Recognised Seasonal Employers (RSE)
The Recognised Seasonal Employer (RSE) programme plays a vital role in supporting New Zealand’s horticulture and viticulture industries. Introduced to address genuine labour shortages during peak seasons, the scheme allows approved employers to recruit overseas workers for seasonal work when suitable New Zealand workers are not available.
What is the RSE Programme?
The RSE programme enables eligible employers to recruit workers primarily from Pacific countries to undertake seasonal roles such as planting, maintenance, harvesting, and packing. These roles are critical to ensuring crops are harvested on time and businesses remain productive during peak demand.
Employers must first be granted RSE status by Immigration New Zealand before they can recruit workers under the scheme.
Why the RSE Programme is important
The horticulture and viticulture sectors rely heavily on a seasonal workforce. The RSE programme helps to:
Address ongoing labour shortages during peak seasons
Provide a reliable and experienced workforce
Support Pacific communities through employment, skills development, and remittances
Maintain productivity and economic stability in regional New Zealand
For many employers, RSE workers become a trusted, returning workforce year after year.
Employer obligations under the RSE Scheme
While the RSE programme offers significant benefits, it also comes with strict obligations. Employers must demonstrate that they are good employers and meet all immigration, employment, and pastoral care requirements.
Key obligations include:
Paying at least the minimum hourly rate or agreed piece rates
Providing suitable accommodation and transport
Ensuring workers have access to healthcare and pastoral care
Meeting health and safety obligations
Complying with all reporting and record-keeping requirements
Employers may be subject to compliance checks and audits by Immigration New Zealand and MBIE.
The RSE process in brief
The RSE process generally involves three key stages:
RSE Status – Employers apply for and maintain RSE status
Agreement to Recruit (ATR) – Approval to recruit a specified number of workers
Visa Applications – Workers apply for their RSE Limited Visas
Each stage requires careful preparation, accurate documentation, and compliance with current policy settings.
Common challenges for employers
Managing the RSE process can be complex and time-consuming. Common challenges include:
Keeping up with policy changes
Preparing for audits and compliance visits
Managing visa timelines and worker arrivals
Ensuring accommodation and pastoral care standards are met
Without the right systems in place, small errors can quickly become compliance issues.
Getting professional support
Many employers choose to work with a Licensed Immigration Adviser to help manage the RSE process. Professional support can assist with:
RSE Status and ATR applications
Compliance reviews and audit preparation
Training staff on RSE obligations
Streamlining processes and reducing risk
Whether you are new to the RSE scheme or looking to strengthen your current systems, professional advice can save time, reduce risk, and give you confidence that you are meeting Immigration New Zealand requirements.
Get in Touch
If you would like tailored support, or simply want to discuss your options, I’d be happy to help.
📧Contact: Joanne Doyle – Licensed Immigration Adviser
📞Phone: 0274772088
