Since the Brexit Referendum in 2016 and the subsequent implementation of the exit deal with the European Union in 2020, the availability of skilled labour has been a growing concern for farmers. With the current UK Government further tightening work visa routes – including the existing visa concession for sheep shearers coming to an end in June 2026 – finding suitably skilled workers is becoming increasingly challenging.
What is the sheep-shearing visa concession?
Since 2011, the Home Office has operated a temporary seasonal visa concession that allowed sheep shearers from overseas to live and work in the UK visa-free for around 3 months per year. This will end in June 2026.
Why is it being brought to an end?
The UK Government’s is quoted as stating that:
The sector has been supported for 14 years to enable them to train up British workers, reduce their reliance on migrant labour, and provide a fully sustained workforce within the United Kingdom.
A final extension has been provided to the sector. We now expect the sector to complete its transition to using domestic labour.
Views from the Sector
Many workers and employers believe that the arrangements – although introduced as a temporary concession in 2011 – have worked well and should not be changed. NFU Scotland, whilst welcoming the extension of the concession for 2026, has also raised concerns. In its view, the arrangement posed a low immigration risk and believes that a permanent solution is required to ensure that farmers have reliable access to the skilled shearers moving forward.
Could the concession be extended?
The comments from the UK Government suggest the definitive end to the concession in 2026. While the current Government has made late policy changes in other areas, it is uncertain whether its position on the concession could shift. Therefore, it remains prudent to plan resourcing on the basis that the concession will indeed end in June 2026.
What other options are open to farms for recruiting staff?
There are potentially a number of alternative recruitment avenues for farmers, both in relation to sheep shearers and the farming workforce more generally. These include:
- Home-grown staff – The UK Government has been vocal regarding the need for the sector to make greater use home-grown workers. Such individuals automatically have the right to work in the UK and may be a viable option for various roles. However; rural depopulation and attracting staff to work in rural areas remains challenging.
- Seasonal Work visa – The UK still operates a visa scheme for temporary seasonal work in certain roles. This allows overseas individuals to work in horticulture for 6 months of the year and in poultry production for a specified 3 month period at the end of a calendar year. This could be of particular relevance for fruit and veg farmers, nurseries and poultry farms at times of peak demand. An applicant’s UK visa must be sponsored by an approved operator under the Seasonal Work scheme.
- Youth Mobility Scheme – The UK has visa programmes that allow 18 – 30 year olds from specified countries (including Australia, New Zealand and Canada) to live and work in the UK for 2 years. This visa is not agriculture-specific, but work in agricultural roles would be permitted.
- Skilled Worker Visa – If a farm holds a Home Office Sponsor Licence, continuing the existing sponsorship of a Skilled Worker visa holder may be possible. However; due to changes in the Skilled Worker visa regime, the majority of farm-based roles are no longer eligible for sponsorship for new applicants.
- Other individuals with right to work – Although there are significant barriers to entry for EU nationals looking to take up their first role in the UK, those currently in the UK with status under the EU Settlement Scheme continue to have the right to live and work in the UK. There are also other visas that generally permit work – including Skilled Worker Dependant, Family and Student visas – and individuals in these categories would often be eligible to work in the UK. Student visa holders are subject to restrictions on the number of hours that can be worked.
Right to work checks and illegal worker penalties
Irrespective of whether a proposed new hire is a UK national or a visa holder, their right to work should be checked prior to them taking up employment. Home Office guidance is regularly updated and the check should be carried out in accordance with the version of the guidance that is in force at the time of the check. A compliant check will give an employer a “statutory excuse” against Home Office civil penalties should it transpire that the individual in question was working illegally in the UK. Illegal worker penalties are costly – starting at £45,000 per worker for a first offence and £60,000 per worker for repeat offenders – so there is a significant premium on ensuring that checks are carried out pre-employment in the required manner. With the scope of the checking regime likely to be extended to cover additional worker categories, farm employers may wish to consider an audit of their existing checks and onboarding procedures to ensure they remain compliant in an increasingly challenging landscape. Taking proactive steps now will help ensure farms are well prepared for the changes ahead.
