NFU Scotland | /labour-and-contract-work.aspx

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Labour & Contract Work


Labour

A section is available on the NFU Scotland website for members to list job opportunities should additional farm labour be required, available here

There is no restriction on NFU Scotland members employing individuals who have been furloughed from alternative employment on a seasonal or permanent basis.


I use a Contractor,  What Should Do?

It’s important to contact your agricultural contractor and discuss the jobs which are required, prioritise essential and emergency work. If there is non-essential work which is due to be conducted, discuss how best to delay this for the foreseeable future and what timelines can be put in place.

Ensure that your agricultural contractor can conduct their work safely in line with new Coronavirus advice from government whilst adhering to the normal health and safety guidelines and that their employees, if relevant, are also briefed on what to do.

You may want to discuss how best to manage coming on to farm, for example; whether information can be sent via email rather than physically handed to one another. In addition, your contractor may require more information from you to explain why the job they are conducting is essential, in case they are asked by the authorities.

Further information from the National Association of Agricultural Contractors (NAAC) is available here


I am an Agricultural Contractor, What Should I Do?

It is important to have an open conversation with your customer to identify the essential and high priority jobs which need to be conducted at this time, where jobs can be delayed, agree a timescale in which they will become critical (if at all).

NFU Scotland has heard of cases where Contractors have been stopped whilst traveling to farms to conduct essential work. Try to have details of the job you are attending and explain to the authorities the role of a contractor and why this is essential work at this time.  

If you employ any workers, refer to good practice guidelines outlined in ‘Guidance for Employers’.

Detailed guidance is available from NAAC here

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