KNOWLEDGE FOR THE SEASON

Guide for seasonal workers and farms.

Six practical decision guides on employment routes, documents, accommodation and fair conditions, with official sources and a visible update date.

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In short: clarify the legal employment route first, then the specific working conditions, and only then travel and the start date. Recruitment is reliable when information, documents and responsibilities align.

Seasonal workers from third countries

Current placement agreements for agricultural seasonal employment from third countries cover Georgia and the Republic of Moldova. According to the Federal Employment Agency, work may last up to 90 days within 180 days; it must be seasonal and regularly cover at least 30 hours per week. A specific job offer and the required work authorisation form part of the process.

Other nationalities may require a different route. A passport alone does not authorise work. The current legal route, complete documents and decisions by competent bodies are decisive.

Holiday employment for international students

Students enrolled at a recognised university abroad may work during their official semester break for no more than 90 days within twelve months. Third-country nationals generally require ZAV confirmation of holiday employment before starting; confirmation is not issued retrospectively.

The farm should arrange early checks of semester dates, enrolment, the age limit and documents. Applicants should travel only after the contract, employment confirmation and any entry requirements are clear.

Checklist for agricultural businesses

Before recruitment, define the activity, dates, headcount, work location, weekly hours, pay, accommodation, meals, transport and responsible contact. These details determine which profiles fit and whether an employment route can realistically be assessed.

Before work begins, provide an understandable contract, safe conditions, registration and insurance under the applicable rules and an available contact at the farm. Communicate any change immediately to everyone involved.

Decision guide for farms→

Accommodation and fair working conditions

Accommodation is not a side issue. Address, occupancy, facilities, travel to work and every cost must be transparent before departure. Nobody should learn only after arrival what will be deducted from wages or how many people share a room.

Hours, pay, breaks, occupational safety and complaint routes must be understandable. Foreign workers must not be treated less favourably than domestic workers doing comparable work.

Information for workers→

Documents, ZAV and timing

A reliable timeline starts with complete information. Common requirements include proof of identity, contact details, experience and availability and, for students, proof of enrolment and official semester dates. Depending on the route, forms, a contract and official confirmations are added.

Missing, inconsistent or late documents delay assessment. SAISONIA coordinates information but does not replace decisions by employers, diplomatic missions, ZAV or other authorities.

EU/EEA, Georgia/Moldova and students

EU and European Economic Area citizens generally benefit from freedom of movement for workers. Swiss nationals are covered through the freedom-of-movement agreement. A specific Federal Employment Agency route exists for seasonal workers from Georgia and Moldova; holiday employment may apply to students enrolled abroad.

These categories are not interchangeable shortcuts. The route that actually applies to the specific person and job must be checked before any commitment.

Last updated: August 2026Content owner: Roman Ronaldo Kasel

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