A Guide to Seasonal Hiring for New Zealand Businesses

New Zealand's seasonal workforce grew to over 20,000 RSE workers alone in 2024/25, contributing $2.2 billion to the horticulture economy.

Behind those numbers are thousands of employers who've cracked the code on seasonal hiring. 

➡️ Whilst their competitors scramble in February looking for harvest workers, they've already secured their workforce back in December. Whilst retailers post "urgent Christmas casual" ads in November, they've been interviewing since September.

The gap between struggling and succeeding with seasonal hiring isn't talent or budget. It's timing, knowledge of visa options (including two new pathways from December 2025), and systems that turn recruitment and onboarding from multi-week ordeals into streamlined processes.

This guide gives you the playbook for seasonal hiring in NZ: exact timing by sector, visa breakdowns, compliance requirements, and templates for contracts, job ads, and onboarding checklists.

Let’s get started ⬇️

The Low-Down on Seasonal Work in New Zealand

Before diving into visa pathways and recruitment timelines, let's establish what we mean by seasonal work and why it matters so much to New Zealand's economy.

Seasonal work in New Zealand refers to roles driven by predictable environmental or commercial peaks throughout the year. These roles have a defined end point tied to specific seasons, harvest cycles, or retail periods.

The seasonal workforce landscape breaks down into several distinct categories ⬇️

Primary sector

Horticulture and viticulture dominate, with kiwifruit harvest in the Bay of Plenty (February-June), apple picking in Hawke's Bay (February-June), and grape harvesting in Marlborough (March-May). New Zealand's kiwifruit industry alone contributed $2.2 billion to the local economy in the 2023/24 season, employing thousands of seasonal workers across more than 2,800 orchards.

Retail and hospitality

Christmas casuals form the backbone of retail's busiest period. Major retailers typically begin hiring from mid-September through mid-November, with fixed-term contracts running until early January. Retail seasonal staff support everything from nightfill to checkout operations during peak trading periods.

Tourism

Ski season jobs span from early June to mid-October, with peak demand during school holidays. Queenstown, Wanaka, and Mount Ruapehu see significant seasonal influxes, while summer tourism peaks create demand for accommodation staff, tour guides, and hospitality workers from December through February.

Logistics and fulfilment

Warehouse Christmas temporary staff support the e-commerce boom, typically hired 6-8 weeks before peak season to handle increased order volumes.

The Seasonal Hiring Timeline by Industry in NZ

Timing matters enormously in seasonal hiring. Here's when to start recruiting for major sectors ⬇️

Horticulture seasonal jobs in NZ

Bay of Plenty (Kiwifruit)

• Recruitment window: December-January for harvest workers
• Peak season: February-June (with earliest harvests beginning mid-February 2025)
• Expected crop: Over 200 million trays in 2025, marking a record-breaking season
• Key roles: Pickers, packers, quality controllers, orchard supervisors

Hawke's Bay

• Recruitment window: November-December
• Peak season: February-June (apples, pears, stone fruit)
• Note: More than half of New Zealand's apples are grown here
• Key roles: Harvest workers, pruning teams, orchard hands

Marlborough

• Recruitment window: December-January for vintage
• Peak season: March-May (grape harvest)
• Focus: Pinot noir and other wine grape varieties
• Key roles: Vintage workers, cellar hands, vineyard assistants

Christmas casuals NZ and retail

Recruitment timeline:

• Start advertising: Mid-September (6-8 weeks before peak)
• Interview and onboard: October-November
• Start dates: Vary by retailer, typically mid-September to mid-November
• Contract end: Early to mid-January 2026

Key sectors: Fashion retail, department stores, specialty shops, supermarkets

Typical roles: Shopfloor assistants, checkout operators, nightfill team members, apparel specialists, stockroom assistants

Summer jobs NZ and tourism

Summer tourism peak:

• Recruitment window: October-November
• Peak season: December-February
• Key locations: Bay of Islands, Coromandel, Abel Tasman, Queenstown
• Roles: Tour guides, accommodation staff, hospitality workers, activity instructors

Ski season jobs:

• Recruitment window: March onwards (vacancies typically posted from March)
• Season duration: Early June to mid-October
• Peak periods: School holidays (July) and August (best snow conditions)
• Key locations: Queenstown (Coronet Peak, The Remarkables), Wanaka (Cardrona, Treble Cone), Mount Ruapehu (Whakapapa, Turoa), Methven (Mount Hutt)
• Roles: Lift operators, ski instructors, hospitality staff, retail workers, transport drivers, guest services

With these timelines in mind, the next critical question is: where will your workers come from? 

Visa Pathways for Seasonal Hiring in NZ

New Zealand offers multiple visa routes for seasonal hiring. ⬇️

Recognised Seasonal Employer (RSE) scheme

The RSE scheme remains the primary pathway for horticulture and viticulture employers to recruit Pacific Island workers.

Eligibility: Employers in horticulture and viticulture industries who need to plant, maintain, harvest, or pack crops.

Current cap: 20,750 workers for the 2024/2025 season (increased from 19,500).

Two-step process:

1. Obtain RSE status: Apply to Immigration New Zealand demonstrating financial viability, employment law compliance, and genuine labour needs. RSE status lasts two years and must be renewed.
2. Apply for Agreement to Recruit (ATR): Before each recruitment cycle, submit an ATR specifying the number of workers needed, roles, and evidence you've attempted to recruit New Zealanders first.

Worker source countries: Fiji, Kiribati, Nauru, Papua New Guinea, Samoa, Solomon Islands, Tonga, Tuvalu, Vanuatu, and Timor-Leste (added April 2025).

💵 Pay requirements (as of September 2024):

• New and returning workers (seasons 1-2): Minimum NZ$23.50 per hour (from 1 April 2025)
• Experienced workers (season 3+): Minimum NZ$25.85 per hour (10% above minimum wage)
• Guaranteed 30 hours per week averaged over four weeks (120 hours total)

💡 Key changes from September 2024:

• Multi-entry visas allowing workers to leave and return during the season
• 30-hour weekly minimum can now be averaged over four weeks
• Timor-Leste added to eligible countries
• Accommodation cost increases permitted (15% or NZ$15, whichever is less)

Sick leave entitlement: RSE workers receive 2 days of sick leave from day one, with an additional 2 days added at the end of each month until reaching 10 days at the four-month anniversary.

Critical compliance requirements:

• Provide suitable accommodation (with regional restrictions in some areas)
• Arrange pastoral care and support
• Keep accurate employment records
• Ensure full-time work availability either with your business or through joint ATRs
• Pay for return airfares if agreed in employment contract

Supplementary Seasonal Employment Work Visa (SSE)

The SSE visa targets people already in New Zealand on student or visitor visas who want to do seasonal horticulture or viticulture work.

Key details:

• Duration: Up to 6 months
• Cost: From NZ$1,355
• Age requirement: 18 or older
• One-time only: Can only be granted once (not available if you've had SSE or TRSE visa previously)
• Work restriction: Only for approved SSE employers in horticulture/viticulture

Employer requirements:

• Must be on the Supplementary Seasonal Employers list
• Demonstrate reasonable attempts to recruit New Zealanders first
• Cannot recruit from overseas specifically for SSE positions

While RSE and SSE have been the traditional pathways, the landscape changed significantly in December 2025 with two entirely new options. ⬇️

New seasonal visa pathways (from 8 December 2025)

Immigration New Zealand launched two new seasonal visa options under the Accredited Employer Work Visa framework on 8 December 2025, creating expanded pathways for genuine seasonal roles.

Global Workforce Seasonal Visa (GWSV)

Purpose: For highly skilled seasonal roles requiring experienced workers.

Duration: Up to 3 years

Experience requirement: At least 3 seasons of relevant work within the past 6 years

Key features:

• No labour market test required (employers don't need to prove they tried hiring locals first)
• Must spend at least 3 months outside New Zealand each year
• No English language testing required
• Visa holders can transition to other visa types
• Health and character requirements mandatory

Eligible roles: Snow sports instructor, winemaker, agricultural technician, outdoor adventure guide, shearer, agricultural and horticultural mobile plant operator

Evidence requirements: Employer letters, payslips, tax summaries, rosters, or certifications confirming role, dates, and duties demonstrating seasonal work patterns.

Peak Seasonal Visa (PSV)

Purpose: For short peak periods requiring less experienced workers.

Duration: Up to 7 months

Experience requirement: At least 1 season of relevant experience within the past 3 years

Key features:

• Labour market test required (must advertise and engage with Work and Income)
• 4-month stand-down period before reapplying
• Health insurance mandatory if role exceeds 3 months
• No English language testing required

Eligible roles: Mussel farm worker, calf rearer, forestry worker, meat process worker, winery cellar hand

Compliance note: Applications opened 8 December 2025. Employers must gain PSV endorsement from Work and Income or demonstrate good faith engagement.

Once you know which visa pathway applies to your situation, the next decision is what type of employment contract to use. This choice affects both your flexibility and your legal obligations.

Casual vs Fixed-Term Contracts for Seasonal Staff NZ

Choosing the right contract type affects your flexibility, the employee's rights, and your compliance obligations. ⬇️

Casual contracts

What they are: Casual employment has no guaranteed hours, no regular pattern of work, and no ongoing expectation of employment. Either party can decline work when offered.

Holiday pay: Casuals can be paid 8% of their gross earnings with regular pay instead of accruing annual holidays (the "pay as you go" method).

Best for:

• Variable workload where you're unsure of coverage needs
• Covering other staff on leave
• Flexibility when demand is unpredictable

⚠️ Important: The casual must genuinely have the right to decline work. If a pattern of regular hours develops, the employment may no longer be truly casual, and you could face legal challenges.

Fixed-term contracts

What they are: Employment ending on a specified date with a genuine reason (e.g., seasonal peak workload).

Requirements:

• Must have a genuine reason for fixed term (seasonal peak is valid)
• Minimum hours per week specified
• Fixed shifts or roster system detailed in employment agreement
• Intention must be clear from recruitment onwards

Holiday pay: Employees on contracts under 12 months can be paid 8% of gross earnings instead of accruing annual leave, but this must be mutually agreed and documented in the employment agreement.

Best for:

• Known seasonal periods where you need consistent coverage
• Christmas casuals with predicted trading patterns
• Harvest periods with clear start and end dates

Key compliance point: Make your intention clear from the job advertisement onwards. Your recruitment materials should state "fixed-term seasonal role" or similar to avoid disputes about permanent employment expectations.

With contracts sorted, let's turn to what you actually need to pay seasonal workers – and what other entitlements you're legally required to provide. ⬇️

Pay, Entitlements, and Compliance

Minimum wage requirements

As of 1 April 2025, New Zealand minimum wage rates are:

Adult minimum wage: NZ$23.50 per hour (applies to workers 16+ who aren't starting-out workers or trainees)

Starting-out minimum wage: NZ$18.80 per hour (80% of adult minimum wage)

• Applies to workers aged 16-17 who've worked less than 6 months with current employer
• Applies to workers aged 18-19 who've been on specified benefits for 6+ months and haven't completed 6 months continuous employment since starting benefit

Training minimum wage: NZ$18.80 per hour

• Applies to workers 20+ undertaking at least 60 credits per year of industry training as part of employment

Critical compliance notes:

• Minimum wage must be paid for every hour worked—it cannot be averaged over a season or period
• Includes mandatory training, team meetings, briefings, and waiting time during shifts
• Piece rates (e.g., per tray picked) must still result in at least minimum wage earnings
• Approximately 141,900 workers currently earn between old and new minimum wage rates and should receive increases

Holiday and leave entitlements

Annual holidays:

• 4 weeks after 12 months continuous employment
• Casuals and fixed-term employees on contracts under 12 months can receive 8% pay-as-you-go if mutually agreed

Public holidays:

• All employees get public holidays or an alternative day if they fall on a normal working day
• Paid at relevant daily pay or average daily pay

Sick leave:

• 10 days per year after 6 months continuous employment
• 5 days available from day one, accruing to 10 days at the 6-month mark
• RSE workers have special entitlements: 2 days from day one, additional 2 days monthly until 10 days at 4 months

Bereavement leave:

• 3 days for death of spouse, partner, parent, child, sibling, grandparent, grandchild, or spouse's parent
• 1 day for other bereavements

Rest and meal breaks

While no specific legal requirements exist for break lengths, Employment New Zealand recommends:

• 10-15 minute paid rest breaks after every 4 hours worked
• 30-minute unpaid meal break

These should be specified in employment agreements and followed consistently.

Now that you understand compliance requirements, let's focus on where and how to find your seasonal workers.

Seasonal Recruitment Strategies and Channels in NZ

The success of your seasonal hiring starts with reaching the right candidates in the right places. New Zealand has a mix of general and specialist job boards, plus some government resources that are surprisingly underutilised. 

Here's where to focus your recruitment efforts.

Where to advertise seasonal jobs in NZ?

National job boards:

• SEEK NZ: Largest job board with strong reach for retail, hospitality, and general seasonal roles
• Trade Me Jobs: High traffic, effective for all seasonal categories
• Indeed NZ: Growing platform with good mobile accessibility

Specialist seasonal job boards:

• PickNZ: Specifically for horticulture and viticulture seasonal work (supported by industry)
• SeasonalJobs: Aggregates seasonal opportunities across sectors
• Backpacker Job Board: Targets working holiday visa holders for seasonal roles

Visa-holder specific:

• Student Job Search: Free for employers, good for Christmas casuals and summer work
• Working holiday platforms: Target international workers on WHV (can work up to 3 months per employer)

Government resources:

• Work and Income NZ: Free recruitment support, register vacancies
• Required engagement for Peak Seasonal Visa employers

Social media:

• Facebook Jobs: Particularly effective for local recruitment
• Local community groups: Region-specific Facebook groups for Bay of Plenty harvest work, Queenstown ski jobs, etc.

Regional approaches:

• Partner with local industry bodies (NZ Kiwifruit Growers Inc, Wine Marlborough)
• Attend job fairs in key recruitment regions
• Build relationships with temp agencies specialising in seasonal work

What is the best recruitment timeline for NZ seasonal hiring?

Industry best practice consistently points to starting recruitment 2-3 months before peak season – early enough to access the full talent pool before competitors, but not so early that candidates forget about the opportunity or accept other offers.

Christmas casuals

Start recruitment 6-8 weeks before peak. That means mid-September for most retailers targeting November start dates.

Major retailers like The Warehouse Group begin hiring from mid-September, with positions advertised through to mid-November. Starting early means you're recruiting when students are planning their summer work and experienced retail workers are looking to secure seasonal income. Later recruitment means competing in an increasingly tight talent pool as candidates accept other offers.

Harvest jobs NZ

Begin advertising 2-3 months before harvest. For Bay of Plenty kiwifruit (harvest starts February), start recruiting in December-January.

RSE workers and working holiday visa holders plan their routes months in advance. December advertising catches workers finishing their first New Zealand season who are planning their next move. January is too late – experienced pickers have already committed to orchards that recruited earlier.

⚠️ In regions like Bay of Plenty and Hawke's Bay, industry bodies often coordinate recruitment to prevent employer competition from inflating wages unnecessarily. Connect with your local grower association to align timing.

Ski season

Post vacancies from March onwards. Competition is high, and accommodation is limited, so early recruitment secures better candidates.

Experienced ski instructors and hospitality workers operate on a global circuit (Northern Hemisphere winter → Southern Hemisphere winter). March recruitment catches workers finishing northern seasons who are planning their June-October NZ commitments. April and May recruitment means settling for less experienced workers or those who couldn't commit earlier.

⚠️ Queenstown and Wanaka have finite seasonal worker accommodation. Employers who recruit in March can help workers secure housing. By May, accommodation scarcity forces some hired workers to drop out before they even start.

Summer tourism

October-November advertising for December-February peaks.

University students finish exams in November and are actively job-hunting in October. International working holiday makers arrive throughout spring planning their summer work. November advertising is optimal timing for both groups.

💡 Create talent pipelines by staying in touch with previous seasonal workers year-round. Send personalised messages about upcoming opportunities in September (retail), December (harvest), or February (ski season). Former workers are familiar with your systems and workplace culture, making onboarding significantly faster and reducing early-stage dropout rates.

The Seasonal Recruitment Process: Interview to Onboarding

Before you can interview anyone, they need to find and click on your job ad. That means your job description needs to do two things simultaneously: attract the right candidates whilst filtering out the wrong ones. 

Here's how to write effective job descriptions for seasonal hiring ⬇️

How to create effective job descriptions

Your job description sets expectations and attracts the right candidates. 

Essential job description elements

• Job title (be specific: "Christmas Casual - Retail Assistant" not just "Retail Assistant")
• Clear employment type ("Fixed-term seasonal role ending 15 January 2026")
• Specific dates or duration
• Hours per week (minimum and maximum if applicable)
• Pay rate (at least minimum wage, specify if higher)
• Location and any travel requirements
• Key responsibilities (3-5 bullet points)
• Essential requirements vs desirable experience
• Physical demands if relevant (standing for extended periods, lifting requirements)
• Availability requirements (weekends, public holidays, specific date ranges)

Job title

Use job titles people actually search for. "Seasonal Retail Assistant" outperforms "Holiday Sales Champion" because candidates search for straightforward terms, not creative ones.

Lead with what matters to candidates

• Pay rate (be transparent – it's the first question anyway)
• Hours/shifts (be specific about weekend/evening requirements)
• Duration (exact dates if possible: "23 December 2025 - 15 January 2026")
• Location

Structure for scannability

• Short paragraphs (2-3 lines maximum)
• Bullet points for requirements and responsibilities
• Bold key requirements so they stand out
• Mobile-friendly formatting (most applicants view on phones)

Realistic requirements

Don't ask for 2 years' experience for a Christmas casual role. Focus on:

• Availability (your true non-negotiable)
• Physical requirements if relevant
• Right to work in New Zealand
• Specific skills genuinely needed for the role

Sell the opportunity

Why should someone choose your seasonal role?

• Great team environment
• Flexibility around university schedules
• Training provided
• Potential for permanent roles (if true)
• Staff discounts or other perks

Red flags to avoid

❌Vague end dates that could suggest permanent work

❌Promises of "potential for ongoing employment" unless you genuinely mean it

❌Under-minimum wage rates or illegal "trial period" arrangements

❌Discrimination (age, gender, ethnicity, disability)

The interview process for seasonal hiring

Given the volume of seasonal hiring, efficiency matters, but so does quality. Many seasonal workers represent your brand during your busiest periods, so cutting corners on interviews creates problems you'll deal with during your most critical trading days.

Seasonal hiring requires speed, but rushing creates three expensive problems: hiring people who can't handle the workload, onboarding workers who quit mid-season (dropout rates spike when screening is inadequate), and bringing on individuals who damage your brand reputation during peak customer interactions.

1️⃣ Phone screens first (15-20 minutes): Before inviting anyone to interview, conduct phone screens to verify three non-negotiables:

• Genuine availability: "This role requires weekend work from 23 December through 2 January, including both Christmas and New Year's Day. Are you definitely available for these dates?" Don't accept vague answers – seasonal work requires specific availability, and people who can't commit to your actual peak dates will leave you understaffed when it matters most.
• Schedule flexibility: "We roster in three-day blocks. You might have a 6am start followed by a 2pm start the next day. Can you manage variable shifts?" Workers who need fixed schedules don't succeed in seasonal roles where flexibility is essential.
• Physical capability: "The role involves standing for 8-hour shifts and lifting boxes up to 15kg repeatedly. Is that something you can manage?" Better to screen out now than have someone quit after three days because they didn't realize the physical demands.

2️⃣ Group interviews for high-volume hiring: Effective for Christmas casuals when you're hiring 20+ people. The format:

1. Group presentation (20 minutes): Company overview, role expectations, peak period demands, compensation, what success looks like
2. Written exercise (10 minutes): Simple scenario-based questions that reveal attitude and basic literacy (you'll need them to read instructions, rosters, safety notices)
3. Individual assessments (5-10 minutes each): Brief one-on-one to assess communication skills, confirm availability, gauge enthusiasm

3️⃣ One-on-one interviews for skilled roles: Use these for positions requiring experience (harvest supervisors, ski instructors, kitchen managers) or when hiring smaller numbers (5-10 workers).

4️⃣ Competency-based questions: Even for entry-level seasonal roles, assess what matters:

Customer service orientation:

• "Tell me about a time you dealt with a difficult or angry customer. What did you do?" (Look for: staying calm, problem-solving, not taking it personally)
• "A customer asks for something you can't provide. How do you handle it?" (Look for: alternatives offered, maintaining positivity)

Reliability and work ethic:

• "Tell me about a time when you had to work during a family event or celebration. How did you handle it?" (Seasonal peaks = Christmas, New Year – they need to work when others celebrate)
• "Describe a situation where you had to complete a task with little supervision." (Seasonal roles are fast-paced with limited manager oversight)

Stress tolerance:

• "Describe the busiest, most pressured work situation you've experienced. How did you cope?" (Harvest, Christmas retail, ski season peaks = intense pressure)
• Use role-play: "I'm a customer. We've been waiting 20 minutes. Three other customers just arrived. Two phones are ringing. What do you do first?" (Watch how they prioritise – it reveals how they'll perform in chaos)

Teamwork:

• "Tell me about working in a team where one person wasn't pulling their weight. What happened?" (Seasonal teams form quickly – people who can adapt to team dynamics perform better)

Red flags to watch out for

❌ Vague availability: "I'll try to make those dates work" = they may not be there when you need them

❌ Can't provide examples from past experience: Even school leavers have group projects, volunteer work, or sports teams – inability to describe past performance suggests they won't perform now

❌ Arrives late to interview without apology/explanation: If they can't show up on time when trying to impress you, they won't during the season

❌ Dismissive about training: Comments like "I've done this before, I don't need training" = won't follow your systems

⚠️ Quick decision-making: Process applications within 3-5 days of receiving them. Send interview invitations immediately. In competitive seasonal markets, delaying by a week means good candidates have accepted other offers. Some employers conduct "hiring blitzes" – interview days where they interview 15-20 candidates in one day and make offers on the spot to strong performers.

Reference checking

For seasonal roles, streamlined reference checking works:

• Request 2 references (at least one work-related if possible)
• Phone or email checks focusing on reliability, punctuality, attitude
• For returning seasonal workers, check previous season performance

Employment agreements

Every employee, including casuals and fixed-term workers, must have a written employment agreement before starting work.

Core elements required:

• Names of employer and employee
• Description of work
• Location of work
• Hours of work (or "casual - no guaranteed hours" for casuals)
• Wages or salary and how it will be paid
• Employment type (casual, fixed-term, permanent)
• If fixed-term: end date and genuine reason
• If casual: statement that hours are not guaranteed, work can be declined
• Annual holidays and leave entitlements (or 8% pay-as-you-go if agreed)
• Rest and meal breaks
• Process for resolving employment relationship problems
• Protection of personal grievances

Additional requirements for seasonal roles:

• Specific availability requirements
• Any accommodation arrangements and costs (critical for RSE and harvest workers)
• Trial period provisions if applicable (90 days for businesses with fewer than 20 employees)
• Visa conditions if relevant

Getting the paperwork right is critical, but it's what happens on day one that determines whether your seasonal workers succeed or disappear after their first shift. ⬇️

How to Onboard Seasonal Staff Efficiently

The temptation is to rush onboarding when you're hiring 20 Christmas casuals or 50 harvest workers simultaneously. Resist it. Poor onboarding creates mistakes, safety issues, and early departures.

When seasonal workers leave early, you're not just replacing one person – you're absorbing the cost of recruitment, the time invested in training, the lost productivity, the stress on remaining team members who must cover gaps, and the errors made by undertrained replacements. 

For a Christmas casual earning $25/hour, early turnover costs you roughly $1,500-$2,000 when you factor in all these elements. Multiply that across 10 workers who quit early and you've lost $15,000-$20,000 to inadequate onboarding.

➡️ Build out structured, streamlined onboarding that prioritises what matters most – safety, core skills, and confidence – whilst avoiding information overload.

Pre-boarding (before day one)

Send new seasonal staff a welcome package 1-2 weeks before their start date:

Essential information (send via email or SMS):

• Start time, location, and who to ask for
• What to bring (ID for right to work checks, IRD number, bank details)
• Dress code or uniform details
• Parking or transport information
• First day schedule overview ("You'll spend the morning with documentation and health & safety, then afternoon with your team learning the role")
• Emergency contact number if they can't make it or are running late

Digital onboarding tools (use mobile-first platforms where possible):

• Send employment agreement digitally if possible (via SubscribeHR for example)
• Provide links to any online training modules they can complete before starting
• Share brief company culture videos or team introduction materials (keep under 5 minutes each)
• Collect documentation before day one

The pre-boarding check-in call (3-5 days before start): Have a supervisor or team leader call to:

• Confirm they're still planning to start
• Answer any questions that have emerged
• Build personal connection before day one
• Reiterate what to bring

This simple call reduces no-shows. When someone verbally confirms with a real person, they're significantly more likely to follow through than if they've only received automated emails.

First day onboarding checklist

Documentation (allow 30-45 minutes):

• Complete IRD number verification (IR330 form)
• Bank details for wages
• Emergency contact information
• Right to work verification (passport/visa)
• KiwiSaver forms (automatic enrolment applies to eligible employees)

Health and safety (allow 45-60 minutes):

• Site safety orientation
• Emergency procedures and exits
• Hazard identification specific to role
• PPE requirements and provision
• Injury reporting process
• ACC coverage explanation

Role-specific training (varies by role):

• Equipment operation demonstrations
• System access and passwords
• Quality standards and expectations
• Performance metrics if applicable
• Who to ask for help

Practical orientation:

• Toilets, breaks areas, lockers
• Meal break timing and location
• Roster or schedule explanation
• Pay cycle and pay day
• Introduction to team members and supervisor

Ongoing training and support

Buddy systems

Pair new seasonal staff with experienced workers for their first week. This reduces supervisor load and improves retention.

How to implement buddy systems effectively:

Choosing the right buddies:

• Select employees who genuinely want to help (not just those willing to be voluntold)
• Choose people who represent the company culture you want to reinforce
• Look for strong communicators who can explain "how things really work" not just "official policy"
• Avoid your most senior people – buddies should be recently successful, not decades-tenured managers
• Consider buddies who were themselves seasonal workers and converted to permanent roles (they understand the journey)

Structuring the buddy relationship:

• Duration: First 1-2 weeks for seasonal roles (not the entire season)
• Defined responsibilities: Buddies answer questions, show where things are, explain unwritten rules – they're NOT responsible for formal performance reviews or policy enforcement
• Regular check-ins: Buddy meets with new hire at least once daily in first week, then every 2-3 days in week two
• Clear boundaries: Buddies provide guidance; supervisors provide direction and performance management

What buddies should cover:

• "Here's how to actually use that system they showed you in training"
• "This manager prefers X communication style, that supervisor responds better to Y"
• "The official policy says Z, but here's how it actually works in practice"
• "The best time to take your break is..."
• "Here's where the good coffee is"
• "This is who you ask when [specific situation] happens"

Recognising and rewarding buddies:

• Provide small incentive (extra paid hour per new hire, gift card, public recognition)
• Use buddy role as leadership development opportunity – it's training your future supervisors
• Gather feedback from buddies about onboarding gaps they're repeatedly explaining

Training delivery methods for seasonal staff

Microlearning (3-5 minute training segments):

• Short, focused videos demonstrating one specific task
• Mobile-friendly format workers can review on-the-go
• Significantly higher completion rates than lengthy training sessions
• Easy to repeat when someone needs a refresher

On-the-job shadowing:

• New workers shadow experienced staff for their first 2-3 shifts
• Gradually increase responsibility: watch → assist → do with supervision → do independently
• Faster than classroom training for hands-on roles

Staggered training approach (spread over 2-3 weeks, not dumped on day one):

• Day 1: Safety essentials and absolute basics only
• Week 1: Core job functions, enough to be useful
• Week 2: Advanced techniques, edge cases, system features they'll need later
• This prevents information overload and improves retention

Role-playing for customer-facing roles:

• Practice difficult customer scenarios before they're facing real customers
• Builds confidence and reveals who needs more support
• Takes 15-30 minutes but dramatically reduces on-floor stress

Quick daily huddles: 5-10 minute team briefings before shifts keep everyone aligned on priorities, sales targets, or daily changes. For dispersed teams (like harvest crews working different blocks), morning huddles ensure everyone knows where they're working, what the day's goals are, and any safety updates.

Regular feedback loops: Check in at strategic points:

• Day 3: "How are you going? Any questions I can answer?"
• Week 1: Scheduled 15-minute check-in to identify any confusion before it becomes a problem
• Week 2: Performance feedback session (what they're doing well, what to focus on improving)
• Monthly: Ongoing feedback and course correction

Seasonal workers often see operational problems that permanent staff have stopped noticing. Their fresh perspective is valuable – capture it.

Good onboarding gets workers started right. But maintaining performance throughout the season requires ongoing management. ⬇️

How to Manage Performance and Engagement

Seasonal workers are your frontline during your most critical trading periods. Invest in their engagement.

Setting clear expectations for seasonal workers

From day one, communicate:

• Performance standards (speed for harvest work, sales targets for retail, customer service expectations for hospitality)
• Attendance and punctuality requirements
• Consequences for breaches (progressive discipline)

Document everything: If performance issues arise, document conversations, warnings, and improvement plans. Fixed-term employees still have rights to fair process.

Addressing underperformance

Early intervention: Address issues immediately. Don't wait until week 3 of a 6-week contract.

Improvement plans: Even for short-term roles, formal improvement plans help:

1. Identify specific issues ("arrived late 3 times this week")
2. State expected standard ("must arrive on time for rostered shifts")
3. Provide support ("we'll send roster reminders via text")
4. Set review date (1 week)
5. State consequences if no improvement

Retaining seasonal staff to permanent

Your best seasonal workers may be candidates for permanent roles. If you're likely to have ongoing vacancies:

➡️ Signal early: Mention opportunities for extension or permanent roles during recruitment

➡️ Track top performers: Keep records of high achievers for future seasons or permanent openings

➡️ Stay in touch: Build a database of returning seasonal workers. Send them first notice of next season's roles.

➡️ Transitioning contracts: If moving a fixed-term employee to permanent, update the employment agreement formally. You can't extend fixed-term contracts indefinitely without risk of them becoming permanent by default.

Health and Safety for Seasonal Workers

Seasonal workers, especially those new to your workplace, face higher injury risks. Robust health and safety practices protect both workers and your business.

Primary duties under Health and Safety at Work Act 2015

As a person conducting a business or undertaking (PCBU), you must:

• Ensure the health and safety of workers, so far as reasonably practicable
• Provide and maintain safe work environment
• Provide adequate facilities (toilets, drinking water, rest areas)
• Provide information, training, instruction, and supervision
• Monitor health and conditions at workplace
• Have emergency plans

⚠️ Risk management for seasonal work:

• Harvest work: Ladder safety, pesticide exposure, heavy lifting, sun exposure, dehydration
• Retail: Manual handling (heavy stock), crowd management during sales periods, aggressive customers
• Hospitality/tourism: Burns (kitchens), slips (wet floors), working alone (accommodation roles)
• Ski season: Altitude, cold exposure, lift operations, driving in snow

Induction and training requirements

All seasonal workers must receive:

• Health and safety induction before starting work
• Hazard-specific training for their role
• Supervision until competent
• PPE at no cost if required

Language considerations: For RSE workers or those with limited English, provide training in their language or use visual demonstrations. Confirm understanding through demonstration, not just verbal confirmation.

Final Thoughts

Want to thrive during peak season? Stop treating seasonal hiring as a necessary evil and start treating it as competitive advantage.

1. Hire people, not bodies. The right 15 seasonal workers outperform the wrong 25 – be willing to invest in finding them.
2. Build talent pipelines, not transactional relationships. When 60-70% of your seasonal workforce returns each year, you’re not starting from scratch, you’re deploying an experienced team that knows the operation, the standards, and each other.
3. Know that your peak season reputation is built by seasonal workers. Your Christmas casuals are your brand during your highest-revenue period. Your harvest crew determines whether you meet export contracts. Your ski instructors create the memories that bring tourists back. These aren't "just" seasonal roles.

The timeline for seasonal hiring success is longer than you think. The Warehouse Group starts recruiting in mid-September. Bay of Plenty kiwifruit orchards recruit in December-January for February harvests. Queenstown ski fields post vacancies in March for June openings.

Three investments that pay off immediately:

1. Build a returning worker database. Track who performed well, stay in touch, offer them first preference for next season. 
2. Create a one-page onboarding checklist. Write down exactly what happens in a new seasonal worker's first day, first week, first month. Standardise it. Follow it. Refine it based on what workers tell you.
3. Assign buddy responsibility to your rising stars. Use seasonal onboarding as a leadership development opportunity for permanent staff. The people successfully mentoring seasonal workers are your future supervisors.

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