Global Workforce Seasonal Visa and Peak Seasonal Visa

The Government has announced two new visa options under the Accredited Employer Work Visa (AEWV) framework: the Global Workforce Seasonal Visa (GWSV) and the Peak Seasonal Visa (PSV). These visas, set to launch on 8 December 2025, aim to help accredited employers fill short-term roles during seasonal peaks.

For industries like agriculture, horticulture, viticulture, seafood, forestry, and meat processing, this announcement is a development. However, we are still waiting for the full Immigration New Zealand (INZ) instructions to confirm how these visas will operate in practice.

What We Know About the Global Workforce Seasonal Visa and Peak Seasonal Visa

Global Workforce Seasonal Visa (GWSV)

• Designed for skilled seasonal roles (e.g. shearers, winemakers, agricultural technicians, snow sport instructors, mountain guides).

• Valid for up to 3 years, with the condition that visa holders spend at least 3 months outside New Zealand each year.

• Applicants must have worked in a relevant seasonal role for at least 3 seasons in the last 6 years.

• No Labour Market Test or English language requirement.

• Visa holders may transition to other visa types.
  

Peak Seasonal Visa (PSV)

• For entry-level or lower-skilled seasonal roles (e.g. mussel farm workers, relief milkers, forestry workers, meat process workers, winery cellar hands).

• Valid for up to 7 months, after which workers must take a 4-month stand-down period before reapplying.

• Applicants need at least 1 season of relevant experience in the last 3 years and must hold comprehensive health insurance.

• Employers must engage with or be endorsed by Work and Income.

• No English language requirement.
  

Common Features Across Both Visas

• Visa holders cannot support partners or dependents.

• Workers can only change jobs within the same visa type.

• Applicants moving from a student or work visa may retain interim work rights while their new visa is processed.
  

Opportunities for Employers

For accredited employers in the primary industries, these visas could bring several advantages:

• Faster hiring: Removal of the Labour Market Test will reduce delays and allow employers to act quickly during peak demand.

• Reliability: GWSV applicants must show multiple years of seasonal experience, creating a more skilled and dependable workforce.

• Retention pathways: The option to transition to other visa types could provide continuity for valued staff.
  

For time-sensitive sectors such as grape harvesting, calving season, or seafood processing, these changes may offer much-needed certainty.

Challenges and Questions Ahead

While the new visas present clear benefits, some concerns remain:

• Defining “seasonal roles”: How tightly will INZ define this? Employers will need clarity to avoid compliance risks.

• Mandatory offshore breaks: The GWSV’s 3-month offshore requirement may disrupt workforce stability and limit long-term planning.

• Revolving labour cycle: The PSV’s 7-month cap and stand-down period could result in a constant turnover of workers, rather than building a reliable return workforce.
  

The Family Factor

One limitation is that neither visa allows workers to support partners or children.

This raises important considerations:

• Will the inability to bring family make these visas less attractive for skilled and reliable workers?

• Could family separation create wellbeing challenges that affect performance and retention?

• Might New Zealand risk losing workers to other countries that offer more family-friendly options?
  

Employers know that a settled, supported worker is often more engaged and productive. Excluding family accompaniment may reduce the pool of experienced applicants willing to return year after year.

Final Thoughts

The Global Workforce Seasonal Visa and Peak Seasonal Visa represent a proactive attempt to address New Zealand’s seasonal labour shortages. They offer more flexibility for employers and clearer pathways for workers with proven experience.

However, the real impact will depend on the final INZ instructions, especially around seasonal role definitions excluding the list already published, compliance obligations, and family restrictions.