In South Africa’s agricultural sector, it is not uncommon for suppliers to recruit workers from distant regions, especially during peak seasons. This is often necessary to maintain workforce stability when the local labour supply is insufficient or there is limited willingness to work in the industry. While this practice helps meet operational demands, it can also present challenges, particularly in the context of forced and bonded labour compliance.
Suppliers have reported several common issues, such as workers requesting transport fees to reach the workplace, only to leave shortly after arrival. SIZA has facilitated in-person workshops with suppliers to address these challenges, where several best practice solutions were shared. These approaches focus on managing expectations, ensuring legal compliance, and creating workforce stability.
Key Best Practices
- Develop a Clear Recruitment Policy
A well-documented recruitment policy should outline all requirements and be shared with workers before any employment offer is made. This ensures transparency and manages expectations from the outset. - Implement a Selection Policy
Careful selection helps ensure that only candidates meeting the specific requirements of a role are recruited. This is especially important for positions requiring specialised skills, such as drivers or machine operators, and helps avoid unnecessary transport and recruitment costs. - Communicate Transport Costs Clearly
Any deductions for transport should be clearly outlined in advance, including repayment terms, such as a maximum of 10% of wages per pay period. - Include Transport in Overall Cost-to-Company
Transport costs should be incorporated into the overall cost of employment where possible. Options include budgeting for transport, providing company vehicles, or contracting credible third-party transport providers. This approach avoids wage deductions after the fact. - Partner with Accredited Temporary Employment Services (TES)
Using trusted and legally compliant TES providers can help manage administrative duties and provide oversight for travelling workers. Farms and packhouses must ensure that TES partners are monitored for compliance. - Provide Incentives to Retain Workers
Some suppliers have successfully reduced turnover by offering incentives, such as production bonuses, encouraging workers to remain employed until the end of the season. - Recruit Recurring Workers
Suppliers report that retention is highest when workers are recruited from previous seasons. Familiarity with the workplace and established trust improve workforce stability. - Prioritise Local Recruitment
Where possible, recruiting locally supports community upliftment, reduces disruptions from transporting seasonal labour, and creates a workforce with shared interests, backgrounds, and cultures. While not always feasible, local recruitment offers long-term benefits to both suppliers and communities.
Suppliers are encouraged to consult the SIZA Social Standard in the Resources section of their MySIZA profile on the Platform for further guidance on recruitment practices.
