The first priority of Government is protecting national security and the safety of UK citizens.

The Home Office uses various tools to detect and disrupt travel by those posing a national security risk and all applications for visas or UK immigration status are subject to comprehensive checks.

It would not be appropriate to comment in detail on operational security matters or specific cases. However, where an individual is assessed as presenting a risk to our country, we take swift and robust action.

Protecting workers from exploitation is paramount in the design and operation of the Seasonal Worker route. The Home Office undertakes extensive assurance action across the route, including significant numbers of boots on the ground visits, including interviews with randomly selected workers. Since March 2023, we have visited 387 farms and conducted 2560 interviews of both farm managers and workers.

Defra’s Annual Seasonal Worker survey showed that the vast majority of respondents (94.2%) reported a positive experience from their time in the UK and 96.9% expressed a desire to return.

Scheme Operators are required to have a clear employer transfer pathway in place as a condition of holding their sponsor licence, including transparent criteria for making a transfer request and a process for considering such requests. This is set out in published Home Office guidance, available at: Workers and Temporary Workers: guidance for sponsors: sponsor a seasonal worker - GOV.UK (www.gov.uk)

We currently have five scheme operators for horticulture and poultry workers who are responsible for 43,000 employees. We carefully manage the allocation each operator receives to ensure that it is commensurate with their scale, capabilities and experience as a scheme operator. Allowing workers to move freely between operators is incompatible with this important safeguard as it could place individuals at greater risk of exploitation.

If a significant issue was identified with an individual employer, a Scheme Operator will promptly relocate any workers placed with that employer to a more appropriate farm. This can be done immediately with no need to for further visa applications or any interruption to the workers immigration status. The gives workers a safety net which explicitly ensures that they are not tied to their employer.

Together with the Seasonal Worker Scheme Taskforce, Defra jointly funded an independent investigation into the feasibility of applying the ‘employer pays principle’ to the horticulture sector, to understand how financial risks faced by workers can be mitigated.

The Government has considered the findings of the report but has no plans to mandate implementation of the employer pays principle in the horticulture sector. Welfare protections are already in place through the licensing and inspection processes provided by the Home Office and its agencies: the Gangmasters and Labour Abuse Authority and UK Visas and Immigration.

On 12 May, we published our Immigration White Paper, outlining our future approach to legal migration routes. We have now made Immigration Rules changes to bring the first of these reforms into effect.

Dental hygienists and dental therapists play a vital role within our dentistry teams and are highly valued members of the workforce, but the SOC code they are part of is recognised as a medium skilled group. Those already in these medium skilled roles, RQF 3 to 5, made using a certificate of sponsorship issued before 22 July, can extend their visas. New applicants must meet the new degree level skills threshold.

Those coming to the UK as students should be aware that this does not guarantee them future employment or extensions to their immigration permission. The Graduate route is designed to allow UK graduates time to work, or look for work, for a set period after completing their studies. It does not guarantee progression to the Skilled Worker route, for which an individual would need to find higher skilled, higher salaried employment after graduation and meet the requirements in place at the time they make their Skilled Worker application.

On 12 May, we published our Immigration White Paper, outlining our future approach to legal migration routes. We have now made Immigration Rules changes to bring the first of these reforms into effect.

Dental hygienists and dental therapists play a vital role within our dentistry teams and are highly valued members of the workforce, but the SOC code they are part of is recognised as a medium skilled group. Those already in these medium skilled roles, RQF 3 to 5, made using a certificate of sponsorship issued before 22 July, can extend their visas. New applicants must meet the new degree level skills threshold.

Those coming to the UK as students should be aware that this does not guarantee them future employment or extensions to their immigration permission. The Graduate route is designed to allow UK graduates time to work, or look for work, for a set period after completing their studies. It does not guarantee progression to the Skilled Worker route, for which an individual would need to find higher skilled, higher salaried employment after graduation and meet the requirements in place at the time they make their Skilled Worker application.

On 12 May, we published our Immigration White Paper, outlining our future approach to legal migration routes. We have now made Immigration Rules changes to bring the first of these reforms into effect.

Dental hygienists and dental therapists play a vital role within our dentistry teams and are highly valued members of the workforce, but the SOC code they are part of is recognised as a medium skilled group. Those already in these medium skilled roles, RQF 3 to 5, made using a certificate of sponsorship issued before 22 July, can extend their visas. New applicants must meet the new degree level skills threshold.

Those coming to the UK as students should be aware that this does not guarantee them future employment or extensions to their immigration permission. The Graduate route is designed to allow UK graduates time to work, or look for work, for a set period after completing their studies. It does not guarantee progression to the Skilled Worker route, for which an individual would need to find higher skilled, higher salaried employment after graduation and meet the requirements in place at the time they make their Skilled Worker application.

Dentists, dental surgeons and other dental practitioners, including orthodontists, meet the raised skills threshold of Regulation Qualification Framework (RQF) level 6 or above and continue to remain eligible for the Skilled Worker visa.

Those individuals already in the Skilled Worker route in dental professional roles at RQF 3 to 5, who have a certificate of sponsorship issued before 22 July 2025, can continue to work and extend their visas as long as they meet occupation salary thresholds. However, as these roles do not meet the new skills threshold of RQF level 6 or above, new visa applicants after 22 July are not eligible.

The numbers recruited from overseas into the dental professions are relatively low when compared to other healthcare professions such as nurses or doctors. In the second quarter of 2025, 29 dental nurses and 38 medical and dental technicians (including, though not exclusively, dental therapists and hygienists) were granted Health and Care Worker or Skilled Worker visas.

The Home Office has put in place systems to issue expedited visas for all Chevening scholars from Gaza, with biometric checks conducted prior to arrival in the UK.

We are in the process of doing the same for a group of students in Gaza who have been awarded fully funded scholarships covering course fees and living costs at UK universities so they can start their studies in Autumn 2025. The Government is doing everything it can to support their safe exit and onward travel to the UK, while noting that the situation on the ground in Gaza makes this extremely challenging.

There is no such requirement at present.

UKVI Seasonal Agricultural Worker Officers visit farms, interviewing both workers and farm managers to ensure that worker welfare, accommodation standards, as well as pay and conditions meet the requirements of the route.

Regular bi-monthly meetings are held with the licensed sponsors to ensure any complaints raised or issues identified are addressed as soon as possible.

Should systemic issues relating to worker welfare be identified that are not acted upon, UKVI will consider taking punitive action against the associated provider, up to and including the revocation of their licence.

When HMRC undertake compliance activity, evidence is gathered to determine the hourly rates of pay. We do not hold specific data on seasonal workers from our compliance activity.

HMRC continues to crack down on employers who ignore the law, ensuring workers receive the wages to which they are entitled.

The Government is determined that everyone who is entitled to the National Minimum Wage (NMW) receives it. All businesses, irrespective of size or business sector, are responsible for paying the correct minimum wage to their staff.

HMRC continue to crack down on employers who ignore the law, ensuring workers receive the wages to which they are entitled.

HMRC continues to undertake compliance activity within the agriculture sector across the UK. However, we do not hold specific data on how many complaints we receive relating to seasonal agricultural workers.

The Health and Safety Executive (HSE) does not require dutyholders submitting reports under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR) to specify that the report relates to “seasonal agricultural workers”. Therefore, HSE does not hold specific data on the number of RIDDOR reports submitted for “seasonal agricultural workers” in each of the last five years.

HSE does collect RIDDOR reports on injuries and diseases to agricultural workers. The two tables below show the total number of RIDDOR reports received for “agricultural workers” from 1 April to 31 March over the last 5 years.

Table 1 - Reports of injuries*

*Table 1 - Injury outcomes include fatal, specified injuries, and over-7-day injuries.

Table 2 - Reports of occupational diseases, exposures to biological agents, and occupational cancers*

*Table 2 - Reports of specific occupational diseases, includes those caused by an occupational exposure to a biological agent; and cases of occupational cancer.

Notes on the two tables:

1. These figures for ‘Agricultural workers’ are defined using Standard Industrial Classification (SIC) 01 – ‘Crop and animal production, hunting and related service activities’, this information is selected by the notifier during the reporting process.
2. Reports marked ‘non-reportable’ in the database, are those determined by HSE operational teams as either not meeting the reporting scope of RIDDOR, or reported as a duplicate. These figures are as-reported, no adjustments are made for under-reporting.
3. Data in Tables 1 and 2 is based on RIDDOR reports as notified to HSE. HSE also publish as official statistics numbers of RIDDOR reported injuries. These official statistics have undergone further data quality checks and differ in scope and coverage to numbers in Tables 1 and 2. For more details of official statistics on RIDDOR reported injuries, see www.hse.gov.uk/statistics

The Home Office, in collaboration with Defra, is arranging a meeting on seasonal worker welfare issues hosted by the Minister for Farming, Daniel Zeichner, and the Minister for Migration, Seema Malhotra MP, later this month. Invitations have been sent to the Seasonal Worker Interest Group, and other interested parties, for this event, which will provide an opportunity to discuss these matters further.

The Government is determined that everyone who is entitled to the National Minimum Wage (NMW) receives it. All businesses, irrespective of size or business sector, are responsible for paying the correct minimum wage to their staff.

HMRC continue to crack down on employers who ignore the law, ensuring workers receive the wages to which they are entitled.

HMRC continue to undertake compliance activity within the agriculture sector across the UK. However, we do not hold specific data on how many of our interventions in this sector employ seasonal workers.

The Health and Safety Executive (HSE) is Britain’s national regulator for workplace health and safety, this includes workplace health and safety risks created in agriculture.

Over the last 5 years, HSE has taken the following steps to address on-farm health and safety hazards and improve the health and safety performance of the industry for the benefit of all farm workers in Scotland, England and Wales, including seasonal workers, by:

• Working closely with the industry through Britain’s Farm Safety Partnerships (FSPs). Together, HSE and the FSPs use a range of interventions to encourage the industry to take a greater ownership of the health and safety risks that it creates, and work to create sustained improvement from within the industry.
• Between 2018 and 2024, in partnership with the industry, HSE ran a campaign to offer farmers free health and safety training which was then followed up by an inspection to a selection of the farms invited to take the training.
• Although HSE has no pre-planned inspections in agriculture in 2024/25, HSE continues to inspect where they receive intelligence to suggest risk is not being managed and investigate incidents in line with its selection criteria.
• Over the last 5 years HSE has also engaged with the industry through a variety of other methods including industry talks, webinars, presentations, campaigns, media engagement, and producing industry notifications which include safety messaging.
• HSE’s recent agricultural media campaign “Your Farm Your Future” was a successful example of using HSE and industry voices to reinforce safety messages and reach a wide range of farmers and farm workers. Campaign materials can be found at: https://workright.campaign.gov.uk/campaigns/agriculture/.
• In addition, HSE also publishes guidance for farmers on how to prevent workplace ill health and injury to their workforce, including seasonal workers. The guidance is freely available on the HSE website at https://www.hse.gov.uk/agriculture/index.htm.

HSE remains committed to working with the farming industry to help improve health and safety performance for the benefit of all its workers.

The Government is determined that everyone who is entitled to the National Minimum Wage (NMW) receives it. All businesses, irrespective of size or business sector, are responsible for paying the correct minimum wage to their staff.

HMRC continue to crack down on employers who ignore the law, ensuring workers receive the wages to which they are entitled.

HMRC continue to undertake compliance activity within the agriculture sector across the UK. However, we do not hold specific data on how many of our interventions in this sector employ seasonal workers.

We appreciate the valuable work the Worker Support Centre (WSC) does in supporting workers.

The Department acknowledges the challenges for seasonal workers published in the WSC’s Annual report.

I have asked officials to ensure that the WSC are given the opportunity to input their expertise as we move forward with the implementation of the Fair Work Agency.

The Home Office keeps all aspects of the Seasonal Worker route under close and ongoing review, including the welfare of participating workers. The Government has noted the contents of the Worker Support Centre Annual Review 2024 and will give due consideration to the issues raised when reviewing the Seasonal Worker route.

A key objective of the route is to ensure that overseas workers are protected against modern slavery and other labour abuses. The sponsor licence regime places a broad range of responsibilities on Scheme Operators to ensure that the rights of migrant workers are protected.

Ministers will continue to engage with a range of interested parties on these issues, including the Seasonal Worker Interest Group.

The Home Office keeps all aspects of the Seasonal Worker route under close and ongoing review, including the welfare of participating workers. The Government has noted the contents of the Worker Support Centre Annual Review 2024 and will give due consideration to the issues raised when reviewing the Seasonal Worker route.

A key objective of the route is to ensure that overseas workers are protected against modern slavery and other labour abuses. The sponsor licence regime places a broad range of responsibilities on Scheme Operators to ensure that the rights of migrant workers are protected.

Ministers will continue to engage with a range of interested parties on these issues, including the Seasonal Worker Interest Group.