If you grow, pack, manage, or contract in horticulture, you have probably heard the word GRASP.

And for many businesses, it sounds like another audit layer.

More forms.
More records.
More things to check before the assessor arrives.

But GRASP is not really about paperwork.

It is about proving that workers are being treated fairly, safely, and responsibly within the supply chain.

GLOBALG.A.P. describes GRASP as a checklist producers can use to assess, improve, and show responsible social practices. It builds on worker health, safety, and welfare topics and covers areas such as labour and human rights, worker representation, and protection of children and young workers.

For New Zealand growers and contractors, especially in kiwifruit and avocado supply chains, this matters because worker welfare is now part of market trust.

Let’s break GRASP compliance down in plain English.

What Is GRASP?

GRASP stands for GLOBALG.A.P. Risk Assessment on Social Practice.

In simple terms, it is a worker welfare and social practice check.

Zespri describes GRASP as an employment and worker rights management tool designed for global supply chains to assess, improve, and demonstrate responsible social practices.

That means GRASP looks at the people side of production.

It asks questions like:

• Are workers being paid properly?
• Do workers understand their rights?
• Is there a clear complaint process?
• Are worker records current?
• Are young workers protected?
• Can workers raise concerns safely?
• Is there evidence that the business is managing worker welfare properly?

GRASP is not just about saying, “We treat people well.”

It is about being able to prove it.

Why GRASP Matters for Growers and Contractors

Export supply chains depend on trust.

Buyers want to know that fruit is not only safe to eat, but also produced under responsible working conditions.

That means compliance is not only about spray records, traceability, and food safety.

It also includes the people doing the work.

For growers and contractors, GRASP helps show that worker welfare is not being ignored.

This is especially important where businesses use:

• Seasonal workers
• Casual labour
• Labour hire providers
• Contractors
• Harvest crews
• Pruning teams
• Spray or fertiliser operators
• Packhouse or orchard support workers

If workers are part of your operation, worker welfare evidence matters.

What Auditors Look For

Auditors are not only looking for policies.

They are looking for evidence that the system works.

That evidence may include:

• Employment agreements or terms of employment
• Wage and payslip records
• Time records
• Complaint process records
• Worker communication evidence
• Worker representation information
• Training or induction records
• Human rights or worker welfare policies
• Records linked to young workers or child labour protections
• Proof workers can access employment rights information

Zespri’s GRASP section lists areas such as right of association and representation, worker representation, complaint process, human rights policies, access to labour regulations information, terms of employment, payments, wages, working age, working hours and breaks, and disciplinary procedures.

That gives a good picture of what GRASP is trying to check.

It is checking whether workers are protected in real life.

Employment Records: The Basics Must Be Clear

One of the first things that needs to be tidy is employment documentation.

Workers should have clear information about their employment.

This may include:

• Their role
• Their pay rate
• Their hours
• Their conditions
• Their breaks
• Their rights
• How concerns can be raised

This is where businesses often get caught.

Not because they are trying to do the wrong thing, but because the records are scattered, outdated, or hard to explain.

If a worker is asked about their job conditions, and the records do not match what is happening, that creates risk.

The goal is simple:

What is written down should match what actually happens.

Wages, Payslips, and Time Records

Wage evidence is a key part of GRASP.

Zespri’s wages guidance says all workers must earn at least minimum wage and receive a payslip. It also says payslips or registers should show things such as hours worked, overtime, payment calculations, paid breaks, and agreed deductions. Zespri states wage records must be securely stored for seven years.

This matters because wage records are proof.

They show whether workers are being paid properly.

They also help protect the business if questions are asked later.

Time records are also important.

If workers are paid by the hour, by contract, or through any other calculation method, the system needs to make sense and be easy to explain.

Worker Rights and Communication

GRASP also focuses on whether workers understand their rights.

This is not just about having a poster on a wall that nobody reads.

Zespri says workers must be given easy-to-understand and current information on New Zealand employment rights.

In plain English:

Workers should know where to find information about their rights.

They should know who to talk to.

They should understand the process for raising concerns.

For businesses with workers who speak different languages, communication needs extra care.

The information should be understandable, not just technically available.

Complaint Processes

A complaint process is another important part of GRASP compliance.

Zespri’s complaint process guidance says workers need to understand how to raise complaints, and the business needs at least one publicly available place to file complaints that is independent from supervisory staff. The process should say how and where to complain, who answers complaints, the time for resolution, and that the process is confidential.

This is one area where many businesses are too vague.

They might say:

“Workers can come to us if there is a problem.”

That may be true.

But GRASP expects a clearer process.

A good complaint process should be simple, safe, and understood.

Worker Representation and Participation

GRASP also looks at whether workers have a voice.

That might include worker representation, the right of association, and ways for workers to raise issues.

This does not mean every small business needs a complicated system.

But it does mean workers should have a clear pathway to be heard.

For growers and contractors, this could look like:

• A named worker representative
• A clear welfare contact
• Regular worker check-ins
• A documented way to raise concerns
• Evidence that issues are followed up

Again, the key is evidence.

If it happened but cannot be shown, it becomes harder to prove.

What Businesses Get Wrong Most

Here are the common GRASP compliance mistakes:

1. Leaving worker welfare until audit season

GRASP evidence should not be gathered the night before an assessment.

It needs to stay current during the season.

2. Having records, but not organised records

A payslip in one folder, a complaint process in another, and employment information somewhere else creates stress.

Auditors need evidence that is easy to locate and explain.

3. Assuming contractors manage everything

Contractors may manage their own workers, but growers and orchard managers still need to understand how contractor labour fits into the compliance picture.

4. Having a complaint process workers do not know about

A policy is not enough if workers do not understand how to use it.

5. Forgetting communication barriers

If workers cannot easily understand the information, the system may not work in practice.

A Simple GRASP Readiness Check

Before audit season, ask:

• Are employment records current?
• Are wage and time records complete?
• Do workers receive payslips?
• Is employment rights information easy to access?
• Is there a clear complaint process?
• Do workers know how to raise concerns?
• Is worker welfare evidence organised?
• Are contractor labour records understood?
• Can we explain the system calmly?

If the answer is “not quite,” that is your starting point.

Not panic.

Just tidy the proof.

A Note for Businesses Outside New Zealand

This article is written with New Zealand growers and contractors in mind, but GRASP is part of the international GLOBALG.A.P. system.

The country may change.
The employment laws may change.
The buyer requirements may change.
The certification pathway may change.

But the core idea remains the same:

Protect workers.
Communicate clearly.
Keep proper records.
Provide safe ways to raise concerns.
Be able to prove the system works.

If you operate outside New Zealand, use this structure and align it with your local labour laws, buyer rules, and certification body requirements.

Final Thought

GRASP compliance is not about making your business look perfect.

It is about showing that worker welfare is real, organised, and understood.

Workers should know their rights.
Records should be clear.
Complaints should have a safe pathway.
Wages and time records should be complete.
Contractor labour should not fall through the cracks.

For growers and contractors, this protects people, protects market access, and builds trust in the supply chain.

If you would like practical, editable templates to help organise GRASP evidence, worker welfare records, complaint processes, employment records, contractor checks, and audit preparation, our Way Safe Biz DIY Compliance Bundle is currently being developed.

You can register your expression of interest below.

Clear records.
Clear worker welfare systems.
Audit-ready confidence.

– Esther, Way Safe Biz