The New Zealand Government has announced a comprehensive package of reforms to the Recognised Seasonal Employer (RSE) scheme, following a review of how the program operates.
The RSE scheme is a key workforce program that enables New Zealand horticulture and viticulture employers to recruit seasonal workers from overseas—primarily Pacific nations—when suitable New Zealand workers are unavailable. The government says the changes are intended to make the scheme easier to use, provide greater certainty for employers and workers, and support the long-term sustainability of New Zealand’s seasonal industries.
What Is Changing?
The reform package includes updates across several areas, including recruitment processes, accreditation requirements, worker mobility, compliance settings, pastoral care obligations, and cost recovery arrangements.
According to the government, the goal is to create a more flexible and efficient system while maintaining strong protections for seasonal workers.
Simpler Accreditation and Recruitment Processes
One of the most significant changes will be a streamlined accreditation process for employers.
Under the new framework:
- New employers will initially receive one-year accreditation.
- Employers with strong compliance records may become eligible for three-year or six-year accreditation periods.
- Recruitment and accreditation requirements will be simplified for participating employers.
The government says these changes will reduce administrative burdens while rewarding employers with positive compliance histories.
Faster Agreement to Recruit (ATR) Process
The Agreement to Recruit (ATR) process will also be simplified.
Employers endorsed by New Zealand’s Ministry of Social Development (MSD) will no longer need to demonstrate that they advertised positions or listed vacancies with MSD before seeking overseas workers.
Other employers will still be required to show that vacancies were listed with MSD, helping ensure that New Zealand workers remain the first consideration for available jobs.
Greater Flexibility for RSE Workers
The reforms include measures aimed at increasing worker mobility.
The government announced that it will:
- Make it easier for workers to move between accredited RSE employers in certain situations.
- Strengthen support mechanisms for workers who experience exploitation.
- Improve processes for raising concerns and accessing assistance.
Officials say these changes are intended to provide workers with greater flexibility while maintaining safeguards against workplace abuse.
Increased Transparency Around Worker Costs
The new framework will introduce additional transparency regarding employment-related costs paid by workers.
Changes include:
- A clear list of costs that employers may recover from workers.
- A standardized cost recovery agreement.
- Greater disclosure requirements before workers travel to New Zealand.
The government says these measures are designed to ensure workers fully understand and agree to any deductions or cost-sharing arrangements before arrival.
Broader Work Flexibility
The reforms will also provide additional flexibility regarding the type of work seasonal employees may perform.
Workers will be permitted to undertake certain incidental tasks that support their primary role, including operating machinery where appropriate.
The government expects this change to provide employers with greater operational flexibility while still preserving the core purpose of seasonal employment.
Enhanced Pastoral Care Requirements
Pastoral care obligations will be strengthened under the new scheme.
One notable change requires employers to ensure internet access is available at worker accommodation. The government states that this measure will help workers remain connected with family members, communities, and support networks while in New Zealand.
Clearer Support and Compliance Framework
The reforms also clarify the responsibilities of key agencies involved in worker welfare and oversight.
Defined roles will be established for:
- Country Liaison Officers
- Immigration New Zealand (INZ)
- The Labour Inspectorate
This is intended to create greater certainty regarding how concerns are managed and how workers can access support when issues arise.
A More Targeted Compliance Approach
The government has also announced a more targeted compliance model that aims to provide:
- Clearer expectations for employers.
- Proportionate responses to non-compliance.
- Improved regulatory certainty across the scheme.
Officials say the updated approach will focus enforcement efforts where risks are greatest while reducing unnecessary administrative complexity.
Implementation Timeline
The reforms will be implemented in stages beginning in early 2027.
For now:
- Current RSE program settings remain unchanged.
- There are no immediate changes for employers or workers.
- Additional guidance and implementation details will be released before the reforms take effect.
Erickson Insights and Analysis
Erickson Immigration Group will continue monitoring developments and sharing updates as more news is available. Please contact your employer or EIG attorney if you have questions about anything we’re reporting above or if you have case-specific questions.