Farm work: shifts, pay and support
Already in the UK or getting ready for your first shift? Start with working conditions, recording your hours and knowing who can help.
A look at the working day
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More about this farm These photos show specific farms. They do not confirm current conditions or show what every farm is like.
Before your first shift, ask
- When and where your shift starts, and who your supervisor is.
- How hours and picked quantities are recorded, and where to get your payslip.
- Who to tell about an injury, missing equipment or a pay problem.
Checked . First published: 6 April 2026.
How to record shifts and the amount you pick
Keep your own daily record, even if the farm uses a scanner or an app. It will help explain any difference in pay. Keep your contract, Certificate of Sponsorship (CoS — the sponsor's document about your job), timekeeping rules and the contact details of the person responsible for workers at your scheme operator, the licensed recruiter.
- At the start of your shift write down the date, site, task, supervisor's name and start time. Check when time recording begins: at the briefing, when equipment is handed out or in the field. Save the rota and messages about changes.
- During the day record work, breaks, waiting time and travel between sites at your supervisor's instruction separately. Do not automatically treat travel from your accommodation and travel between workplaces as the same: the circumstances matter when checking pay.
- For piece-rate pay record the number of trays, boxes or kilograms, the rate per unit, any rejected amount and the explanation. Check the worker number on the scanner. At the end of the day, ask for any error to be corrected and the total confirmed in writing.
- After your shift save the timesheet or a copy you can access. If your supervisor does not correct a difference, send the dates and records to payroll — the department that calculates pay — and your scheme operator. For your next step, use the guide to evidence and protecting your rights.
Example of a personal record: “6 October, site B, raspberry picking; start 07:00, finish 15:30; 30-minute break; 15 minutes between sites at the supervisor's instruction; scanner — 84 trays, my record — 88; asked for a check at 16:10”.
These are facts to help check your pay, not a legal conclusion about paid hours. Keep copies outside the work app. Take photos only where it is safe and permitted, without including other people's documents or personal data.
Too few hours or less pay than expected
For Seasonal Worker jobs in horticulture (growing fruit, vegetables and other plants), sponsor rule SE6.10 requires at least £12.71 for every hour worked and a minimum of 32 paid hours a week. For fortnightly or monthly pay, SE6.11 allows reasonable averaging of hours. Excessively long shifts at the end of the period must not be required to reach this average. Piece-rate work does not remove the pay requirements.
This is not a promise of separate payment for every shift cancelled because of the weather. To check compliance, you need the pay period, contract, actual hours, sickness absence and other circumstances. Different requirements apply to certain poultry jobs. Home Office: SE6.10–SE6.14.
- Choose one pay period. Compare your records with your payslip — the statement of your pay. Separate pay before deductions (gross) from the amount paid into your account (net). For example, 40 × £12.71 = £508.40 before tax and expenses; this is an example, not a guaranteed week.
- Check each difference. Compare hours, piece-rate output, holiday pay and separate deductions for accommodation, transport and utilities. Ask for the basis and calculation of each amount. Accommodation rules and the accommodation offset are explained in the section on accommodation costs.
- Write to payroll and your scheme operator. Attach copies, state the period, the amount in dispute and the correction you want. If there is too little work, list the cancelled shifts and ask how the paid-hours requirement is being met and whether you need a transfer.
- If the issue is not resolved, seek independent help. In England, Wales and Scotland, contact Acas, 0300 123 1100; in Northern Ireland, contact the Labour Relations Agency. For pay and work rights, there is an official complaint form. Check the time limits straight away: waiting for your employer's reply does not mean the deadline for a dispute stops running.
Example message: “Hello. For the period [dates], my payslip shows [X] hours, but my records show [Y]. I have attached the timesheet and my shift records. Please check the difference, explain the deduction [name, amount] and tell me when it will be corrected. If the calculation is correct, please send me its basis. My worker number is [number]”.
Send passport and bank details only through a verified channel, if they are genuinely needed. Do not post your full payslip in a group chat. The tax guide will help you check your tax code and deductions separately.
How to ask for a transfer to another farm
Contact your scheme operator — the sponsor named on your CoS. Under SE3.7–SE3.8, they must have a clear transfer procedure. Requests to change employer should normally be allowed unless there are significant reasons to refuse, such as a visa nearing its end when the new job needs lengthy training. This does not guarantee an immediate place at your chosen farm.
- Prepare the facts. Give the farm name, worker number, dates, reason for your request and time left on your visa. If the reason is too few hours, attach payslips. If it concerns safety or accommodation, describe the problem and your previous requests for help.
- Ask your scheme operator for the procedure. Ask for the criteria, the responsible person's contact details, a reply date and available options. Report a safety problem separately as urgent: the normal transfer queue is no substitute for keeping someone safe.
- Get the terms in writing before travelling. Confirm where and when to go, who will meet you, the job, transport and accommodation costs, and when charges for your old accommodation will stop. Do not buy a ticket based on a promise in an unofficial chat.
- If refused, ask for the reason and a review. Keep the reply, use your scheme operator's complaints procedure and independent help contacts. Home Office scheme operator rules, SE3.6–SE3.8 can help you make a specific request.
On Seasonal Worker, you may only do the work covered by your CoS. A second job, delivery work, an ordinary warehouse agency or starting at another farm on your own are not alternatives when shifts are scarce. Visa restrictions on GOV.UK. The farm directory helps you learn about a place, but does not arrange a transfer.
Injury, illness or unsafe work
If there is an immediate threat to life, call 999. Give the farm address, postcode and entrance location. For a non-urgent illness, contact a doctor or local health service. Charges for treatment depend on the service, your status and the part of the UK: do not assume all NHS treatment is free for every seasonal worker.
- Get help first. If a task is dangerous, move to a safe place and tell your supervisor. Ask for first aid, clear instructions, suitable equipment or a safe task. Do not continue an activity that poses an immediate risk to your health.
- Record the incident. Note the date, place, task, equipment, witnesses and who you told. Ask for the injury to be recorded and for a copy of the record; keep medical documents. Tell your scheme operator if your supervisor does not respond.
- Report sickness absence on time. Check the deadline and method for notifying your employer. If no deadline is set, you should normally report it within seven days. Record every day of illness. For more than seven consecutive days off, including weekends, you normally need a fit note — medical confirmation.
- Check your pay and ongoing safety. Ask payroll for the sick pay calculation. If there is an SSP dispute after you have contacted your employer, use the HMRC contact in the official guidance. If there are threats, coercion or documents being withheld, contact the Fair Work Agency or Unseen: 08000 121 700; give a safe way to contact you.
Statutory Sick Pay (SSP) for those who qualify is the lower of £123.25 a week and 80% of average weekly earnings, for up to 28 weeks. Payment starts from the first qualifying full working day of sickness. Employee status, having started work and following notification rules matter; this is not an automatic payment for everyone. Eligibility, exceptions and evidence of absence.
If you are also being asked to leave your accommodation, tell your scheme operator you have nowhere safe to sleep and check the steps for moving out. Do not delay medical help to collect evidence.
Documents, rights and other types of work: reference guide
Documents, pay calculations and basic work rights are useful for seasonal workers too. The ordinary job search advice and sector comparisons below are only for people whose immigration permission allows that work. Student, Skilled Worker and Seasonal Worker have different restrictions.
Open the reference guide contents
Which documents you need for work
First, prove your right to do the specific job — your Right to Work. If you have an eVisa, use the official share code for your employer. A National Insurance number or bank account alone does not give you this right. The employer must check restrictions, not just the document's expiry date.
| What to prepare | What to check |
|---|---|
| Passport, eVisa and CoS for a seasonal worker | Matching name, permitted work, dates and sponsor. Keep your own copies. |
| NI Number | A number for recording tax and contributions. You can start before receiving it if your right to work has been confirmed. |
| Bank account | Account details in your name and the payment method. Opening time depends on the bank's checks. |
| Contract and written terms | Employer, rate, pay period, hours, deductions, holiday and payroll contact. |
| CV and certificates | Only what the role requires. Do not pay for a course before checking that the employer recognises it. |
GOV.UK confirms you can start without an NI Number. Not having one does not itself mean 40% tax. If your name or number is wrong on your payslip, tell payroll and check your HMRC details.
Where to find work if your permission allows it
For Seasonal Worker, use the transfer process above. For other permissions, first write down the permitted hours, employment type and visa restrictions. Then compare specific vacancies, rather than a promise that you can “start tomorrow”.
- Find a job on GOV.UK, Indeed, Reed and Totaljobs — search by location, job title and working pattern. Check the employer on its own website.
- Caterer lists hotel and restaurant jobs; LinkedIn lists professional and office roles. The hotel work guide explains the types of tasks; it does not remove visa restrictions.
- Agencies such as Pertemps, Adecco and Blue Arrow may offer temporary shifts. Registering does not guarantee work: ask about hours, rate, location, pay period and who your contract will be with.
- Taking a CV directly to a shop or restaurant is an option where they accept applications that way. Use Facebook and Telegram to find contacts, then verify the company and terms outside the chat.
If you are studying, separately check the official Student visa conditions and the student work guide: general advice about 20 hours does not apply to everyone.
Keep the advert, application date and reply. If you are asked to pay for a “guaranteed place”, receive someone else's payments into your account or give your banking app password, stop and check the offer. Do not send your passport to an unknown person just to receive a list of vacancies.
Sectors: tasks, English and requirements
These are examples of tasks to compare, not a list of second jobs open to seasonal workers. The English you need depends on instructions, safety and customer contact; question any promise that “no English is needed at all”.
| Sector | Example tasks and what to ask |
|---|---|
| Warehouses, including Amazon | Picking orders, using scanners and moving loads. Ask about night shifts, safety training and the actual workload. |
| Kitchen work and cleaning | Washing, preparation and using cleaning chemicals. Clear instructions are needed; Food Hygiene requirements depend on the duties. |
| Delivery work | Check employment status, insurance, transport costs and permission for self-employment. Earnings per delivery are not the same as an hourly wage. |
| Construction | Labouring or skilled work. Sites often ask for CSCS, but it is not a universal legal requirement for every role. Check which card you need before paying. |
| Hotels and restaurants | Housekeeping, kitchen work and serving guests. Language requirements are usually higher for guest contact; keep tips separate from the basic rate. |
| Security | Check whether the specific activity needs an SIA licence, and which one. One licence does not cover every type of security work. |
| Care work | Communication, help with daily living, training and background checks, such as DBS in England and Wales. Check the qualifications, location and permission for this work. |
Check requirements in the certificate guide and with the employer. Market rates depend on the role and location: compare dated adverts with the same duties and terms, rather than an unverified general range.
How much jobs pay: minimum rates and checking an offer
From April 2026, the general minimum rate for workers aged 21+ is £12.71 an hour, and £10.85 for ages 18–20. There are separate categories, including apprentices. Seasonal Worker horticulture requires £12.71 regardless of the lower general age-based rate. Official rates.
To compare two offers, write down the basic rate, paid hours, unpaid breaks, extra payments, travel and accommodation. At 40 paid hours at £12.71, gross pay is £508.40. The amount paid into your account depends on tax and lawful deductions. Do not multiply a good week by 52 to estimate a short season.
Tips and a possible bonus do not replace the guaranteed rate. For self-employed delivery work, compare earnings after work expenses and waiting time. Entitlement to minimum pay depends on the actual employment status, not just the contract's title. If unsure, show the contract to an adviser.
How to write a CV for the UK
- Prepare one or two pages in English: name, phone number, email and town or city. A photo, date of birth and marital status are not usually needed; do not include passport or bank details in your CV.
- Start with two or three sentences about relevant experience. Then list jobs from most recent to oldest, skills and education. Instead of a general word like “hard-working”, give a task: picking, packing, using a scanner or keeping to a schedule.
- For each vacancy, highlight the relevant skills and current certificates. Use simple phrases; managed, delivered, organised and assisted are useful only where they accurately describe your experience. Do not invent experience or your language level.
- Check your contact details, save as a PDF and use a clear file name. A Google Docs or Canva template can help, but a simple, readable structure matters more than design. Check how to apply on the employer's website before sending it.
If you have little experience, give specific examples of reliability, teamwork and learning. For a seasonal worker's transfer, the scheme operator mainly needs your details and the circumstances of the transfer; an attractive CV does not itself give permission for a new job.
Work rights: holiday, rest and pension
Your rights depend on whether you are an employee, worker or self-employed, and on the part of the UK. The word “seasonal” does not itself remove pay and safety requirements. Keep written terms and payslips. If you face discrimination or harassment, record the specific words, actions, dates and witnesses, and seek advice.
- Holiday: usually 5.6 weeks of paid holiday for a full working year; for a five-day week, this is 28 days. For a short season, it is proportional to the length of employment and working pattern. Bank holidays may be included. Special rules apply to irregular hours; ask for a calculation of holiday earned and taken. GOV.UK on holiday entitlement.
- Working week: usually no more than 48 hours on average over a reference period, rather than an absolute limit every week. A voluntary written opt-out and certain exceptions are possible; an opt-out does not remove all rest rules. Working hours.
- Rest breaks for adult workers: usually at least 20 uninterrupted minutes when working more than six hours a day, 11 hours of daily rest and the required weekly rest. Whether a break is paid depends on the terms; there are exceptions and compensatory rest. Check rest rules.
- Pension: automatic enrolment usually depends on being aged from 22 to State Pension age, earning at least £10,000 a year and normally working in the UK. Enrolment can be postponed for up to three months with notice. Not every seasonal worker is enrolled immediately. Joining conditions.
For a standard defined contribution scheme, the usual minimum total contribution is 8%: 3% from the employer and 5% from the worker, including tax relief. It is often calculated on qualifying earnings — a defined band of earnings, rather than your whole pay. Ask for the scheme name and calculation basis if your payslip is unclear. How pension contributions are made up.
Lawful deductions are not limited to tax and NI: there may be other grounds in law, your contract or written consent. But appearing on a payslip does not make a deduction lawful. For accommodation and other costs, check the terms, amount and effect on minimum pay.
Tax and payslips — how to read them
PAYE is the system through which your employer deducts tax from your pay. Compare the same period: the bank payment date may differ from the dates worked on your payslip.
| Entry | What it means and what to check it against |
|---|---|
| Gross pay | Pay before deductions: hours, rate, piece-rate pay, holiday pay and extra payments. |
| Income Tax and tax code | Tax and the code used to calculate it. Rates, allowances and the total depend on your income, region and HMRC details. |
| National Insurance (NI) | Insurance contributions. Check the category and calculation based on earnings for the period; do not apply one percentage to the whole amount. |
| Pension | Your pension contribution; check the employer's contribution separately. The calculation basis may differ from gross pay. |
| Accommodation and other deductions | Accommodation and other deductions: period, basis, separate amounts and whether they match the agreement. |
| Net pay | The amount after deductions; compare it with the bank payment. |
1257L is a common code. BR usually means the basic rate without a tax-free allowance, while W1/M1/X indicate an emergency calculation. BR, 0T or not having an NI Number do not automatically mean 40% tax. HMRC explanation. Correcting the code and any refund depend on your individual calculation.
When your job ends, keep the final payslip and P45. The full tax guide covers tax codes, documents, refunds and CIS for construction work. The CIS material does not give a seasonal worker permission to work in construction.
Frequently asked questions
Can I work without an NI Number?
Yes, if you have proved your right to do this work in the UK. An NI Number records tax and contributions but does not replace permission. Apply for a number and give it to payroll when you receive it; not having one does not itself mean 40% tax.
How to get an NI NumberWhere can I find work most quickly?
Seasonal workers need to contact their scheme operator for work or a transfer. With other permission, you can compare company and agency vacancies, but registering does not guarantee a shift the next day. Before agreeing, check the location, hours, pay and contract.
Where to search and what to checkDo I need English for work?
You need to understand instructions for your work and safety. Requirements vary even within one sector. Ask for a demonstration, explanations of unfamiliar words and a help contact. Do not assume that warehouse, kitchen or farm work requires no understanding of instructions.
Compare requirementsHow much can I earn in construction?
Check current offers for the specific role, region, hours and employment status. There is no universal construction rate; a CSCS card alone does not guarantee income. Seasonal Worker does not allow a move into construction.
Certificates and requirementsWhat should I do if my wages are not paid?
Collect shift records, payslips, your contract and bank payments. Write to payroll and your scheme operator with the period and amount in dispute. Then contact Acas (0300 123 1100), or LRA in Northern Ireland. Check the deadlines and next steps for a complaint, rather than waiting indefinitely for your employer's reply.
Steps to check your payHow many hours can a student work?
Check the conditions of your own Student visa, course type and official term dates. Not all students are allowed the same hours, or any work at all; limits apply across all employers combined. Do not treat every period without classes as a holiday.
Student guideCan I have two jobs?
A second job is prohibited on Seasonal Worker. For Student, the specific visa conditions and combined hours limit apply. For Skilled Worker, additional work is allowed only when the current GOV.UK conditions are met: the type of work, hours and sometimes a change of permission need separate checks.
Skilled Worker: official conditions for additional workWhat is a payslip?
It is a statement showing earnings, deductions and the amount payable for a period. Keep every payslip and compare it with your hours and bank payment. If an entry is unclear, ask payroll to explain the amount and its basis.
How to read a payslipWhat is the UK minimum wage in 2026?
From April 2026, the general hourly rate is £12.71 for ages 21+ and £10.85 for ages 18–20. Seasonal Worker horticulture requires at least £12.71 for every hour worked, including for ages 18–20. This is pay before deductions, not a guaranteed amount into your account.
GOV.UK minimum ratesWhat if bad weather means too few shifts?
Record cancellations and compare paid hours over the pay period. The scheme requires 32 paid hours a week for horticulture, with reasonable averaging allowed over a longer pay period. Ask your scheme operator to check compliance; this is not a promise of separate payment for every cancelled shift.
Check hours and payDo I need to record hours for piece-rate work?
Yes. Record both time and output, the rate per unit, rejected amounts and the scanner total. Piece-rate pay does not remove the applicable minimum pay requirements. If the totals differ, ask for a correction the same day and keep the messages.
Shift record exampleCan I choose another farm and move straight away?
Request a transfer through your scheme operator and get confirmation of the work, date, transport and accommodation. Requests should normally be allowed unless there are significant reasons to refuse, but an immediate place at your chosen farm is not guaranteed. Starting a new job on your own does not replace the procedure.
How to request a transferCan a seasonal worker get sick pay?
If SSP conditions are met, it is the lower of £123.25 and 80% of average weekly earnings, for up to 28 weeks, from the first qualifying full day of absence. Tell your employer you are ill and keep the dates and required evidence. Check eligibility and the calculation, not just the visa name.
SSP eligibilityIs there paid holiday for a short season?
For workers who qualify, holiday is proportional to the length of employment and working pattern, based on the usual 5.6 weeks for a full year. Special rules apply to irregular hours. Ask for a calculation of holiday earned, holiday taken and the final payment.
Holiday rulesWhy is pension deducted from my pay?
You may have been enrolled in a workplace pension scheme. Check the notice, scheme name and calculation basis. For a standard scheme, minimum contributions total 8%: 3% from the employer and 5% from the worker including tax relief. This does not necessarily apply to your whole pay.
Check pension contributionsWho can help if I am threatened or my passport is withheld?
In immediate danger, call 999. For independent help with coercion, contact Unseen — 08000 121 700 — or the official Fair Work Agency channel. Do not put yourself in danger for documents; tell the adviser whether it is safe to call you and leave messages.
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