Seasonal Farm Worker in the UK Faces Exploitation and Unreasonable Targets Amidst Harsh Working Conditions

In July, Ilyas, a seasonal farm worker from Kazakhstan, faced a difficult work environment while picking cherries in Kent, England. On a particularly hot day under plastic polytunnels, he struggled to breathe and found it challenging to meet the demanding quotas set by the farm management.

This was his first day of cherry-picking after weeks of thinning apple trees, and he felt overwhelmed by the pressure to meet what he deemed “unrealistic targets.” Following a confrontation with a supervisor about his performance, Ilyas was sent back to the caravan early, ultimately leading to the termination of his contract and his return to Kazakhstan.

In a video documenting the confrontation, Ilyas expressed his frustration, stating that the treatment of workers was akin to being treated “like animals.” He explained that the daily target was to pick around 15 boxes of cherries, with each box weighing approximately 6-7 kilograms.

However, if even ten cherries in a box were bad, the entire box could be rejected, adding to the pressure of the task. The situation escalated when the supervisor informed Ilyas that he had not met his targets, leading to a heated exchange. The farm’s human resources manager later commented that removing Ilyas was a necessary step to defuse his aggressive behavior.

Having worked in various roles in British agriculture since March under a seasonal worker visa, Ilyas had initially sought better pay compared to his job in Kazakhstan, where he earned about £830 a month. However, he now expressed regret about the experience, attributing it to unrealistic targets set by management, which he believed aimed to maximize productivity at the expense of worker welfare.

The farm, Mansfields, is one of the largest in the UK, growing over 25,000 tonnes of fruit annually across 1,200 hectares, which contributes to its high expectations for workers.

Lee Port, the chief executive of Mansfields, defended the farm’s practices, stating that targets are essential for setting clear expectations for workers. He explained that the average new picker should aim for 50-60% of the daily target on their first day, yet Ilyas reportedly picked only 0.8 trays per hour compared to the average of 1.5 trays achieved by his peers.

Port emphasized that supervisors had tried to assist Ilyas through additional training, but his behavior deteriorated, leading to a final warning and eventual dismissal. He highlighted that working conditions are regularly assessed to ensure safety and comfort for workers.

Ilyas also mentioned that he faced financial challenges due to the costs associated with coming to the UK, including flights and visas, which significantly diminished his potential earnings. He disclosed that he had paid around $1,000 to a third party in Kazakhstan, believing that this payment would help secure his job.

Pro-Force, the recruitment agency involved in his placement, clarified that it does not work with third parties and was investigating the claims about the payments Ilyas made, as it strives to protect worker welfare and promote fair practices in recruitment.

In response to Ilyas’s situation, Pro-Force expressed disappointment over his dissatisfaction but acknowledged that there had been documented concerns regarding his conduct and performance during his placements. Despite these issues, the agency noted that Ilyas had been given two previous opportunities before his final placement.

They reiterated their commitment to worker welfare and indicated their willingness to investigate Ilyas’s claims further if he provided relevant details. This situation highlights broader challenges faced by seasonal workers in the UK, including pressure from employers, unrealistic targets, and the risks of exploitation by intermediaries.