Fair Beginnings, Strong Returns
Rethinking Reintegration in Pacific Labour Mobility The theme of this year’s Pacific Labour Mobility Annual Meeting (PLMAM), “Sustainable Reintegration Begins with Fair and Effective Recruitment”, raises an important question: what does reintegration really mean in the context of Pacific labour mobility? For seasonal workers in New Zealand’s Recognised Seasonal Employer (RSE) scheme, time away is usually six months, after which they must return home for at least five months before being eligible to recruit for the RSE again. Unlike the nine-month PALM visas in Australia, there is no pathway to a longer-term stay from the RSE visa. On the face of it, reintegration after six months is not likely to be a major issue for recruits who work for one or two seasons. Only 40 percent of the 56,500 recruits for the RSE since 2007 have returned for three or more seasons. The picture changes when absences accumulate year after year. For workers who leave, say, Samoa for six months annually, repeating this cycle for four or more years, the rhythm of absence and return inevitably creates family and community challenges. Adjusting to life at home after repeated long absences is not always seamless. Social stresses, family expectations, and even rumours about workers’ behaviour abroad can complicate the return. This is why the theme of this year’s meeting is so timely. Reintegration is not just about coming home once — it’s about managing the long-term impacts of seasonal as well as long-term cyclical migration. Fair and effective recruitment lies at the heart of sustainable reintegration, writes the author. Shifts in Labour Mobility The broader labour mobility landscape in the Pacific has been transformed dramatically over the past decade, particularly in Australia. Until the introduction of the Seasonal Worker Programme, the forerunner to today’s Pacific Australia Labour Mobility (PALM) scheme, Pacific people had no dedicated migration channel into Australia’s workforce. The PALM scheme, particularly its long-term stream, marks a significant policy shift. For the first time in over a century, Australia opened long-term, low-skilled and semi-skilled labour pathways for Pacific people. This is a profound change, one that mirrors New Zealand’s longer history of engagement. Australia has invested heavily in staffing, administration, and support to make the scheme work both onshore and in labour sending countries. Meanwhile, New Zealand’s RSE scheme continues to provide opportunities, though demand there has plateaued. In recent years, the cap on RSE numbers has not been reached. Rising costs for employers, from compliance and accommodation to pastoral care, have curbed demand. In Samoa, for example, New Zealand approved employers now pay a fee per Samoan worker, and Samoan workers themselves also face new costs. These financial pressures, on both sides, are shaping the trajectory of recruitment. Recruitment, Fairness, and Reintegration Fair and effective recruitment lies at the heart of sustainable reintegration. Labour sending countries often want to distribute opportunities equitably, ensuring that benefits are shared across communities. Yet recruitment often happens through established relationships between employers and experienced workers, who are then asked to recommend new candidates. While this system provides continuity, it risks limiting access for those outside the existing networks. Governments in countries such as Samoa, Tonga, and Vanuatu have sought to centralise recruitment through Labour Sending Units (LSUs). But balancing fairness with employers’ preferences remains a challenge. The critical question is how to ensure that workers participate with a clear plan for their earnings — whether that is education costs, housing, or small business ventures — rather than treating seasonal work as a lifestyle of permanent dependency on cash incomes earned through temporary labour migration overseas. In New Zealand, where workers must always return home, reintegration planning is essential to ensure maximum benefit from short-term circular migration. In Australia, where transitions from short-term to long-term PALM visas are possible, the pressures on families can be even greater, with absences stretching to years. The challenges of reintegration are different in this context. For some families, temporary work overseas has become a primary livelihood strategy, even passed down across generations. While remittances are vital, this kind of dependency risks undermining local livelihoods in the long term. Reintegration is not just about coming home once, writes the author. It’s about managing the long-term impacts of seasonal as well as long-term cyclical migration. The Changing Labour Market Looking ahead, sustainability will depend on recognising shifts in global and regional labour markets. Technological change, particularly automation, is already reshaping demand. In New Zealand, for instance, pack houses that once employed large numbers of women are becoming increasingly automated, reducing the need for seasonal labour. Technology will continue to disrupt traditional roles. Consumer expectations are also evolving. Major international buyers of agricultural products are scrutinising labour conditions more closely. Questions around ethical recruitment, modern slavery, and cost-sharing practices are now influencing whether large companies choose to buy Australian and New Zealand produce. For example, comparisons are being made between the costs borne by temporary migrant workers in New Zealand versus those recruited in the United States, where employers are often required to cover transport fully. These perceptions matter and will affect the long-term viability of Pacific labour mobility schemes. Priorities for Sustainability To keep Pacific labour mobility successful and sustainable, several priorities stand out. First, costs must remain manageable for both approved employers and workers. If participation becomes too expensive, demand will decline, and workers will struggle to send meaningful remittances home. Second, labour sending countries must play a proactive role in promoting fair recruitment and supporting reintegration. This means ensuring access is broad-based and encouraging workers to have long-term financial plans for their earnings. It also means discouraging the pattern where families become wholly reliant on seasonal migration, which may not be viable in the long run. Finally, stakeholders must keep pace with global shifts, from technology to consumer standards. Ethical recruitment, decent working conditions, and transparency will increasingly be non-negotiable in global supply chains. If PALM and RSE schemes can stay ahead of these expectations, they will remain attractive to both approved employers and consumers. Returning
EOI: PLMAM 2025 Catering Services
The PACER Plus Implementation Unit (PPIU) will host the 2025 Pacific Labour Mobility Annual Meeting (PLMAM) in Honiara, Solomon Islands from 3-6 November 2025. The event brings together key stakeholders from across the region to discuss labour mobility initiatives under the PACER Plus Agreement. To support this event, the PPIU seeks the services of a qualified and experienced catering service provider to provide high-quality catering for 350 participants over the period 4–6 November 2025. Detailed Terms of Reference is available here. Submission of EOI Interested individuals or organisation must submit the following documents/information to demonstrate their qualifications and experience, as well as costs: A detailed catering proposal, including sample menus. Company profile, outlining experience with similar events. List of equipment and facilities. Names and roles of staff who will support the event. Two recent references from similar or larger-sized events. Pricing structure for all services and inclusions. Deadline for Submissions Interested parties should submit an Expression of Interest (EOI) and eligibility requirements by email to the following address: procurement@pacerplus.org marked as “EOI – PLMAM25 CATERING”. Expressions of Interest need to be submitted to the PACER Plus Implementation Unit by Wednesday, 27 August 2025, 5:00PM (GMT +13:00). Any clarification questions from applicants may be submitted by email to: procurement@pacerplus.org PPIU is an equal opportunity employer and is committed to child protection. We encourage women, men and people living with disabilities to apply. More articles like this one
Final Evaluation Confirms Success of the Niue-Solomon Islands Labour Mobility Pilot
Alofi, NIUE – PACER Plus, in collaboration with the Government of Niue, hosted the final evaluation of the Niue-Solomon Islands Labour Mobility Pilot from 1-4 July 2025 in Niue. The ground-breaking labour mobility pilot between Niue and Solomon Islands has been deemed a success, following a comprehensive final evaluation that highlights the initiative’s strong outcomes for both countries. The Niue–Solomon Islands Intra-Pacific Labour Mobility Pilot, launched under the PACER Plus Arrangement on Labour Mobility (ALM) in July 2024, has provided a unique and valuable opportunity for four retired Solomon Islands nationals to address critical labour shortages in Niue’s aged care sector. The final evaluation confirmed that the pilot met its core objectives of facilitating the movement of Pacific labour within Pacific countries to deliver mutual benefits to both labour sending and labour receiving countries. The Niue-Solomon Islands Intra-Pacific Labour Mobility Pilot has provided a valuable opportunity for four retired Solomon Islands nationals to address critical labour shortages in Niue’s aged care sector. The evaluation found that Niue benefited from increased workforce capacity and improved aged care services while the retired nurses from Solomon Islands gained an income-generating opportunity they otherwise would not have had. Both governments demonstrated strong collaboration, which set a precedent for future intra-Pacific labour arrangements. The final evaluation also identified lessons for future intra-Pacific initiatives, including the need for streamlined recruitment processes, tailored pre-departure training, and continued worker welfare support. Niue’s Minister for Finance and Infrastructure, Hon. Crossley Tatui, welcomed the results. “This pilot has demonstrated that Pacific Island countries can work together to solve shared challenges. We are proud to have hosted workers from Solomon Islands and are already seeing the positive impacts in our aged care sector.” Hon. Crossley Tatui, Niue’s Minister for Finance and Infrastructure, Solomon Islands’ Deputy Secretary for Foreign Affairs and External Trade, Mr. Hickson George, echoed the sentiment: “This has been an important opportunity for our workers to gain employment in their retirement years and support their families at home. We look forward to expanding such partnerships under the PACER Plus framework.” The success of the pilot has generated interest in scaling up intra-Pacific labour mobility in critical sectors while ensuring that development benefits are shared across the region. PACER Plus will use the evaluation findings to inform the development of Niue’s Labour Mobility Strategy and provide broader regional policy and develop practical guidance for Parties seeking to initiate similar pilot schemes. -ENDS- More articles like this one
PACER Plus Parties Unite to Tackle Social Impacts of Labour Mobility
The Regional Workshop on Addressing the Social Impacts of Labour Mobility in the PACER Plus Arrangement on Labour Mobility (ALM) opened today and brings together officials from the 11 PACER Plus ALM signatory countries. APIA, Samoa – PACER Plus Parties have come together in Apia, Samoa, this week to talk about how to better understand and address the negative social impacts of Pacific labour mobility. The four-day Regional Workshop on Addressing the Social Impacts of Labour Mobility in the PACER Plus Arrangement on Labour Mobility (ALM) opened today and brings together officials from the 11 PACER Plus ALM signatory countries: Australia, Cook Islands, Kiribati, Nauru, New Zealand, Niue, Samoa, Solomon Islands, Tonga, Tuvalu, and Vanuatu. The workshop is being hosted by the PACER Plus Implementation Unit (PPIU), which serves as the Labour Mobility Secretariat. The PACER Plus Arrangement on Labour Mobility is a regional cooperation framework that sits alongside the PACER Plus trade agreement. It aims to strengthen labour mobility cooperation by promoting good practices and enabling policies that can increase the mutual development benefits of labour mobility for labour receiving and labour sending countries. Kevin Meplu, Senior Trade Officer at the Solomon Islands Department of External Trade. A review of the ALM in 2023 highlighted the need to do more to protect workers and ensure that labour mobility delivers positive outcomes not just for individuals, but for their families and home communities. The review found that some workers face difficulties such as poor accommodation, high migration costs, and limited understanding of their rights and responsibilities while abroad. It also found that employers and systems in Australia and New Zealand are sometimes not well-equipped to understand or respond to the specific needs and cultural values of Pacific workers. This week’s workshop aims to help define what “social impacts” of labour mobility really mean in a Pacific context — and how best to manage them. Participants will also provide feedback on two important draft tools: the Pacific Guidelines on Sustainable Reintegration, and the General Guidance on Pacific Labour Mobility Worker Recruitment. Both tools are being developed by the PPIU to support better worker preparation, safer migration experiences, and effective labour migration reintegration that enhances the economic and social benefits of labour mobility. “This workshop is a step forward in making sure that the next stage of our work under the ALM responds directly to the needs and priorities of Pacific countries, workers, and communities. We are bringing together the lived realities of our people and using those insights to shape better regional cooperation. Our focus is to complement, not duplicate, what countries and stakeholders are already doing. This is about building something stronger together.” Dr. Alisi Holani, Trade in Services & Investment Adviser and Labour Mobility Specialist at the PPIU Discussions at the workshop will also help shape the new social impacts component of the ALM work programme. The goal is to ensure that it reflects the priorities of Pacific countries and provides practical tools to support ethical recruitment, decent work, and sustainable reintegration of workers. The workshop will conclude on Thursday, 26 June 2025. More articles like this one
Pacific Workers’ Superannuation Talanoa Address Critical Issues
APIA, Samoa – The Pacific Australia Labour Mobility (PALM) scheme and the Recognised Seasonal Employers (RSE) program have been instrumental in promoting economic development and fostering regional cooperation among Pacific participant countries. However, an ongoing challenge faced by workers under these schemes relates to superannuation arrangements and the accessibility of funds upon return to their countries of origin. To address this pressing issue and find a comprehensive regional solution, the PACER Plus Implementation Unit initiated the first Regional Virtual Talanoa on Superannuation Arrangements in the RSE and PALM Schemes today. The virtual talanoa was an outcome of the 2022 Pacific Labour Mobility Annual Meeting (PLMAM) and aimed to increase understanding of existing superannuation arrangements, the issues involved and establish a regional way forward to addressing these issues. Key stakeholders from Australia and New Zealand, Pacific PACER Plus Parties and Signatories to the PACER Plus Arrangement on Labour Mobility, as well as representatives from PALM and RSE labour sending countries which are not Parties to the PACER Plus met virtually today for the first Regional Virtual Talanoa on Superannuation Arrangements in the RSE and PALM Schemes. In establishing this regional way forward on superannuation, it was important to ensure an inclusive talanoa that can mutually deliver benefits to both labour sending and labour receiving countries. The talanoa therefore brought together key stakeholders from Australia and New Zealand, Pacific PACER Plus Parties and Signatories to the PACER Plus Arrangement on Labour Mobility, as well as representatives from PALM and RSE labour sending countries which are not Parties to the PACER Plus. Superannuation arrangements differ between Australia and New Zealand, with Australian laws mandating Approved Employers to contribute 11 percent of gross earnings to workers’ superannuation funds. On the other hand, New Zealand’s RSE program does not require employers to make superannuation contributions, but the New Zealand government and RSE employers have looked into other superannuation arrangements for workers. Superannuation funds are additional financial flows that can support Pacific households and communities as well as contribute to economic development in Pacific labour sending countries. These monies are claimed upon workers’ return to their countries and exists as a form of savings additional to their wages. Improving the process for claiming these funds and exploring opportunities for transfers to national provident funds would increase the benefits to workers and their communities. During today’s virtual gathering, participants engaged in candid discussions, exchanged perspectives, and jointly explored feasible solutions that ensure equitable and efficient superannuation arrangements for all workers under the RSE and PALM schemes. The PACER Plus Implementation Unit is committed to fostering stronger cooperation among labour receiving and sending countries and is confident that it is through increased cooperation that arrangements such as for superannuation can be improved so as to increase benefits to the Pacific. -ENDS- More articles like this one
PACER Plus Joint Committee Charts Strategic Path Forward for Pacific Trade and Development
HONIARA, Solomon Islands – The Eighth Meeting of the PACER Plus Joint Committee concluded on Tuesday 6 May 2025 in Honiara, Solomon Islands, bringing together senior government officials from Australia, Cook Islands, Kiribati, New Zealand, Niue, Samoa, Solomon Islands, Tonga, Tuvalu, and Vanuatu. Chaired by Ambassador Collin Beck, Permanent Secretary of the Solomon Islands Ministry of Foreign Affairs and External Trade, the two-day meeting provided a crucial platform for Parties to review progress, reimagine the future of PACER Plus, and strengthen regional economic integration. Senior government officials from the ten PACER Plus Parties gathered in Honiara, Solomon Islands for the Eighth PACER Plus Joint Committee Meeting. Ambassador Beck underscored the significance of PACER Plus in navigating today’s uncertain global trade environment. “PACER Plus was envisioned as a pathway toward deepening economic integration across the Blue Pacific Continent by creating a predictable, rules-based trade environment and unlocking targeted development assistance through the PACER Plus Development and Economic Cooperation (DEC) Work Programme. This meeting was an opportunity to reflect on the past, reimagine the Agreement’s next phase, and ensure it delivers meaningful impact for our people.” Ambassador Collin Beck, Permanent Secretary of the Solomon Islands Ministry of Foreign Affairs and External Trade The DEC Work Programme, funded by Australia and New Zealand, is a cornerstone of PACER Plus implementation, designed to support Pacific Island countries in building trade capacity, strengthening industries, and overcoming barriers to economic growth. It provides targeted assistance in areas such as export development, trade facilitation, and skills training, ensuring that Pacific Parties can fully benefit from regional and global trade opportunities. Ms. Natalia Patternot, Director, Department of External Trade with the Ministry of Foreign Affairs and External Trade in Solomon Islands speaks at the PACER Plus Joint Committee Meeting. The meeting approved high-level strategic priorities for the next DEC Work Programme cycle (2025-2030) commencing the work towards confirming arrangements required for continuation of the DEC Work Programme beyond 2025. Discussions emphasised the need for a sharper focus on export development, value chain strengthening, reducing shipping and logistics costs, and targeted skills development. The meeting also highlighted the importance of private sector engagement, digital trade as a key economic driver, and the alignment of strategic priorities with measurable 2030 targets under the Monitoring, Evaluation, Learning and Adaptation (MELA) Framework. Parties reaffirmed PACER Plus as a vital mechanism for regional economic integration, in line with the 2050 Strategy for the Blue Pacific Continent. Expanding membership remains a key priority, with commitments to advocate for new members to join the Agreement. Mr. Alan Armistead, Director of International and Trade Affairs Division with the Ministry of Foreign Affairs and Immigration Cook Islands speaks at the PACER Plus Joint Committee Meeting. Australia and New Zealand provided updates on the current internal governance reviews required to confirm resourcing for the next DEC Work Programme (2025-2030). Ambassador Beck expressed gratitude on behalf of all Parties: “We deeply appreciate the ongoing commitment of Australia and New Zealand to PACER Plus, both through their current funding and their expressed support for the next phase. Their partnership is instrumental in ensuring Pacific nations can harness trade for sustainable development.” The Joint Committee reaffirmed Parties’ commitment to the rules-based multilateral trading system, with the World Trade Organisation at its core. A joint statement was adopted as follows: “We affirm our commitment to a transparent, non-discriminatory, and open rules-based multilateral trading system which provides certainty and predictability for businesses, builds trust and confidence among consumers, and underpins the growth of international trade and development. In the face of mounting challenges, including disruptions in global supply chains, rising protectionism and climate change, our collective commitment to these principles and the maintenance of trade openness is more crucial than ever,” the statement read. Parties also pledged to uphold a special and differential treatment for Small Island Developing States, ensuring tailored support to safeguard food security, livelihoods, and effective participation in global trade. The outcomes of this meeting will guide the next phase of PACER Plus, ensuring it remains responsive to the needs of the Pacific and delivers tangible benefits for the region. To read the full Eighth PACER Plus Joint Committee Outcome Summary, please click here. -ENDS- More articles like this one
Solomon Islands Begins Preparations for PLMAM 2025
HONIARA, Solomon Islands – The preeminent regional forum for labour mobility, the Pacific Labour Mobility Annual Meeting (PLMAM) will be held in Honiara, Solomon Islands in November 2025. This week, the PACER Plus Implementation Unit (PPIU) is in Honiara to begin preparations for PLMAM 2025 in collaboration with the Government of the Solomon Islands. The Deputy Secretary for the Solomon Islands Ministry of Foreign Affairs and External Trade, Mr. Hickson George expressed his enthusiasm for the upcoming meeting. (L-R) Director Christina Marau, Dr Alisi Kautoke Holani, Deputy Secretary Hickson George, Mr. Alistair Molioo, and Mr. Patrick Kaka. “Labour mobility is a development priority for the government of the Solomon Islands and we are very excited to welcome labour mobility stakeholders from across the region to our shores this November,” said Mr. George. “Solomon Islands was one of the late comers to labour mobility, having only joined the Pacific labour mobility schemes to Australia in 2019. However, in a very short time it has grown tremendously as a labour sending country and we are excited to be sharing some of the best practices that we have adopted and also to learn from our other neighbouring Pacific islands and partners.” The discussions this week will consider the dates and key issues to be deliberated during PLMAM 2025 and how the forum can improve in fostering regional labour mobility cooperation. Dr. Alisi Kautoke Holani, PPIU’s Labour Mobility Specialist, emphasised the importance of collaborative efforts. “Labour mobility has proven to be a transformative driver of socio-economic development in the region, but it is not without its challenges. The PLMAM serves as the leading regional platform to address these challenges and promote mutual benefits by sharing best practices, exploring innovative solutions and strengthening effective partnerships across all Pacific labour mobility stakeholders,” said Dr. Holani. The PPIU, in its role as the Labour Mobility Secretariat, is also the Secretariat to the PLMAM and will be supporting the government of Solomon Islands as it prepares to host the annual meeting in November. Details on PLMAM 2025 will be later released through the PACER Plus website. -ENDS- More articles like this one
Harvesting Hope: Rose Sosoe’s Journey from Honiara to Marlborough
Rose Sosoe had a simple dream: to provide a better life for her family. As a young mother in Honiara, Solomon Islands, she worked part-time at a local bakery, making ends meet but always hoping for more. With a five-year-old child depending on her, Rose yearned for an opportunity that would allow her to uplift her family’s standard of living. That opportunity came when her sister-in-law introduced her to the Recognised Seasonal Employer (RSE) scheme in New Zealand. This program, established in 2007, connects workers from Asia-Pacific countries with New Zealand’s horticulture and viticulture sectors, addressing labour shortages while offering workers a chance to earn a sustainable income. For Rose, it was a lifeline. “My sister-in-law spoke to me about the RSE scheme, and that got my interest. I knew this was what I wanted to do, so I applied,” Rose recalls in Pijin. Rose Sosoe (pictured) says that the income she earns allows her to send remittances back home, supporting her family and providing a better future for her child. Rose’s determination paid off when she secured a job working on vineyards in New Zealand’s largest wine-growing region, Marlborough. Her employer, Hortus, is a leader in ethical workforce solutions across several regions of New Zealand, focused on support both people and land. Despite her nerves about leaving home – she had never been outside Solomon Islands before – Rose was eager to seize the opportunity. In July 2022, she boarded a plane to New Zealand, ready to work hard for a brighter future. Two years later, Rose reflects on her journey with pride. “I joined Hortus in July 2022, and two years later, I’m grateful to still be part of the team and contributing to Hortus’ success. It’s been a wonderful journey, one that has allowed me to gain meaningful employment and learn new skills. I have also been able to support my now seven-year-old back home in Honiara,” Rose shared. Her experience working in New Zealand has been life changing. The income she earns allows her to send remittances back home, supporting her family and providing a better future for her child. But beyond the financial benefits, Rose has also gained a sense of empowerment and accomplishment. At Hortus, Rose is part of a diverse team, many of whom are also from Pacific nations. Mike Jay, General Manager of Hortus, speaks highly of Rose’s contribution and the value Pacific workers bring to the company. Rose is part of a diverse team at Hortus, a leader in ethical workforce solutions across several regions in New Zealand. “Rose is a valued part of our team, and her hard work embodies the commitment and resilience that Hortus prides itself on. Through the RSE scheme, we’ve been able to build lasting partnerships with skilled workers from Pacific nations, who bring dedication and an incredible work ethic. These relationships are vital – not just for meeting labour needs, but for creating a positive impact on both our business and the lives of the people involved. It’s a partnership that supports growth for everyone,” Jay said. Hortus is one of many New Zealand businesses that have embraced the RSE scheme, not just for the labour it provides but for the meaningful relationships it fosters between the workers and the company. For Rose and her colleagues, it’s more than just a job – it’s a stepping stone toward a better life. “Every day I wake up thankful for this opportunity,” Rose says with a smile. “I’ve learned so much, and I’ve seen how my hard work can make a difference for my family.” -ENDS- More articles like this one
Overcoming Barriers: PB Agrifood is making small changes for a big difference
After just two months in Australia, Jimmy from Solomon Islands earned a reputation as one of PB Agrifood’s most productive and enthusiastic workers. While Jimmy has a hearing impairment, with no ability to hear in one ear and only partial hearing in the other, this has not been a barrier to his employment. With the help and support of his employer and colleagues, Jimmy is thriving in his role as a production hand at the Toowoomba-based business, which specialises in trading soybeans, mungbeans, sunflowers, birdseeds, protein meal and planting seed. Jimmy (right) is thriving in his role as a production hand at PB Agrifood. Next to Jimmy is company director, Catherine. Originally from Solomon Islands, Jimmy is part of the Pacific Australia Labour Mobility (PALM) scheme, which connects workers from the Pacific islands and Timor-Leste with eligible employers in Australia. He joined PB Agrifood in March 2023 and said he is grateful for the way his colleagues and employer have shaped his experience so far. “I’m really enjoying my new job. My friends help me with explanations, and they help me understand,” Jimmy said. PB Agrifood Director Catherine Brodie said the company had made some ‘reasonable adjustments’ in the workplace, to ensure Jimmy can perform all his tasks safely. “We just adjusted some of our procedures and communications with Jimmy to explain what tasks he had to do in his role. If he doesn’t quite understand us, we use sign language or write on paper,” she said. For PB Agrifood making some simple changes has paid off for everyone involved. “He has picked up the role so quickly and has gone 110% above and beyond. Jimmy is always a happy man, he is always smiling. He is one of the best baggers here, and the guys really appreciate having him on their team,” Catherine said. Although Catherine and her team have fulfilled their obligation to make reasonable adjustments for Jimmy, they wanted to take their support a step further. Jimmy has known he has a hearing impairment since he was young but doesn’t have access to hearing aids in Solomon Islands. “My parents knew I had a hearing problem and took me to the hospital but in my country, I couldn’t get hearing aids. They just checked and said, ‘you have a hearing problem’. Then I accepted it and moved on with my life,” he said. Having a hearing aid will impact Jimmy’s life long after he returns home from the PALM scheme. Moving to Australia meant that Jimmy would finally be able to access this technology–but it would cost AU$2,500, the equivalent of around six months’ savings. To improve the quality of his hearing sooner, PB Agrifood and Labour Solutions Australia, worked together with health insurance provider nib to cover the cost of Jimmy’s hearing aids. Within a few months, he was fitted with the small but life-changing devices. “When I hear my voice, the sound is different–it’s better,” said Jimmy, just after his fitting. “Now I will be able to talk easily with my workmates,” he added. But it’s not just about the workplace. Having a hearing aid will impact Jimmy’s life long after he returns home from the PALM scheme. “And my daughter–I’ll talk to her on the weekend. I will tell her that I have new hearing. I’ll tell her that my life has changed,” he said. More articles like this one
Collectively building the resilience of Pacific labour mobility
The Pacific labour mobility landscape has evolved considerably since the inception of the New Zealand Recognised Seasonal Employer (RSE) scheme and the Pacific Australia Labour Mobility Programme (originally the Seasonal Worker Programme and Pacific Labour Scheme). The onset of COVID-19, economic recessions, natural disasters and changing government policies have contributed to this evolution, warranting a relook at Pacific labour mobility settings to ensure resilience and sustainability. The 2024 Pacific Labour Mobility Annual Meeting (PLMAM) seeks to launch this discussion under the theme of “Collectively Building Resilience”. The PACER Plus Implementation Unit (PPIU) sat down with one of the leading experts on Pacific labour mobility, Emeritus Professor Richard Bedford, to get his insights on this theme and what we can envisage from the discussions at PLMAM. Emeritus Professor Richard Bedford. At the core of any considerations on the sustainability and resilience of Pacific labour mobility are the Pacific workers who supply labour and the New Zealand and Australian employers who demand their labour. Workers’ families and households should also not be discounted as they play a critical role in shaping the behavior and decision making of Pacific workers even when they are away from home. In this regard, the continued success of Pacific labour mobility really stems from ensuring that the costs to the workers and employers do not outweigh the benefits. Professor Bedford pointed out that the issue of costs versus benefits was the subject of a lot of discussion at the recent annual RSE Conference in New Zealand. “Several changes to a number of provisions relating to minimum payments to workers were announced at the Conference and while these have provided some welcome relief to employers they attracted sharp criticism from representatives of Pacific Governments who were in attendance,” noted Professor Bedford. The details of the changes can be found here and here, but one of the key concerns the Pacific representatives had was the absence of any consultation with them about the proposed changes in advance of their announcement and very rapid implementation, which was four days after the conference. Sudden changes in policy either in the labour sending or the labour receiving countries can create major challenges to key stakeholders in temporary migration schemes like the RSE and PALM. Consultation is clearly at the heart of PLMAM’s theme of “Collectively Building Resilience”. Sudden changes in policy either in the labour sending or the labour receiving countries can create major challenges to key stakeholders in temporary migration schemes like the RSE and PALM. As Vanuatu’s High Commissioner to New Zealand, His Excellency Mr. Jimmy Nipo, stressed in a thought-provoking keynote address entitled Sustainable bilateral relations: Vanuatu and the balancing act, “To ensure that our bilateral relations are sustained, the mutual benefits must be balanced out. The act of balance must be mutual. Open conversations must be done regularly.” PLMAM provides very valuable opportunities for “open conversations” about how we deal with ensuring balance in the distribution of costs and benefits from temporary labour migration policies. The impacts of climate change on economies and societies in the region must also be part of these conversations, not only because changing weather conditions are affecting workers’ hours of work and earnings, but also to determine how labour mobility can be used to build the resilience of their communities at home. Stakeholders at the PLMAM 2023 in Port Vila, Vanuatu. Professor Bedford emphasised that the importance of PLMAM lies in its ability to “provide a forum where a wide range of labour mobility stakeholders feel that they can share their views.” “There is real potential for a good relationship between countries in terms of temporary schemes that can enable people to earn money to help support their communities. The question is how do we maximise opportunities in these schemes to support that aspect of resilience in Pacific countries?” said Professor Bedford. Addressing these issues and building the resilience of Pacific labour mobility requires changes to policy settings in both labour receiving and labour sending countries. PLMAM provides a valuable platform for discussions to inform policy formulation in both labour sending and labour receiving countries particularly as it brings together workers, employers, governments of labour sending and labour receiving countries, unions, academics, private sector, civil society, and regional organisations. Professor Bedford emphasised that the importance of PLMAM lies in its ability to “provide a forum where a wide range of labour mobility stakeholders feel that they can share their views.” PLMAM also provides a platform for these views to be translated to action through an Outcomes Document which provides agreed actions to be implemented by various Pacific labour mobility stakeholders including the PACER Plus Implementation Unit. PLMAM provides very valuable opportunities for “open conversations” about how we deal with ensuring balance in the distribution of costs and benefits from temporary labour migration policies. The impacts of climate change on economies and societies in the region must also be part of these conversations, not only because changing weather conditions are affecting workers’ hours of work and earnings, but also to determine how labour mobility can be used to build the resilience of their communities at home. More articles like this one