The Recognised Seasonal Employer (RSE) scheme is New Zealand's government-managed programme that allows horticulture and viticulture employers to recruit workers from Pacific Island countries to fill genuine seasonal labour shortages. It is one of the most significant labour pathways in New Zealand — over 20,000 Pacific workers travel to NZ each year under RSE.
This guide covers everything employers and workers need to know: how the scheme works, who can use it, the current cap, wages, and the application process.
At a Glance: RSE Key Facts (2026)
| Detail | Current Figure |
|---|---|
| Annual cap (2025–26 season) | ~20,500 workers |
| Eligible countries | 9 Pacific nations (see below) |
| Visa type | Seasonal Work Visa (specific to RSE) |
| Visa duration | Up to 7 months per season (9 months for Kiribati and Tuvalu) |
| Minimum wage rate | NZ$23.95/hour (April 2026) |
| Sectors covered | Horticulture and viticulture only |
| Employer requirement | Must be an approved RSE employer |
| Return rate | ~97% of workers return home as required |
What Countries Are Eligible?
Workers must come from one of these nine Pacific nations:
- Fiji
- Kiribati (up to 9 months due to remoteness)
- Nauru
- Papua New Guinea
- Samoa
- Solomon Islands
- Timor-Leste
- Tonga
- Tuvalu (up to 9 months due to remoteness)
- Vanuatu
Workers from other countries cannot participate in the RSE scheme regardless of their skills or availability.
How the RSE Scheme Works
The RSE scheme operates on a seasonal cycle aligned with NZ harvest periods — primarily:
- Autumn harvest (March–May): Grapes (viticulture), apples, kiwifruit
- Winter/spring: Pruning, thinning, orchard preparation
- Summer peak (November–March): Stone fruit, berries, kiwifruit
The Key Participants
MBIE (Ministry of Business, Innovation and Employment): Sets the annual cap, approves RSE employers, and monitors compliance. MBIE actively negotiates quotas with Pacific governments.
RSE Employers: NZ horticulture and viticulture businesses that have been approved and manage the recruitment, arrival, welfare, and departure of workers.
Workers: Pacific nationals who apply through their home country's RSE liaison office and are selected by RSE employers.
Pacific governments: Each participating country has a labour sending unit that manages worker recruitment, vetting, and departure documentation.
Becoming an RSE Employer
To recruit under RSE, an employer must be formally approved by MBIE. This is a separate process from standard AEWV accreditation.
RSE Employer Approval Requirements
MBIE assesses:
- Genuine horticulture/viticulture operation — verified crop production and seasonal labour need
- Accommodation — employer must provide or arrange suitable, inspectable accommodation for workers
- Settlement support — transport, orientation, pastoral care, and bank account setup for workers
- Return home commitment — ability to ensure workers return at the end of their visa
- Financial stability — business must be viable and able to meet wage and welfare obligations
- No previous exploitation — no history of labour law violations
Processing time: MBIE approval typically takes 6–10 weeks. It cannot be fast-tracked.
RSE vs Standard AEWV Accreditation
RSE employer status and AEWV accreditation are separate. Some employers hold both (for seasonal and year-round migrant workers). RSE employer status specifically authorises RSE worker recruitment — it doesn't allow AEWV hiring, and vice versa.
The RSE Visa: Seasonal Work Visa
Workers recruited under RSE receive a Seasonal Work Visa (distinct from the AEWV). Key conditions:
| Condition | Detail |
|---|---|
| Duration | Up to 7 months (9 months for Kiribati/Tuvalu) |
| Employer tie | Worker must work for the named RSE employer only |
| Sector restriction | Horticulture and viticulture only |
| Geographic restriction | Can only work in the region specified |
| Family members | Cannot bring family to NZ on this visa |
| Return requirement | Must depart before visa expires |
| Re-entry | Eligible for subsequent seasons (returners prioritised) |
Returner Priority
RSE employers strongly favour returning workers — they arrive already trained, oriented, and familiar with NZ systems. Most RSE employers maintain a core group of returning workers who come back season after season. Historically experienced workers can significantly outperform new recruits on piece-rate harvesting.
Wages and Working Conditions
Minimum Wage
All RSE workers must be paid at least the NZ minimum wage — NZ$23.95/hour from April 1, 2026. Many employers pay above this, particularly for experienced returners or piece-rate work where workers can earn more.
Piece Rate vs Hourly
RSE work is common with piece-rate pay (paid per bin, per tray, per tree). Piece-rate pay is legal but must guarantee the worker earns at least minimum wage for all hours worked. MBIE actively audits piece-rate arrangements.
Employer Deductions (Permitted and Prohibited)
Permitted deductions (with written agreement):
- Accommodation costs — standard rate capped by regulation
- Transport from overseas (up to a regulated cap)
- Employer-purchased equipment
Prohibited deductions:
- Recruitment fees charged to the worker
- Costs that would take worker earnings below minimum wage
- Any deduction without written consent
Any employer found making unlawful deductions risks RSE approval removal.
Welfare Obligations
RSE employers have formal pastoral care obligations:
- Welcome and orientation on arrival
- Day-off transport to town for shopping/banking
- Access to healthcare
- Communication facilities (phone/internet access)
- Safe and clean accommodation with adequate cooking facilities
- Return travel arrangements and assistance
The Annual Cap and How It Works
MBIE sets an annual worker cap each season based on industry demand forecasts and Pacific partner government capacity. The cap for 2025–26 is approximately 20,500 workers.
Employers are allocated quotas within the cap based on:
- Previous season performance and compliance
- Documented crop/harvest size
- Accommodation capacity
- History with the scheme
Oversubscribed: The cap is routinely fully subscribed. Employers wanting to participate or expand their quota must apply well in advance — late applications are unlikely to receive allocation.
RSE and the Broader Economy
The RSE scheme is frequently cited as one of New Zealand's most effective development aid mechanisms — workers earn significantly more than they would in their home countries, much of which is remitted back, contributing substantially to Pacific island GDP.
Estimated remittances from RSE workers exceed NZ$200 million per year collectively across the Pacific.
From NZ's perspective, the scheme enables NZ$2+ billion in annual horticulture and viticulture export production that would otherwise be constrained by domestic labour shortages. Employers in Hawke's Bay, Marlborough, Nelson, and Central Otago are particularly dependent on RSE labour.
RSE vs Other Agricultural Visa Options
| Option | Who can use it | Duration | Employer requirement |
|---|---|---|---|
| RSE Seasonal Work Visa | Pacific nationals only | 7–9 months | RSE-approved employer |
| AEWV (agricultural) | Any nationality | Up to 3 years | AEWV-accredited employer |
| Working Holiday Visa | 60+ eligible countries | 1–3 years | Any employer |
| Care/support sector agreement | Any nationality | Up to 3 years | Accredited + funded employer |
Working holiday visa holders are a significant supplement to RSE — particularly backpackers doing regional harvest work — but with less employer control and commitment than the RSE structure provides.
Frequently Asked Questions
Can a Pacific worker on RSE apply for NZ residence?
The RSE Seasonal Work Visa is specifically designed as a circular migration pathway — workers return home each season. It does not provide a direct pathway to NZ residence. Returners who have built strong ties and employment histories sometimes separately qualify for residence through other pathways (e.g., AEWV → SMC after many years), but this is not built into the RSE structure.
Can an RSE worker change employers mid-season?
No — the visa ties the worker to the named employer. Changing employers requires INZ approval and a new visa application, which is rarely completed within a single season.
How do I find RSE workers as an employer?
Through the home country's labour sending unit. Each participating nation has a formal RSE recruitment process — you work through MBIE and the sending country, not through standard recruitment agencies. MBIE can advise approved employers on the process.
What happens if a worker overstays?
Overstaying is rare under RSE (the ~97% return rate is a programme success metric). Overstaying workers face deportation and a bar from future NZ visas. RSE employers who fail to ensure worker returns risk losing their RSE approval.
What crops qualify for RSE labour?
Horticulture (fruit, vegetables, herbs) and viticulture (grapes) — broadly defined. Dairy, sheep/beef, and other agricultural sectors do not qualify for RSE workers. Those sectors must use AEWV or working holiday workers.
Is there an age limit for RSE workers?
No upper age limit, but workers must be medically fit for manual seasonal work, which is physically demanding. Workers must hold a valid passport and meet NZ good character requirements.
RSE employer approval and quota allocation are competitive and require significant forward planning. Find a licensed immigration adviser experienced in agricultural sector immigration to help structure your workforce strategy.