prevailing wage” for the specific job to migrant workers.
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- Since 12 April 2023, the Immigration Rules have stated that Seasonal Workers must receive a minimum of 32 hours’ pay for each week of their stay in the UK, regardless of whether work is available.
Who comes to the UK on the Seasonal Worker Visa?
In our discussions with Kyrgyz government officials, we noted that the government was keen for greater partnership at an operational as well as strategic level, reflecting the importance of the SWS to source country governments. As we describe in Chapter 2, transfers may be driven by either the employee (including for welfare, social or pay reasons) or the employer. As with russian to english translation of contract uk , workers can choose to leave their employer but may not be able to transfer to the employer of their choice.
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As per scheme operator guidance, when issues impacting the safety or wellbeing of a worker are identified, operators need to remedy the issue immediately or transfer the worker. This included being threatened with deportation, and behaviours reported included criminal offences such as racial abuse, physical assault, and sexual harassment. A recent large-scale survey of Seasonal Workers found several reported instances of sexual harassment and violence by both employers and other workers.
For seasonal workers in the UK not on the route (largely EU Settlement Scheme, Ukrainian and some British workers) we are not aware of any wage data that exists. Even examining agriculture sector wages more broadly (through ASHE, which is not able to distinguish seasonal workers nor whether they are on the visa route or not) sample sizes are too low to gauge industry or occupation pay levels with confidence (especially when combining the 2 identifiers). Artificial barriers to enforcement may also exist, for example responsibility for Seasonal Worker welfare is devolved, but Devolved Administrations are not able to access information from scheme operators about where workers actually are. Guidance permits some averaging of hours within pay periods, e.g., fortnightly or monthly and therefore employers who had a longer pay period were better able to match working hours with demand for labour. Several employers also said they provided between hours per week across the season and that this rule did not impact their pay calculations, however, there was little support for increasing the minimum.
Many users of the scheme say that without the scheme they would not be able to continue to operate. They can also report problems to welfare reps at their scheme operators, the Good Work app, or to GLAA, although workers may not want to raise complaints with either the body in charge of their overall sponsorship or to the same body that deals with immigration crime. The GLAA website offers report forms in select European languages, including Russian – it would be useful to expand the availability of Central Asian languages. Although this app issupported and recommended by industry, which some organisations have suggested could make workers less likely to use it, it nevertheless provides a free and accessible source of advice and the ability to complain or raise problems. The previous government said it will work with the sector to explore “a routing of complaints” to improve conditions and experiences whilst in the UK. The BRC comment on behalf of their retailers that they “…are committed to upholding high standards of welfare for all people who work in their supply chains, and prohibit the use of illicit recruitment fees paid by workers”.g