#52026DC0261EU report on seasonal workers from non-EU countries
AI-generated summary for informational purposes only. Not legal advice. See the original source for the authoritative text.
The report reviews how EU countries apply the Seasonal Workers Directive, which sets rules for bringing non-EU nationals into the EU for temporary seasonal jobs. It focuses on sectors such as agriculture, tourism, hospitality, food processing and construction, where employers increasingly rely on foreign seasonal labour because local seasonal workforces are shrinking. The Commission finds that legal pathways have expanded and permits have increased, but workers still face serious risks: poor housing, weak information about rights, dependence on one employer, underreporting of abuse, uneven inspections and limited penalties. Employers, recruiters and national authorities should expect continued pressure for faster legal hiring channels, stronger worker protections, better housing checks and tougher enforcement against exploitation and illegal employment.
AI-generated summary. May contain errors. Refer to official sources for legal decisions.
Key Changes
- Reviews how Member States have implemented and applied the EU Seasonal Workers Directive between 2019 and 2024.
- Highlights growth in legal seasonal work authorisations for non-EU nationals, especially in agriculture, tourism and hospitality.
- Identifies continuing gaps in worker protection, including housing, access to information, complaint mechanisms, inspections and sanctions.
Obligations
What this law requires
Member States must list the sectors considered seasonal for the purposes of admitting third-country seasonal workers under the Seasonal Workers Directive.
Member States must set the maximum cumulative stay for seasonal work between five and nine months in any 12-month period.
Member States must issue an authorisation for seasonal work when the admission conditions are met and no lawful ground for rejection applies, subject where relevant to available quotas.
Member States must notify applicants in writing of a decision on a seasonal-work authorisation application as soon as possible and no later than 90 days after submission of a complete application.
For short-stay seasonal work of no more than 90 days, Member States may require only the documentation listed exhaustively in Article 5 of the Seasonal Workers Directive, such as a work contract or binding job offer, sickness insurance where required, and evidence of adequate accommodation.