Seasonal Worker Visa UK Guide 2025

The UK Seasonal Worker visa is a short-term immigration route that enables non-settled workers to carry out tightly defined, time-limited roles in UK horticulture and, during the pre-Christmas peak only, poultry production. It supports urgent labour needs but does not provide a path to long-term stay or settlement. This version incorporates current Immigration Rules and sponsor guidance as at 24 September 2025, including pay and hours conditions for sponsors, sector windows, and the confirmed 2025 allocation.

What this article is about: a full practitioner-level guide to the Seasonal Worker route covering what the visa allows, sector restrictions (horticulture year-round; poultry 2 October–31 December), scheme operator sponsorship, annual quotas, eligibility for workers and employers, evidence and application process, fees and processing, stay limits, rights and obligations under UK employment law, common refusal risks, and FAQs. It clarifies no IHS for this route (≤6 months entry clearance), no dependants, no in-country switching or extension, and sponsor-side compliance including pay and minimum hours.

Section A: What is the UK Seasonal Worker visa?

The Seasonal Worker visa is a temporary route under Appendix Temporary Work – Seasonal Worker. It allows sponsored workers to come to the UK for short periods to perform seasonal roles that are time-bound by nature. Under this route there are two strands with distinct operating patterns and restrictions:

• Horticulture: roles linked to crop and plant production (for example soft fruit, top fruit, protected and field vegetables, mushrooms, bulbs and cut flowers, pot plants, vines and bines, hardy nursery stock, tree and forest nurseries). Permission is limited to a maximum of six months in any rolling twelve-month period.
• Poultry production: defined poultry roles permitted only between 2 October and 31 December in the same calendar year. Applications must be submitted by 15 November of that year.

1. How the sponsorship model works

Workers are sponsored by approved scheme operators that hold an A-rated Seasonal Worker sponsor licence. Scheme operators must be endorsed by the Department for Environment, Food and Rural Affairs (DEFRA) for the activities they manage and hold a licence from the Gangmasters and Labour Abuse Authority (GLAA). End-user farms and production sites host the workers, but the licensed sponsor of record is the scheme operator that issues each Certificate of Sponsorship (CoS). The CoS must set out personal details, job title and duties, work location(s), start and end dates, weekly hours, and pay arrangements, and confirm any certified maintenance.

2. Annual allocations and sector windows

The route is quota-controlled. For the 2025 allocation, government has made available 43,000 places for horticulture and 2,000 places for poultry. The horticulture strand runs year-round but remains capped by the six-months-in-twelve limit per worker. The poultry strand operates only in the pre-Christmas peak window (2 October–31 December), with the latest application date of 15 November.

3. What the visa allows — and prohibits

With entry clearance as a Seasonal Worker, the holder may undertake only the sponsored role described on the CoS for the licensed scheme operator. The route does not allow a permanent job, second jobs, self-employment, or work outside the CoS parameters. There is no provision for dependants on this route and no access to public funds. The visa does not lead to settlement and cannot be extended in-country. Applicants cannot switch into this route from inside the UK; applications are made from overseas only.

4. Pay and hours conditions (sponsor compliance)

Current sponsor guidance requires scheme operators, for most horticulture and poultry roles, to confirm at least 32 paid hours per week at not less than £12.21 per hour. Where pay is aggregated (for example monthly averaging due to piece-rate arrangements), sponsors must be able to evidence compliance across the pay reference period. Deductions must be lawful and transparent. Costs associated with assigning a CoS issued on or after 9 April 2025 must not be recouped from workers. Breaches risk licence action and worker refusals.

5. Typical roles and codes

Horticulture encompasses a broad set of crop and plant production roles (for example soft fruit picking and packing, protected and field vegetables, mushroom production, bulbs and cut flowers, vines and bines, hardy nursery stock, and tree nurseries). Poultry roles commonly include, among others, Butcher (SOC 5431), Bird/Game Dresser, Killer and Plucker, Plucker, Poulterer, Poultry Processor/Sticker/Trusser (SOC 5433), Food Operative (SOC 8111), Poultry Catcher/Handler (SOC 9111), Poultry Vaccinator (SOC 9119), and Poultry Meat Packer (SOC 9132). Exact eligibility is determined under Appendix Temporary Work – Seasonal Worker and the sponsor guidance; roles must also satisfy the pay and hours conditions above.

6. Stay limits and travel timing

Horticulture workers can be granted permission for up to six months in any rolling twelve-month period. Poultry workers may work only between 2 October and 31 December in the same year. Applicants can apply up to three months before the CoS start date and, if granted, may enter the UK up to 14 days before the job start shown on the CoS, provided the vignette/eVisa validity permits. There is no separate “cooling-off” rule in guidance; the operative limit is six months in any twelve for horticulture plus the poultry window restriction.

7. Interaction with employment law

Seasonal Workers are entitled to core UK employment protections, including National Minimum Wage/National Living Wage, Working Time Regulations limits (48-hour average unless a valid opt-out is signed), rest breaks and rest periods, paid holiday accrual, itemised payslips, and health and safety protections. Scheme operators and host employers must coordinate to ensure the contractual and practical arrangements meet immigration and employment law standards.

8. Key takeaways

• Two strands: horticulture (year-round within a six-in-twelve limit) and poultry (2 Oct–31 Dec; apply by 15 Nov).
• Sponsorship is via approved scheme operators (A-rated, DEFRA-endorsed, GLAA-licensed), not by end-user farms.
• Most roles require sponsors to confirm ≥32 paid hours/week at ≥£12.21/hour and to evidence compliance.
• No dependants, no public funds, no second jobs, no in-country switching or extension, and no path to settlement.

Section Summary: The Seasonal Worker visa is narrowly framed to meet peak, short-term labour needs in horticulture and poultry. It is strictly sponsor-led via scheme operators, capped annually, time-limited, and subject to pay and hours compliance. It does not provide family or long-term residence routes and prohibits work outside the sponsored role.

Section B: Eligibility Criteria for the UK Seasonal Worker visa

Both the sponsoring scheme operator and the individual worker must meet specific conditions under Appendix Temporary Work – Seasonal Worker. These requirements govern who can be assigned a Certificate of Sponsorship (CoS) and who can be granted entry clearance.

1. Employer and scheme operator requirements

Only scheme operators licensed by the Home Office as A-rated sponsors can issue CoS under this route. They must:

• Hold endorsement from the Department for Environment, Food and Rural Affairs (DEFRA) as an approved scheme operator.
• Hold a valid Gangmasters and Labour Abuse Authority (GLAA) licence.
• Comply with sponsor duties, including accurate record-keeping, reporting to the Home Office, and ensuring roles meet the pay and hours requirements.
• Confirm on each CoS whether they are certifying the worker’s maintenance (up to £1,270 for the first month in the UK).
• Not recoup CoS or related administrative costs from workers for CoS assigned on or after 9 April 2025.

2. Worker requirements

To qualify for a Seasonal Worker visa, the applicant must satisfy the following conditions:

• Age: At least 18 years old on the date of application.
• Certificate of Sponsorship: A valid CoS issued by a licensed scheme operator for an eligible horticulture or poultry role, setting out the role, location, hours, pay, and start/end dates.
• Financial requirement: Evidence of at least £1,270 in personal savings held for 28 consecutive days, with day 28 within 31 days of the application date, unless the CoS shows that the sponsor certifies maintenance.
• Nationality/residence: There is no restricted nationality list for this route. Any overseas national may apply provided they meet the requirements and are applying from outside the UK.
• Health requirement: Applicants from certain countries must provide a valid tuberculosis test certificate.
• Character requirement: Criminal record certificates are not a standard requirement but may be requested on a case-by-case basis or for particular roles.

3. Employment terms

The job offered must comply with UK employment and immigration standards, including:

• Minimum pay of £12.21 per hour.
• Minimum of 32 paid hours per week, unless otherwise specified in official guidance.
• Compliance with Working Time Regulations on maximum average weekly hours and rest periods.

4. No Immigration Health Surcharge

Unlike most other UK work visas, the Immigration Health Surcharge (IHS) is not payable for Seasonal Worker visa applications. This is because the visa is an entry clearance visa granted for six months or less. Applicants do not therefore pay IHS as part of the process, although they remain entitled to urgent and necessary NHS treatment during their stay.

5. Eligibility overview table

Section Summary: Eligibility for the Seasonal Worker visa requires sponsorship by an approved scheme operator, satisfaction of age, financial and health checks, and compliance with immigration and employment rules. Employers must hold both DEFRA endorsement and a GLAA licence, and workers must hold a valid CoS. No dependants or IHS are permitted under this route.

Section C: Seasonal Worker visa application process

Applications for the Seasonal Worker visa must be made from outside the UK through the official Home Office online system. Switching into this route from inside the UK is not permitted. The process involves confirming eligibility, securing sponsorship, preparing evidence, submitting the application, proving identity, and awaiting a decision.

1. Step-by-step guide

• Step 1 – Confirm eligibility: Check you meet the age, sponsorship, financial, health and character requirements.
• Step 2 – Secure a Certificate of Sponsorship: Obtain a valid job offer and CoS from a licensed scheme operator endorsed for horticulture or poultry. The CoS is a unique reference number you must use in your visa application.
• Step 3 – Prepare your evidence: Collect your passport, CoS details, bank statements (unless maintenance is certified by your sponsor), and any required TB test certificate. Criminal record certificates are not usually mandatory but may be requested depending on your circumstances.
• Step 4 – Complete the online form: Apply via the official UK government visa application service, providing your personal details, travel history, and CoS reference. Pay the visa fee online.
• Step 5 – Verify your identity: Use the “UK Immigration: ID Check” app if eligible, or attend an overseas visa application centre (VAC). If attending a VAC you must enrol fingerprints and a facial photograph. Your passport and evidence may be retained while your application is processed.
• Step 6 – Submit your application: Upload your documents, confirm payment, and complete submission through the online system.
• Step 7 – Await a decision: Most decisions are issued within approximately three weeks after biometrics or digital ID verification. Priority services may be available in some countries at additional cost.

2. Required documents

The standard evidence required includes:

• Valid passport or travel document with at least one blank page.
• Certificate of Sponsorship reference number.
• Evidence of funds (£1,270) unless maintenance is certified on the CoS.
• Tuberculosis test certificate (if applying from a listed country).
• Certified translations of documents not in English or Welsh.

Caseworkers can request further documents if they consider them necessary. Applicants should ensure all submissions meet UKVI’s evidential requirements, and certified translations are provided where required.

3. Application costs

The fee for a Seasonal Worker visa application made outside the UK is £319. There is no Immigration Health Surcharge (IHS) because the route is capped at six months or less. Additional costs may include translation, biometric enrolment, and optional priority service fees, depending on the location of application.

4. Processing times

After identity checks and document submission, the standard decision timeframe is around three weeks. Priority and super priority services may be available at certain VACs, but availability varies by country. Applicants are advised to apply early and account for potential delays, particularly before the Christmas poultry window or peak harvest periods.

5. Travel timing

Workers can apply up to three months before the start date on their CoS. Once granted, they may travel to the UK up to 14 days before the job start date specified on the CoS, provided the vignette or eVisa validity allows it.

Section Summary: The application process is fully overseas and online, requiring a valid CoS, supporting documents, and payment of the £319 fee. Biometric enrolment or digital ID verification is mandatory, and processing normally takes three weeks. No IHS is payable. Applicants can apply up to three months in advance and travel up to 14 days before their role begins.

Section D: Seasonal Workers’ rights and responsibilities

Seasonal Worker visa holders are entitled to the same core protections as other UK workers. Employers and scheme operators are under strict duties to provide lawful pay, safe working conditions, and transparent contracts. At the same time, visa holders must comply with immigration restrictions and leave the UK at the end of their permission.

1. Working time and hours

Seasonal Workers are covered by the Working Time Regulations. This means:

• They cannot be required to work more than 48 hours per week on average, unless they have signed a valid opt-out agreement.
• They are entitled to a minimum 20-minute uninterrupted rest break if working more than six hours a day.
• They must receive at least 11 hours’ rest between working days and one full day off per week (or two in a fortnight).

2. Pay and entitlements

• National Minimum Wage/National Living Wage: Seasonal Workers must be paid at least the statutory hourly rate for their age. Sponsors must also certify a minimum of 32 paid hours per week at not less than £12.21 per hour for most roles.
• Holiday pay: Workers accrue paid holiday from their first day. The statutory entitlement is 5.6 weeks per year, calculated pro rata. Accrual is commonly paid as “rolled-up” holiday pay or at contract end.
• Statutory Sick Pay (SSP): If they meet eligibility criteria (earnings threshold and sufficient service), workers may be entitled to SSP when ill.
• Payslips: Employers must issue itemised payslips showing hours, pay, and deductions. Any accommodation deductions must comply with legal limits.

3. Health, safety and dignity at work

Employers must provide a safe workplace in line with UK health and safety law. This includes:

• Training in safe working methods.
• Provision of necessary personal protective equipment (PPE).
• Compliance with equipment and machinery standards.
• Reporting of accidents and unsafe conditions to management or relevant authorities.

Seasonal Workers are also protected from discrimination, harassment and victimisation under the Equality Act 2010. They have the right to work in an environment free from unfair treatment on the basis of protected characteristics such as race, sex, age or religion.

4. Workers’ obligations under the visa

• Work only in the role specified on the CoS and only for the sponsoring scheme operator.
• Do not take additional employment, self-employment, or work outside the sponsored role.
• Leave the UK before the visa expiry date. There is no extension or switching into this route.
• Do not access public funds.
• Do not bring dependants under this route. Family members must qualify under separate visa categories if they wish to come to the UK.

5. Employer obligations

Scheme operators and host businesses must meet their legal duties by:

• Providing written contracts in line with UK employment law.
• Complying with sponsor duties including accurate reporting to the Home Office if a worker does not start or leaves early.
• Ensuring pay, hours and deductions meet immigration and employment law requirements.
• Providing safe and compliant accommodation where offered, at a cost not exceeding permitted limits.
• Keeping proper records of hours, pay and worker details for inspection.

Section Summary: Seasonal Workers are entitled to minimum wage, safe conditions, working time protections, and holiday pay. Employers must ensure contracts and conditions comply with law and immigration rules. Workers are obliged to leave the UK when their visa ends, cannot take second jobs, and cannot bring dependants.

Section E: Common pitfalls to avoid

Although the Seasonal Worker visa application is relatively straightforward, a high proportion of refusals and delays arise from avoidable mistakes. Careful preparation and compliance with the rules are essential for both workers and scheme operators.

1. Incomplete or incorrect documentation

Applications are often refused when documents are missing, out of date, or inconsistent with the details on the Certificate of Sponsorship (CoS). Ensure:

• Your passport is valid and has at least one blank page.
• Your CoS number is entered correctly and the details match your application.
• Bank statements or financial evidence are in the correct format and cover the required 28 days.
• Certified translations are provided for any non-English or non-Welsh documents.

2. Inaccurate or inconsistent information

Discrepancies between the application form and supporting evidence can raise concerns for UK Visas and Immigration (UKVI). Always double-check names, dates of birth, travel history, and CoS details before submitting.

3. Failure to disclose relevant information

Applicants must be honest about previous visa refusals, overstays, or criminal history. Concealing facts or providing misleading details can lead to refusal and future bans. If unusual circumstances apply, provide a clear written explanation with supporting evidence where possible.

4. Missing deadlines

The poultry strand has strict application and work date limits. Applications must be submitted by 15 November each year, and work can only be performed between 2 October and 31 December. Missing these deadlines results in automatic refusal. In all cases, biometric appointments or additional document requests must be met on time to avoid cancellation of the application.

5. Sponsor non-compliance

If the sponsoring scheme operator fails to meet its Home Office obligations (for example, assigning CoS that do not meet the pay or hours rules), the worker’s application will be refused. Workers should confirm their sponsor is an approved, A-rated scheme operator before relying on any CoS.

Section Summary: The most common pitfalls are preventable: incomplete paperwork, inconsistencies, late submissions, or reliance on non-compliant sponsors. Workers and employers alike must check documents carefully and follow the deadlines and requirements precisely to avoid refusals or delays.

Section F: Summary

The Seasonal Worker visa is a short-term immigration route designed to meet peak labour demands in the UK’s horticulture and poultry sectors. It allows overseas nationals aged 18 or over to take up temporary employment, subject to sponsorship by approved scheme operators and strict compliance with immigration and employment law.

Key features of the route include:

• Two strands: horticulture (up to six months in any 12-month period) and poultry (2 October to 31 December, with applications due by 15 November).
• Applications can only be made from outside the UK, with no switching or extension options in-country.
• A valid Certificate of Sponsorship from an A-rated, DEFRA-endorsed, GLAA-licensed scheme operator is mandatory.
• Applicants must demonstrate financial readiness (£1,270 held for 28 days) unless their sponsor certifies maintenance.
• The visa application fee is £319, with a standard processing time of three weeks. No Immigration Health Surcharge is payable.
• Dependants are not permitted, and the visa does not lead to settlement.
• Workers must be paid at least £12.21 per hour for a minimum of 32 hours per week, and enjoy statutory rights including holiday pay, rest breaks, and protection from discrimination.
• Employers and scheme operators have duties to ensure lawful contracts, safe working conditions, and compliance with sponsor obligations.

Overall, while the Seasonal Worker visa is crucial for UK industries facing seasonal labour shortages, it is highly restricted and temporary by design. Both workers and scheme operators must understand and comply with the requirements to avoid refusals and penalties. The route provides opportunities for short-term work but does not offer long-term residency or family migration options.

Section G: Need assistance?

Navigating the Seasonal Worker visa route requires careful attention to eligibility rules, sponsor compliance, and application procedures. Mistakes can lead to refusal, while sponsor non-compliance can put both workers and employers at risk. If you are considering applying for a Seasonal Worker visa, or you are a business looking to understand your responsibilities as a host or scheme operator, professional guidance can help ensure you meet all requirements and deadlines.

Support may include:

• Assessing eligibility and confirming whether your role and circumstances qualify.
• Reviewing Certificates of Sponsorship for accuracy and compliance before submission.
• Advising on financial and evidential requirements, including proof of funds and certified translations.
• Guiding scheme operators on sponsor duties and GLAA licensing obligations.
• Providing practical support on rights and protections for seasonal workers under UK employment law.

Employers and workers who understand their obligations and entitlements are better placed to avoid refusals, penalties, and disputes. Timely and accurate preparation is the most effective way to secure permission to work in the UK on a Seasonal Worker visa.

Section H: Seasonal Worker visa FAQs

What is the UK Seasonal Worker visa?

The Seasonal Worker visa is a temporary immigration route that allows non-UK nationals to work in specific seasonal roles in the UK’s horticulture and poultry sectors. It is strictly time-limited, capped by annual quotas, and requires sponsorship by an approved scheme operator.

Who is eligible to apply?

Applicants must be at least 18 years old, hold a valid Certificate of Sponsorship issued by a licensed scheme operator, and meet financial and health requirements. There is no restricted nationality list for this visa route.

How long can I stay in the UK?

Horticulture workers can stay for up to six months in any 12-month period. Poultry workers may work between 2 October and 31 December only, with applications required by 15 November.

Can the Seasonal Worker visa be extended?

No. The visa cannot be extended or switched into from inside the UK. A fresh application must be made overseas if applying again in a subsequent year.

Can I bring family members?

No. Dependants are not permitted under this route. Each family member would need to qualify for their own visa separately.

How much does it cost?

The application fee is £319. There is no Immigration Health Surcharge (IHS) as the visa is limited to six months or less.

What documents do I need?

You will need a valid passport, Certificate of Sponsorship, evidence of £1,270 in funds (unless your sponsor certifies maintenance), and a TB test certificate if required. Certified translations must be provided for any non-English or non-Welsh documents.

How long does processing take?

Standard processing is around three weeks after biometrics or ID verification. Some visa application centres may offer priority or super priority services at extra cost, depending on location.

Can I change employers?

No. You may only work in the role listed on your Certificate of Sponsorship with the sponsoring scheme operator. A new visa application would be required to work for another sponsor.

Does this visa lead to settlement?

No. The Seasonal Worker visa is temporary and does not provide a pathway to Indefinite Leave to Remain or British citizenship.

What rights do I have as a worker?

You are entitled to the UK National Minimum Wage/National Living Wage, paid holiday leave, rest breaks, safe working conditions, protection from discrimination, and itemised payslips. Sponsors must also comply with immigration requirements for pay and hours.

What should I do if my visa is refused?

If your application is refused, you will be told why. Depending on the reason, you may be able to apply for an administrative review or submit a fresh application. Carefully reviewing the refusal notice is essential before taking further steps.

What if I have a problem with my employer?

Seasonal Workers are protected by UK employment law. Issues such as unfair treatment, unsafe conditions, or excessive deductions can be reported to the Gangmasters and Labour Abuse Authority (GLAA) or other relevant regulators. Workers also have access to Acas for workplace dispute guidance.

Section Summary: The FAQs confirm the short-term, tightly restricted nature of the Seasonal Worker visa, its costs, limits, and worker rights. They highlight the absence of a settlement route, the prohibition on dependants, and the importance of sponsor compliance.

Section I: Glossary

Section Summary: The glossary explains the technical and regulatory terms central to the Seasonal Worker visa route, ensuring applicants and employers understand the framework and obligations involved.

Section J: Additional resources

Section Summary: These resources link directly to UK government and regulatory bodies, alongside specialist legal and immigration advisers, providing authoritative guidance on the Seasonal Worker visa, sponsorship, employment protections, and pay rights.

Gill Laing

Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law. Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.

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