Reforming the RSE scheme to meet current and future needs of all participants

The vast majority of those workers enjoy their work experience in New Zealand, with many coming back year after year.

As a result, it was something of a shock for many in the industry to hear the recent public allegations about the mistreatment of Pacific Recognised Seasonal Employer (RSE) scheme workers. Since then, we have heard from numerous industry members appalled at the possibility that RSE workers are not being treated appropriately and wanting to know what is being done to ensure the workers are protected. Members have also been concerned at the reputational risk for the industry if the allegations are shown to be true.

First and foremost, RSE workers need to be treated with dignity and respect. We believe the great majority are, but the recent allegations – the subject of an investigation by the Labour Inspectorate (see page 17) – suggest we need to be doubly sure that is the case. As an industry, we support best practice when caring for RSE workers, rather than just meeting minimum standards of pastoral care.

How do we make that happen? First, we need to ensure the rules governing the RSE programme are robust and fit for purpose, meeting the needs of both the Pacific workers and the RSE employers. Our goal should be simple – ensure every RSE worker has such a positive work experience in New Zealand that they all want to come back in following years.

The best way to ensure the programme meets the needs of both the Pacific workers and employers is to have representatives of the RSE workers and the Pacific governments, alongside industry representatives, worker representatives and New Zealand officials, participating in the current reviews of the RSE scheme. Their participation will help reform the scheme so that it meets the needs of all participants, now and into the future.

Second, once the ground rules are established, we need to ensure those rules are adhered to by employers. Most RSE employers will want to do the right thing by their workers, but if they don’t, then it is the responsibility of government officials to enforce the rules, taking appropriate action where necessary. And that enforcement action must include the ability to suspend an employer’s RSE accreditation if needed.

Taking these steps, getting the right rules in place (by involving Pacific workers and governments in their design) and then enforcing them, will go a long way towards managing any downside risks from having RSE workers as part of our seasonal labour force. That is the best way to protect RSE workers, the RSE scheme, and our industry’s reputation.

Clive Jones is New Zealand Winegrowers Board Chair.