NZ Winegrowers welcomes RSE changes

NZ Winegrowers is welcoming a boost in numbers and a raft of improvements to the Recognised Seasonal Employers (RSE) scheme.

Immigration Minister Erica Stanford has announced that the cap on the number of workers for the 2024/25 season is increasing by 1,250 to 20,750.

Other changes include employers being required to pay workers an average of 30 hours a week over four weeks. The pause on accommodation cost increases will be lifted and the requirement to pay RSE workers 10% above the minimum wage will only apply to experienced workers, recognising their productivity.

Erica Stanford says this will help support growth in the horticulture and viticulture industries. “We are making changes that can be delivered quickly, reduce costs and compliance for employers, and improve flexibility for RSE workers.”

Further changes are:

• Improved flexibility for RSE workers to move between employers and regions.

• Workers’ visas will be multi-entry during a season.

• RSE workers will be able to undertake training and skills development not directly related to their role.

• RSE workers will no longer have to be screened for HIV, aligning them with other temporary visa applicant requirements.

• Timor-Leste will be included in the scheme.

Philip Gregan, CEO of New Zealand Winegrowers, says the RSE scheme has been vital to the growth of the wine industry and the boost to RSE worker numbers will enable the industry to plan with certainty for future growth. 

“We strongly support employing New Zealanders in the wine industry. RSE workers focus on the seasonal peaks, supporting our permanent workforce. These improvements strike a careful balance between making sure Pacific workers have well-paid work and employers can access the workers they need, when they need them.

“We know workers come to New Zealand with limited time to maximise their earning capability, and the changes allowing regional and employer movement add flexibility to help them achieve this.

”We particularly welcome the return to the scheme’s pre-COVID settings by removing the accommodation cost restrictions and restoring the minimum hours entitlement calculation to a monthly average.”