New Zealand Announces Major Reforms to Seasonal Employer Scheme

Summary

New Zealand will reform the Recognised Seasonal Employer scheme following a review of its operation. Planned changes include longer accreditation for compliant employers, faster recruitment procedures and greater worker mobility. The reforms will also strengthen cost transparency, pastoral care and anti-exploitation support, with implementation beginning from early 2027.

Our Analysis

• We see simpler accreditation as a meaningful efficiency gain for proven horticulture employers.
• Worker mobility and cost transparency should reduce exploitation risks and improve adviser confidence.
• Providers should prepare clients for stronger pastoral-care evidence once implementation guidance is released.

Full Story

New Zealand has announced a package of reforms to the Recognised Seasonal Employer (RSE) scheme, aiming to simplify recruitment, strengthen worker protections and give horticulture and viticulture businesses greater flexibility in managing seasonal labour demand.

Immigration New Zealand said the changes follow a review of how the scheme operates. The RSE programme allows eligible New Zealand employers to recruit workers from overseas, mainly Pacific nations, when suitable domestic labour is unavailable.

The reforms will introduce longer accreditation periods for employers with strong compliance records. New employers will initially receive one-year accreditation, while those demonstrating a positive track record may later qualify for three- or six-year accreditation periods. The Agreement to Recruit process will also be streamlined for employers endorsed by the Ministry of Social Development.

For workers, the changes include easier movement between accredited employers in certain circumstances, clearer complaint and support procedures, and stronger safeguards against exploitation. Employers will be required to provide greater transparency around recoverable worker costs, including a standard cost-recovery agreement that workers can review before travelling to New Zealand.

Pastoral-care requirements will also be enhanced. Worker accommodation will need to provide internet access, helping seasonal employees remain connected with family and support networks. Immigration New Zealand, Country Liaison Officers and the Labour Inspectorate will have more clearly defined responsibilities when concerns are raised.

The scheme will also allow greater flexibility in the types of incidental tasks RSE workers can perform, including operating machinery where appropriate. However, the government has confirmed that implementation will be staged from early 2027, with current settings remaining unchanged in the meantime.

For New Zealand employers and immigration service providers, the announcement provides an early indication of future compliance, accreditation and worker-support expectations. Businesses recruiting for upcoming seasons should continue using existing procedures until detailed operational guidance is released.