Seasonal work that puts workers first

Seasonal harvest in Australia depends on people who may cross borders for short-term work in fields, sheds and packing houses. Workers from abroad fill important gaps when harvesting windows overlap or specialist crews are needed. Ethical sourcing therefore reaches beyond a buyer’s checklist: it includes how workers were recruited, what they were promised and whether their employment is safe and dignified.

Our approach to ethical recruitment of seasonal workers from abroad covers the entire employment journey. It treats fair recruitment as inseparable from workplace safety, transparent pay, community wellbeing and the long-term resilience of the food supply chain.

A fair process before anyone travels

Australia’s Pacific Labour Scheme and, where roles are eligible, the Temporary Seasonal Worker visa pathway provide structured channels for overseas recruitment. Ethical practice begins with a genuine need for workers, suitable job matching and clear employer responsibilities, rather than hurried placements driven by harvest targets.

Workers can face serious risks when recruitment is rushed or controlled by intermediaries. Fresh Del Monte requires recruitment to be free of worker-paid fees, with transparent terms and no retention of passports or other identity documents. Workers must be free to decline a placement or leave employment without retaliation.

Before departure, the employer should cover agreed travel, placement and recruitment costs. Workers need accurate information about the position, accommodation, deductions, workplace rights and emergency contacts. Removing recruitment debt is a practical protection that gives workers a genuine ability to make choices.

Terms workers can understand and check

Each worker should receive a written agreement in a language they understand. It should identify the employer and worker, describe the role, set hours and pay rates, explain lawful deductions, outline accommodation and transport, and explain how concerns can be raised. Workers should keep a copy, consult support services and have the opportunity to clarify terms before starting work.

Growers and labour providers in our supply chain are assessed for transparent recruitment practices and properly documented agreements. We also review intermediaries rather than treating an agency’s audit as proof on its own. Where a supplier cannot demonstrate fair recruitment or worker safeguards, corrective action or suspension may be required.

Responsible sourcing recognises that food value begins with human effort, not simply yield or shelf life. The wider food perspective offers a useful reminder that sustainable outcomes depend on healthy, respected workers and resilient communities.

Safeguards from arrival to departure

Ethical recruitment matters only when responsibility continues after the worker reaches Australia.

Four controls should be in place before departure:

• Identity, qualifications and visa eligibility are verified without retaining identity documents.
• Recruitment, travel, medical and placement costs are paid by the employer rather than deducted from the worker.
• Pre-departure information is available in the worker’s language, including job conditions and rights.
• Transport from the airport or arrival point and suitable accommodation are arranged.

The handover should not become a gap in responsibility. During employment, four further safeguards apply:

• Workers receive the promised terms, fair pay and accessible records of hours or piece-rate earnings.
• Induction, training and appropriate protective equipment are provided, with specific controls for heat, fatigue and hazardous tasks.
• Workers can raise concerns confidentially, in their language and without immigration-related retaliation.
• Accommodation and transport are checked for safety, sanitation, drinking water and reliable access to healthcare.

Worker feedback should be gathered independently of supervisors because a low number of complaints can indicate trust or fear of losing work. Workers also need clear information about contacting the Fair Work Ombudsman, relevant unions, consular services and other independent support.

Australian conditions that shape safe work

Agricultural work varies sharply across Australia. In Queensland, pineapple operations around Bundaberg and produce farms in the Atherton Tablelands can involve intense heat, humidity, heavy rain and repetitive lifting. Safe induction must reflect those conditions rather than rely on generic safety instructions. Hydration, shaded breaks, snake awareness and machinery separation become practical issues, not abstract policies.

In New South Wales, seasonal crews in the Riverina and other inland growing regions may work long distances from major population centres. In the wool industry, workers still speak of the shearing “shed”, while “rouseabout” remains a familiar local term for a casual shed hand. A respectful workplace needs clear piece-rate records, adequate shed facilities and experienced people who can explain local practices to new arrivals.

Western Australia adds distance and isolation. Carnarvon horticulture and the Gingin area can have limited housing, transport options and immediate medical support. Employers must organise safe travel and suitable accommodation rather than leave newly arrived workers to navigate regional transport shortages alone. Fatigue management is especially important when long commutes follow physically demanding shifts.

Family outcomes beyond the farm gate

A fair wage supports workers and their households immediately, while education can create opportunities beyond the harvest cycle. Seasonal employment can interrupt schooling, increase costs and place pressure on families that already have limited financial resilience. Community investment is therefore most meaningful when it responds to these pressures without treating education as a substitute for fair employment.

Fresh Del Monte’s farmworker family scholarship helps children of farmworkers attend university. This support can ease financial barriers and improve long-term access to professional work. It complements responsible recruitment by strengthening families and communities over time.

Evidence, worker voice and accountability

Sustainability claims require evidence. We review indicators such as recruitment fees, worker debt, understanding of employment terms, workplace injuries, pay accuracy, accommodation quality and the time taken to resolve concerns. Worker interviews and independent audits help identify problems that paperwork alone may miss. Results should be examined by region and workplace, with privacy protected.

Australian consumers increasingly encounter “Australian-grown” claims at supermarkets such as Coles and Woolworths, while retailers and food businesses scrutinise the sourcing behind the products they sell. Ethical labour therefore belongs alongside traceability, water use, biodiversity and packaging. It is a material part of product quality, not a separate promotional message.

The practical takeaway is straightforward: before a seasonal worker travels, the grower should be able to show who recruited them, what they owe, where they will live, who provides safe transport and how they can raise a concern without losing their job. Clear answers, verified in practice, are the foundation of a fair harvest.