Seasonal migrant workers in Scottish agriculture: research report

Highlights

What were we trying to find out?

This research on agricultural seasonal migrant workers in Scotland provides an update on two previous research projects: the 2018 'Farm Workers in Scottish Agriculture' report and the 2021 'Assessment of the risks of human trafficking for forced labour on the UK Seasonal Workers Pilot', which highlighted vulnerabilities of seasonal migrant workers. This current research aimed to explore the number and demographic qualities of agricultural seasonal migrant workers in Scotland, and secondly to understand both the experiences of employers and seasonal migrant workers and thirdly, to provide information on the long-term prospects and viability of this sector.

What did we do?

The researchers firstly looked at the existing literature to understand gaps in knowledge about seasonal migrant work in Scotland and to design ways to collect further information. Secondly, they surveyed and interviewed stakeholders, including employers of agricultural seasonal migrant workers, as well as seasonal migrant workers themselves. Thirdly, macroanalysis techniques were used to model the number of agricultural seasonal migrant workers.

What did we learn?

Seasonal migrant workers are crucial to farms with seasonal crops which cannot be mechanically harvested as there is an insufficient domestic workforce. Labour restrictions and issues with the Seasonal Workers Pilot visas pose risks to this sub-set of the agricultural sector. Returnees are highly valued and recruitment methods are influenced by the relevant migration schemes in place.

There was a large spread of ages from workers who responded to the survey, and around four in ten were women. Large proportions of workers were from Romania, Bulgaria and Ukraine. The most common ways to fund travel to Scotland or the UK are through savings (60%) and credit cards (45%). Most come to Scotland because working there has been personally recommended to them. The potential to earn is a key motivation. Workers tend to stay in caravans on site and work on tasks such as harvesting or picking crops. With clear advanced information on their living and working conditions, they can be satisfied with their experiences. Many have low levels of English language. The most beneficial aspect of working in Scottish agriculture was the ability to earn a good income. The vast majority (96%) of seasonal migrant workers were satisfied, including 38% very satisfied, with the working conditions on the farm. Seasonal agricultural migrant workers generally reported positive experiences of working hours, although just under half would prefer more hours. Pay ranged from £8.91 to £13.75 per hour. The worker survey found accommodation was usually provided by employers, and accommodation provision costs tended to be deducted from pay. On average, seasonal migrant workers paid £62 per week for their accommodation. Responsibility for arranging accommodation largely rests on employers. Most workers (87%) were satisfied with accommodation while 13% were dissatisfied with their accommodation. Workers' challenges mainly included missing family or friends, language barriers and unpredictability of Scottish weather. Other less prevalent challenges were costs of accommodation, high workload/fatigue, isolation, and distance to urban centres and the (typically six month) time limitations posed by visa restrictions.

We learnt that, without regular and robust data collection, it is difficult to definitively measure the number of seasonal migrant workers in Scottish agriculture.

What does the report recommend?

This report recommends continued joint efforts between private, public and third sector stakeholders to further improve the experience of workers in line with Fair Work dimensions.

UK Government should consider the Scottish agricultural sector in future policy making, closely involve Scottish agricultural representatives in shaping future schemes and ensure any measures put in place are informed by evidence and are experience-based, with sufficient notice given of changes to visa schemes.

Scottish Government should consider how the "tolerable standard" regulations could be applied to temporary accommodation and who would be best placed to do the inspections. It should gain key data year on year directly from farms on numbers of seasonal migrant workers and should promote existing support and clarify that making support available to agricultural seasonal migrant workers is the responsibility of any organisation interacting with these workers.

Recruitment agencies should be as clear as possible on wages and what is included. They should offer more targeted and quality recruitment in fewer countries, and should ensure that Fair Work is at the forefront of practices.

Employers should adhere to the Fair Work First Guidance by Scottish Government, treat their workers with dignity and be as clear as possible on wages and living costs. They should also continue to upgrade on-site accommodation, inviting workers suggestions and enable regular communication with absent friends and family. Employers should acknowledge and promote their responsibility to provide workers with support. Employers should also continue to monitor technical advances as an alternative to hand picking.

Third sector organisations should offer support around the pressures on workers due to insecurity of income. Possible collaboration with debt advice organisations may be beneficial to inform this support. They should offer workers the chance to give anonymised feedback of how experiences relate to the Fair Work Framework.

What happens now?

This report will be disseminated and discussed by Scottish Government and other interested organisations. UK Government, Scottish Government, employers and third sector organisations should consider the recommendations in this report.