Preparing your workforce for the 2026 harvest season

If you're reading this in early May, you still have time. If you're reading it at the end of June — it's already harder. Harvest workforce in Latvia in 2026 is not something you can solve in a week once the crop is ripe. It's a multi-week planning process, and every step is time-sensitive.

This article lays out a concrete plan for farms working with machinery, berry or vegetable harvesting, or greenhouse work this season. The plan is based on our nine years of hands-on experience with Latvian farms.

The reality of the Latvian labour market in 2026

Bluntly put — the local workforce for agricultural roles is no longer available. Central Statistical Bureau data shows that employment in Latvian agriculture has shrunk by roughly a third over the past 10 years. Experienced machinery operators are even fewer. For seasonal work, competition from Germany and Scandinavia, which pay higher wages, is very real.

This doesn't mean there's no solution. It means the solution takes advance planning and — most often — international workers from countries where agriculture is strong: primarily Brazil. These people have grown up with tractors and combines, they know how to work, and they're motivated to come to Latvia.

What to do in May: the assessment phase

The first step is honest seasonal planning. Before calling any agency or trying to find workers yourself, answer these questions:

• How many people will you actually need? Break it down by period — e.g. 3 people in June for the greenhouse, 8 in July–August for berries, 2 in September for machinery.
• How much of that can you cover with your existing team? Is there anyone who worked previous seasons and will return?
• How long is each worker's engagement? Six weeks? Three months? The whole season through October?
• Do you have accommodation for workers? It's a huge advantage and helps attract people.

Write these numbers down. That's the base to work from.

What to do in May: the outreach phase

Contact several workforce agencies — not just one. Candidates worth working with should be evaluated on three criteria:

1. Is the agency registered with the National Employment Agency (NVA) workforce service provider register? That's a legal requirement. If they aren't, don't trust them.
2. Does the agency work directly with international labour? Starting the season in June from the local Latvian market alone is no longer realistic — local seasonal workers, if any remain, are booked well in advance.
3. Can the agency show results from previous seasons? Client testimonials, named farms. If everything is vague, that's a bad signal.

End of May — early June: signing the agreement

In this window the most important thing is to lock in the specific headcount and dates. The earlier that happens, the better the agency can plan logistics — visas, paperwork, accommodation, transport.

A typical mistake we see every year: a farm owner calls on 20 June and says "I need eight people for a harvest starting in two weeks". That simply isn't realistic if the workers are still in South America. Sourcing Brazilian workers under the visa-free entry regime takes about 3 weeks, and workers from other countries — 2–3 months. If your harvest starts in July, the end of May is the absolute latest moment to start the conversation.

The exception — agencies with a standing team already in Latvia, currently working other projects or awaiting the next. Then the timeline can be 5–7 days. But the pool of such workers is limited and at the seasonal peak they are all booked.

June–July: preparation and the first days of work

Once workers are sourced, the operational phase begins. Here's what a farm can do on its own side to make sure the start of the season runs smoothly:

• Prepare a clear job description — what the duties are, how long the working hours are, what the shift system looks like
• Speak with your agency contact at least once a week to keep information flowing
• Prepare accommodation or confirm that the agency has arranged it
• Think about how to plan the first day — who from your team will meet the workers, who will walk them through the site, how the language question is handled

The single biggest investment at the start of the season is a good first day. People arriving from another country appreciate the sense that they were expected. It affects how well they work for the next 3 months.

Pricing logic in 2026

Workforce sourcing prices in Latvia in 2026 vary within ranges tied to role and season:

• Simpler manual work (berry pickers, vegetable harvesters) — mid range
• Seasonal helpers with some experience (greenhouse workers) — mid to upper range
• Machinery operators, tractor and combine drivers — upper range

We share the specific rate on request, because it depends on project size, engagement length and accommodation. But the important thing to understand: everything is included in the rate — wage, taxes, paid leave, sick leave, paperwork. You get one invoice per month. That's what separates a professional agency from off-the-books hiring that can later cause problems with the tax office or NVA.

Summary: an action plan

If your seasonal peak is July–August, decisions need to be made in May. If your peak is September–October, decisions need to be made in June. Otherwise you may be left without workers exactly when you need them most.

The concrete steps:

1. Prepare a seasonal-need list (headcount by period, roles)
2. Contact 2–3 workforce agencies and compare offers
3. Sign an agreement by the end of May or the first week of June
4. Prepare accommodation and a first-day plan
5. Stay in contact with the agency throughout the season

If you'd like our offer for this season, get in touch directly — we respond within one business day.