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Having a baby is one of the most exciting moments in life. But if you are in New Zealand on a temporary visa, there are important immigration steps you must take immediately after your baby is born. Many parents assume that because their baby is born in New Zealand, everything is automatic. It is not. From an Immigration New Zealand (INZ) compliance perspective, there are critical actions you should take to protect your child’s immigration status and avoid future complications. Is a Baby Born in New Zealand Automatically a Citizen? No — not in most cases. A child born in New Zealand is only automatically a New Zealand citizen if at least one parent is: A New Zealand citizen, or A New Zealand resident visa holder If both parents hold temporary visas (such as work, student, or visitor visas), the baby is not automatically a citizen and will require an immigration pathway. Understanding this early is essential. Obtain the Official Birth Certificate (BC) Your first priority should be applying for your baby’s New Zealand Birth Certificate. This: Confirms the child’s legal identity Confirms parentage Is required for passport applications Is required for visa processes Apply as soon as possible after birth. Delays here can delay everything else. Apply for Your Baby’s Passport Immigration applications require a valid passport. Your baby cannot apply for a visa without one. You should: Contact your home country’s embassy or consulate immediately Ask about passport processing times Request urgent processing if necessary Passport delays are one of the most common causes of immigration complications for newborns. Notify Immigration New Zealand (Request Status Confirmation) Before applying for a new visa, it is important to ensure Immigration New Zealand formally recognises your child’s presence in New Zealand. This usually involves: Requesting confirmation of the child’s immigration status Providing the birth certificate Providing parent visa details This step ensures INZ is aware of the child and prevents future issues around unlawful status. From a compliance perspective, this is critical. Apply for the Correct Visa for Your Baby Once you have: Birth Certificate Passport INZ confirmation (if required) You can then apply for the appropriate visa. The correct visa depends on: The type of visa the parents hold Whether the parent can support a dependent Income thresholds Visa conditions Some common options include: Dependent Child visa General Visitor Visa Other temporary pathways depending on circumstances Every situation is different, which is why proper assessment matters. Why Timing Is Extremely Important If the parents’ visas are close to expiring, this becomes even more urgent. You must ensure: Your baby does not become unlawful Applications are submitted before expiry dates Income or eligibility requirements are properly assessed Many families wait too long, assuming they have automatic rights. Unfortunately, immigration compliance does not work that way. Common Mistakes We See From an immigration compliance perspective, the most common errors include: Waiting too long to apply for a passport Assuming a baby automatically receives the same visa as parents Not checking income requirements before applying Submitting incomplete documentation Applying for the wrong visa category These mistakes can cause unnecessary stress at a time when families should be focusing on their newborn. What Happens If You Do Nothing? If a child remains in New Zealand without appropriate immigration status: They may become unlawful Parents could face compliance risks Future visa applications could become more complicated Early action prevents long-term problems. Talk to Us Before You Apply If your baby has been born in New Zealand and you are unsure about the next steps, speak to us early. We can: Assess your visa situation Confirm eligibility Identify risks Guide you through the correct process Getting it right from the beginning avoids stress later. 📩 Contact us to discuss your situation and protect your family’s immigration status.

When Actual Earnings Are Ignored: Understanding the Minimum Income Requirement for Supporting a Dependent Child in New Zealand Supporting a dependent child in New Zealand is not just a legal responsibility — it’s a deeply personal one. For many migrant parents, the ability to bring or keep their children with them is central to why they work so hard in the first place. In recent months, we have seen an increasing number of Dependent Child Student Visa applications declined. This is not because the parent cannot support their child in practice, but because the way income is calculated does not reflect what the parent actually earns. This blog explains how the minimum income requirement is being assessed, why this is catching families out, and why we believe actual earnings over time should be given greater weight. What Is the Minimum Income Requirement for Supporting a Dependent Child? When a child applies for a visa as the dependent of a parent holding a work visa, Immigration New Zealand assesses whether the supporting parent meets a minimum annual income threshold. At present, that threshold is NZD $55,844 gross per year. On the surface, this seems straightforward. However, the way income is assessed can produce outcomes that do not reflect real-world financial capacity. How Income Is Commonly Assessed In many cases, Immigration New Zealand calculates income based on: The hourly rate stated in the employment agreement The minimum guaranteed hours written into the contract This means that even if a parent: Works regular overtime Consistently exceeds their guaranteed hours Earns significantly more than the threshold in practice …those earnings may not be counted if they are not contractually guaranteed. A Real-World Scenario We Are Seeing More Often We recently assisted a family where the supporting parent: Earns approximately NZD $80,000 per year in actual income Has consistent, ongoing employment Has payslips and financial records clearly showing earnings well above the required threshold However, the employment agreement only guaranteed 30 hours per week, even though the parent regularly works more than this. When the dependent child’s visa application was assessed, Immigration New Zealand calculated the parent’s income using: The hourly rate, multiplied by The minimum guaranteed hours only This resulted in an assessed annual income of approximately NZD $43,000, which is below the required threshold — despite the parent earning almost double that amount in reality. As a result, the child’s visa application was declined. Why This Approach Creates Real Problems for Families From a practical perspective, this approach raises concerns. The parent in this scenario: Is demonstrably self-sufficient Has a stable employment history Has ongoing earnings well above the minimum requirement Is already financially supporting their child Yet the application was declined because the employment agreement did not guarantee enough hours on paper. For families, this can feel deeply unfair — particularly when: The child’s wellbeing is at stake The parent is already contributing to New Zealand’s workforce and economy The shortfall exists only on paper, not in reality Why We Believe Actual Earnings Should Matter More In our view, actual earnings over a reasonable period of time — supported by payslips, tax records, and employment history — provide a far more accurate picture of a parent’s ability to support a dependent than guaranteed hours alone. Many industries in New Zealand operate on: Variable hours Seasonal peaks Regular overtime In these sectors, it is common for employment agreements to be conservative in guaranteed hours, even though employees reliably earn much more. When decision-making relies solely on guaranteed hours, it can: Penalise workers in industries that rely on overtime Disadvantage lower-hour contracts that consistently deliver higher earnings Separate families who are financially secure in practice What This Means for Parents Planning to Support a Dependent If you are planning to support a dependent child, it is critical to understand that: What you earn and what your contract guarantees may be treated very differently High actual earnings alone may not be enough Employment agreement wording can be just as important as payslips This is why dependent visa applications carry more risk than many families expect. How We Help Clients Avoid This Situation When advising families, we focus heavily on risk identification before an application is lodged. This includes: Reviewing employment agreements in detail Assessing guaranteed hours versus actual earnings Identifying whether income may be assessed conservatively Advising on timing and alternative options where available In some cases, changes to employment terms, timing, or visa strategy can make a significant difference. In others, families need to understand the risk clearly before proceeding. Why Professional Advice Matters in Dependent Visa Applications Dependent visa applications are often assumed to be straightforward — but as this scenario shows, they can be declined even where families are financially stable. Professional advice helps ensure: You understand how your income is likely to be assessed Risks are identified early, not after a decline Decisions are made with full awareness of the consequences The Importance of Understanding Your Financial Position Understanding your financial position is crucial when applying for a dependent child visa. Many parents may not realize that their actual earnings can be overlooked. This can lead to unnecessary stress and complications during the application process. By being proactive and seeking advice, you can navigate this complex landscape more effectively. It’s essential to gather all relevant documentation and ensure that your employment agreement accurately reflects your working hours and earnings. Final Thoughts When a parent is earning well above the minimum income threshold in real terms, it is difficult for families to understand why that is not enough. While we respect that Immigration New Zealand must apply consistent assessment frameworks, we believe there is room for a more practical and balanced approach — one that better reflects actual earning capacity rather than minimum contractual wording alone over a set amount of time. Until that happens, the key for families is preparation, awareness, and good advice. Talk to Us Before You Apply If you are: Planning to support a dependent child Unsure whether your income will meet the threshold Concerned about how your employment agreement may be assessed We strongly recommend seeking advice before submitting an application. Talk to us about your situation, and we can help you assess the risks, options, and best pathway forward — so you can make informed decisions for your family.

Moving to New Zealand and becoming a resident is an exciting journey. It opens doors to new opportunities, a vibrant culture, and a beautiful environment. However, the process of obtaining residency can seem complex at first. Below are some essential steps for New Zealand residency in a clear and friendly way. Whether you’re just starting to explore your options or ready to apply, this guide will help you understand what to expect and how to prepare. Understanding the Steps for New Zealand Residency The path to residency in New Zealand involves several important stages. Each step requires careful attention to detail and preparation. Here’s a straightforward breakdown of the process: Check Your Eligibility Before anything else, you need to see if you qualify for residency. New Zealand offers different visa categories, such as skilled migrant, family sponsorship, and business visas. Each has its own criteria based on age, work experience, qualifications, and health. Submit an Expression of Interest (EOI) For many visa types (not all), especially the Skilled Migrant Category, you start by submitting an EOI. This is a way to tell Immigration New Zealand about your skills and background. If your EOI is successful, you may be invited to apply for residency. Receive an Invitation to Apply (ITA) If your EOI is successful, you will get an ITA. This means you can now submit a full application for residency. This step requires detailed documentation, including proof of work experience, qualifications, and health checks. Prepare Your Application Gather all necessary documents carefully. This can include passports, medical certificates, police clearances, and evidence of your qualifications and work history. It’s important to be thorough and honest to avoid delays. Submit Your Application and Wait Once your application is complete, submit it to Immigration New Zealand. Processing times vary, but you can track your application status online. During this period, you might be asked for additional information or interviews. Receive Your Residency Approval If everything goes well, you will receive approval for your residency. This allows you to live, work, and study in New Zealand indefinitely. Tips for a Successful Residency Application Applying for residency can feel overwhelming, but a few practical tips can make the process smoother: Start Early: Begin gathering documents and information well before you plan to apply. Some documents, like police certificates, can take time to obtain. Be Honest and Accurate: Provide truthful information and double-check your application for errors. Inaccuracies can lead to delays or refusals. Seek Professional Advice if Needed: If you find the process confusing, consider consulting a licensed immigration adviser. They can help you understand your options and prepare your application. Keep Copies of Everything: Always keep copies of your application and supporting documents. This helps if you need to refer back or provide additional information. Stay Informed: Immigration policies can change. Regularly check the official Immigration New Zealand website for updates and news. What Happens After You Get Residency? Once you have your residency, you can enjoy many benefits. You can live and work anywhere in New Zealand, access public healthcare, and enrol in education. After a certain period, you may also be eligible to apply for New Zealand citizenship. It’s important to understand your responsibilities as a resident, such as complying with New Zealand laws and maintaining your residency status. If you plan to travel, make sure your resident visa or travel conditions are up to date. Residency is a big step, but it’s just the beginning of your new life in New Zealand. Take time to settle in, explore your community, and enjoy all that this beautiful country has to offer. Your Next Steps Towards Residency If you’re ready to start your journey, the first thing to do is visit the official INZ page for resident visas. It has detailed information on visa categories, eligibility, and application forms. Remember, the process may take time, but with patience and preparation, you can achieve your goal. Keep your focus on the steps ahead, and don’t hesitate to ask for help when you need it.

Navigating New Zealand’s immigration system can be complex. With frequent policy changes, strict eligibility criteria, and detailed documentation requirements, many people feel unsure about which visa pathway is right for them. At NZIES (New Zealand Immigration & Employment Solutions), we work with individuals, families, and employers across New Zealand who are seeking clear, practical immigration advice. Our role is to help you understand your options, avoid common mistakes, and move forward with confidence — whether you are applying from overseas or already in New Zealand. This guide explains how immigration consulting services generally work, why tailored advice matters, and how professional support can improve your outcome. What Are Immigration Consulting Services? Immigration consulting services provide professional guidance through the New Zealand visa system. Rather than relying on generic online information, you receive advice that is tailored to your personal circumstances. Through our immigration consulting services, we assist with: Work visas and employer-supported visas Residence and long-term pathways Partnership and dependent visas Visa changes, extensions, and compliance matters Employer obligations and workforce planning Every situation is different. Your employment, family circumstances, timing, and long-term plans all matter. Tailored advice ensures these factors are considered before an application is submitted — not after issues arise. How Immigration Consulting Services Support You Step 1: Personalised Immigration Assessment We start by understanding: Your current visa (if applicable) Your employment or study plans Whether you have a partner or children Your long-term goals in New Zealand This allows us to identify realistic and appropriate visa options, rather than generic pathways that may not suit your situation. Step 2: Clear and Practical Advice We explain: Which visa pathways may be suitable What evidence is required Likely timeframes Any risks, limitations, or conditions you should be aware of Our advice is clear and practical, so you can make informed decisions with confidence. Step 3: Application Preparation and Ongoing Support We assist with: Preparing and reviewing documentation Ensuring forms are accurate and complete Reducing the risk of delays or refusals Supporting you if further information is requested Immigration policies can change quickly. Our role is to stay across those changes, so your application aligns with current requirements. Why Tailored Immigration Advice Matters Immigration is not just about submitting forms — it directly affects your: Ability to work lawfully Ability to support a partner or children Length of stay in New Zealand Long-term settlement and residence options Generic advice often does not account for important details such as: Visa conditions that do not allow family support The impact of changing from one visa type to another Employer compliance requirements Timing risks when visas expire or change Tailored advice helps you plan ahead and avoid unintended consequences. How to Choose the Right Immigration Consultant in New Zealand When choosing an immigration adviser, we recommend looking for: ✔ Proper licensing and credentials Always work with a licensed New Zealand immigration adviser. ✔ Relevant experience Different visas require different expertise. Make sure your adviser regularly works with the type of visa you need. ✔ Transparent fees Fees should be clear from the outset, with no guarantees or pressure tactics. ✔ Clear communication You should feel comfortable asking questions and confident that advice is explained in plain language. ✔ Local knowledge Understanding how New Zealand immigration works in practice is critical. Our team works with clients across New Zealand and offshore, providing advice grounded in real-world experience. Practical Steps You Can Take to Support Your Application Alongside professional advice, you can help your application by: Organising key documents early Providing accurate and consistent information Keeping copies of everything submitted Responding promptly to requests Asking questions if something is unclear Preparation reduces stress and helps prevent unnecessary delays. Why People Choose Us for Immigration Advice We believe immigration advice should be clear, honest, and tailored to you. Our focus is on helping you understand your options before decisions are made. We regularly assist: Individuals planning to work or settle in New Zealand Families navigating partnership and dependent visas Employers needing compliant immigration solutions Our approach is practical, strategic, and forward-focused — helping you understand not only what is possible, but what is sensible for your situation. Frequently Asked Questions What does an immigration advisor do in New Zealand? An immigration advisor provides personalised advice on visa options, eligibility, and application requirements, helping applicants plan effectively and avoid common mistakes. Is it worth using an immigration adviser? For many people, yes. Professional advice can reduce delays, prevent refusals, and clarify long-term implications — especially where employment or family is involved. Can you help if I am already in New Zealand? Yes. We regularly assist people who are already in New Zealand with visa changes, extensions, and forward planning. Do you assist employers as well as individuals? Yes. We support both employers and visa applicants with compliant workforce and visa solutions. Talk to Us About Your Immigration Options If you are unsure which visa pathway is right for you, concerned about compliance, or planning your next step in New Zealand, professional advice can make a meaningful difference. 📩 Contact us today to discuss your situation and receive clear, tailored immigration advice you can rely on.

New Zealand is preparing for a major shift in how seasonal workers enter the country. From 8 December 2025, two new visa pathways will open under the Accredited Employer Work Visa (AEWV) framework — the Global Workforce Seasonal Visa (GWSV) and the Peak Seasonal Visa (PSV). Both are designed to give employers greater access to seasonal labour, particularly in industries like horticulture, agriculture, meat processing, tourism, manufacturing, and logistics. But there’s also one significant change that will deeply affect many workers already in New Zealand: These visas do not support partners or dependent children. For many families, that will be the toughest part of this transition. Below is a breakdown of what these visas mean, how they work, and why employers and workers need to prepare now. Why New Zealand Is Introducing New Seasonal Visas New Zealand continues to face labour shortages in industries that depend on seasonal peaks — harvesting, processing, packing, freezing, tourism surges, summer construction, and more. Employers have consistently said hiring locally during these peak periods is extremely difficult. These new visas are intended to: Give employers faster access to proven seasonal workers. Allow experienced workers to return year after year. Provide flexibility without lowering standards. Maintain safeguards to prevent misuse. The goal is clear: keep critical sectors running without placing unnecessary barriers in front of employers who genuinely need short-term or seasonal labour. 1. Global Workforce Seasonal Visa (GWSV) For long-term seasonal roles (up to 3 years) This visa is designed for workers who return repeatedly for the same seasonal work every year. ✔ Key features: No advertising or labour market test required: Employers don’t need to show they tried to hire a New Zealander first. Three-year visa length: Workers can stay for extended periods, as long as they meet seasonal requirements. Must complete 3 months outside NZ every year: This ensures the job remains truly seasonal. Must have at least 3 seasons of experience in the past 6 years: This pathway favours proven, reliable workers. No English testing required. Full health and character checks are required: due to the visa length. This visa aims to build a stable, experienced pool of workers employers can rely on year after year. 2. Peak Seasonal Visa (PSV) For short bursts of seasonal demand This visa is designed for sectors that need workers during short, intense peak periods. ✔ Key features: Advertising in New Zealand is required: Employers must first try to recruit locally. Work and Income involvement: Employers must either: - Work with Work & Income in good faith, or - Hold an official PSV endorsement. Visa length up to 7 months. Minimum of 1 season’s experience in the past 3 years. Health insurance required if the job lasts more than 3 months. No English testing required. This pathway is ideal for seasonal peaks such as fruit picking, packhouse work, meat processing peaks, and tourism surges. ⚠️ A Major Change: No Support for Partners or Dependent Children One of the most significant and challenging changes is that these visas do not allow workers to support a partner or dependent children. For many, this will be the single greatest impact of the new system. Here’s what this means in practice: Workers who switch from another work visa to a seasonal visa will lose the ability to bring or support their family in New Zealand. Families already in New Zealand may face difficult decisions if the main visa holder changes to a seasonal category. Partners currently working or studying in New Zealand may no longer be eligible to stay based on the seasonal visa holder. Dependent children attending school could be affected. This change is likely to cause stress for many families and may influence whether workers choose to move onto the new GWSV or PSV pathways. For employers, this may also affect retention, as some workers may avoid roles that require moving to a visa category that separates them from their families. This is where guidance becomes critical. 📉 Why This Matters for Employers Seasonal industries rely heavily on returning, experienced workers — many of whom have established lives in New Zealand with partners and children. If a worker must switch to a seasonal visa to stay compliant, but doing so means losing the right to support their family, they may choose: To leave the role. To work for another employer. To leave New Zealand entirely. This could make it harder for businesses to retain the workers they rely on, especially those with years of seasonal experience. Understanding the impacts early — and planning ahead — will be essential. How We Can Help Employers and Workers Navigate These Changes At NZIES, we support both employers and applicants through the full process, including: ✔ Assessing whether a worker is eligible for GWSV or PSV ✔ Identifying alternative visa pathways when family members are involved ✔ Helping employers prepare their documentation, job offers, and evidence ✔ Avoiding common mistakes that lead to delays or refusals ✔ Advising on long-term visa strategies to maintain workforce stability Our goal is to ensure both workers and employers understand the implications before switching to a seasonal visa — especially when family members are in New Zealand or planning to join. Talk to Us Before Making Any Changes The introduction of the GWSV and PSV will bring new opportunities — but also new challenges, particularly for those with partners and children already in New Zealand. Before making any changes to your visa or hiring arrangements, speak with us. We can help you: Confirm the best pathway. Understand the impacts on family members. Avoid unintentional loss of work rights or visa eligibility. Keep your workforce stable and compliant. 👉 Contact NZIES today to get expert guidance on the new seasonal visa pathways. Your team, your workforce, and your future matter — and we’re here to support them. Conclusion: Preparing for the Future of Seasonal Work in New Zealand As we approach the implementation of the GWSV and PSV, it’s crucial for both workers and employers to understand the changes. The new visa pathways aim to address labour shortages while ensuring that employers can access the workforce they need. However, the restrictions on family support will pose significant challenges. By staying informed and seeking guidance, we can navigate this transition smoothly. Whether you are a worker looking to secure your future in New Zealand or an employer aiming to maintain a stable workforce, we are here to help you every step of the way. In this evolving landscape, preparation is key. Let’s work together to ensure that you make the best decisions for your circumstances. Remember, the right support can make all the difference in adapting to these new visa pathways.

A new nationwide report has revealed that 87% of Kiwi employers are struggling to fill roles locally. This figure paints a worrying picture for New Zealand’s future growth and productivity. From the construction sites building our homes to the transport networks keeping goods moving, employers are facing the same challenge: there simply aren’t enough skilled workers to meet demand. The Most In-Demand Roles - New Zealand Skills Shortages The report highlights several areas under significant pressure due to New Zealand skills shortages: Technicians and Tradespeople – 46% of employers say these are their hardest roles to fill. Machinery Operators and Drivers – 27% report major shortages, affecting logistics, agriculture, and civil construction. Managers and Professionals – 24% struggle to recruit qualified staff to lead operations and projects. These figures underscore the reality that many of the roles critical to New Zealand’s infrastructure, housing, and transport projects cannot be filled through the local labour market alone. The Real-World Impact on Employers New Zealand skills shortages don’t just slow hiring; they have a direct impact on project timelines, operating costs, and business growth. Construction companies face delays in residential builds. Freight and logistics firms are running reduced schedules, while manufacturing plants are facing gaps in production and maintenance teams. Many employers have increased wages or offered flexible hours. However, even then, the pool of qualified candidates remains thin. Employers Turning to Migrant Talent Faced with these challenges, it’s no surprise that three out of four employers (74%) plan to hire migrant workers within the next three years. The benefits are clear: Access to specialised and experienced talent Improved reliability and work ethic Increased diversity and innovation in the workplace Greater workforce stability in industries with high turnover New Zealand has long relied on international talent to fill skill gaps. For many sectors, migrant workers are the difference between progress and stagnation. The Barriers: Red Tape and Complex Processes However, 83% of employers say immigration and compliance processes are holding them back. While New Zealand’s Accredited Employer Work Visa (AEWV) system was designed to simplify the process, many businesses find it time-consuming and difficult to navigate—particularly smaller employers who don’t have internal HR or compliance teams. Common challenges include: Understanding accreditation obligations and renewals Managing job check requirements and advertising rules Keeping track of visa expiry dates and work conditions Ensuring roles align with ANZSCO and pay threshold requirements This complexity has led many employers to seek professional immigration support to avoid costly mistakes or delays. A Smarter Way Forward For New Zealand to meet its infrastructure and housing goals, our immigration system needs to be responsive and business-friendly while maintaining integrity and fairness. Streamlining visa processing, improving communication from Immigration NZ, and ensuring clear, consistent policy settings will be vital to attracting and retaining the global talent New Zealand needs. But while the system evolves, employers don’t have to wait. Working with a licensed immigration partner can make a significant difference in both speed and compliance. How NZIES Supports Employers At New Zealand Immigration & Employment Solutions (NZIES), we specialise in helping businesses unlock access to the skilled international workforce they need to thrive. Our employer services include: Accreditation setup and renewals – ensuring ongoing compliance with Immigration NZ standards. Job Check applications – including reviewing job ads, pay rates, and role descriptions to ensure eligibility. Accredited Employer Work Visa (AEWV) applications – guiding both employers and candidates through every step. Residence pathway advice – for businesses wanting to retain skilled staff long-term. Policy updates and alerts – so you’re never caught off guard by immigration changes. Our goal is simple: to take the stress out of the process so you can focus on running your business. Ready to Build Your Workforce? If you’re one of the many New Zealand employers struggling to fill roles, now is the time to act. Our team can help you: Secure and maintain your employer accreditation Complete job checks and visa applications efficiently Plan ahead for workforce and residence pathways Talk to us about hiring migrant workers.

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 significant. However, we are still waiting for the full Immigration New Zealand (INZ) instructions to confirm how these visas will operate in practice. Understanding the New Visa Options Global Workforce Seasonal Visa (GWSV) The GWSV is designed for skilled seasonal roles. This includes positions such as shearers, winemakers, agricultural technicians, snow sport instructors, and mountain guides. Here are some key points about this visa: Duration: Valid for up to 3 years, with the condition that visa holders spend at least 3 months outside New Zealand each year. Experience Requirement: Applicants must have worked in a relevant seasonal role for at least 3 seasons in the last 6 years. Language and Testing: There is no Labour Market Test or English language requirement. Transition Options: Visa holders may transition to other visa types. Peak Seasonal Visa (PSV) The PSV caters to entry-level or lower-skilled seasonal roles. This includes positions like mussel farm workers, relief milkers, forestry workers, meat processing workers, and winery cellar hands. Here are the main features of this visa: Duration: Valid for up to 7 months, after which workers must take a 4-month stand-down period before reapplying. Experience Requirement: Applicants need at least 1 season of relevant experience in the last 3 years and must hold comprehensive health insurance. Employer Engagement: Employers must engage with or be endorsed by Work and Income. Language Requirement: There is no English language requirement. Common Features Across Both Visas Both visas share some common features: 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: The 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. Conclusion In conclusion, the introduction of the GWSV and PSV is a significant step towards addressing the labour shortages in New Zealand's primary industries. These visas are designed to meet the needs of both employers and workers, providing a structured approach to seasonal employment. As we await further details from INZ, it is essential for employers to prepare for the changes. Understanding the requirements and implications of these visas will be crucial for successful implementation.

When Immigration New Zealand recently announced that 10 new trades roles would be added to the Green List from August 2025, there was a real sense of relief—finally, some recognition for extra trades that keep this country running. For years, sectors like manufacturing, construction, and transport have been asking for more support in recruiting and retaining essential workers. So, on paper, this update sounds like great news. But here’s the problem: the wage thresholds attached to these roles are so high that they may block most of the very people the policy is supposed to help. Green List for Trades Roles: A Step in the Right Direction Let’s start with the positive. From 18 August 2025, trades such as metal fabricators, welders, fitters, machinists, panel beaters, and a few others will be added to the Green List under the Work to Residence pathway. This means workers in these roles can become eligible for residence after two years of full-time work in New Zealand, as long as they meet the other usual criteria like age, English, and character requirements. These are workers New Zealand desperately needs. It’s a logical move—one that should, in theory, help fill gaps and bring stability to industries facing chronic shortages. But Here’s the Catch: The Pay Rates Are High To actually qualify for this residence pathway, workers need to earn some very ambitious hourly rates: Most roles require $43.63/hour, which works out to over $90,000 a year. Others (like panel beaters and vehicle painters) are set at $38.59/hour, still around $80,000+ annually. Now, I work with these industries, and few tradespeople in these roles are earning that, especially outside the big cities. In some cases, these rates are $5-$10/hour higher than the going rate, even for experienced, full-time workers. Employers in regional areas, small businesses, or sectors with tight margins simply can’t meet these thresholds without major cost increases. For workers, it puts the dream of residency just out of reach. So, What Are We Really Achieving? This is where it gets frustrating. The goal of expanding the Green List was to help businesses retain skilled tradespeople and give workers a clear path to residency. But with these high wage requirements, we may end up excluding most of them from ever qualifying. We’ve effectively created a policy that says: “You’re essential—but only if you’re paid like a corporate manager.” The reality is: Migrants might work in New Zealand for years and still not qualify. Employers might keep facing turnover and shortages. We could lose good workers to countries like Australia, where the road to residency is often faster and more accessible. What Could Make It Work? This isn’t about lowering standards. It’s about matching policy with the real economy . Here are a few things that could help: Wage thresholds that reflect actual market pay —not just what looks good in a policy document. Factoring in time spent working and employer support , not just salary alone. More flexible updates to the Green List, based on real-time labour market needs. The Importance of Supporting Trades Supporting trades is crucial for New Zealand's economy. Skilled tradespeople are the backbone of many industries. They ensure that infrastructure is built, machines are repaired, and goods are transported efficiently. Without them, the economy could face significant challenges. The Role of Training and Development Investing in training and development for tradespeople can help bridge the skills gap. By providing apprenticeships and training programs, we can ensure that more individuals are equipped with the necessary skills to meet industry demands. This not only benefits the economy but also provides individuals with valuable career opportunities. Encouraging Diversity in the Trades Encouraging diversity within the trades can also enhance the workforce. By promoting these roles to underrepresented groups, we can tap into a wider talent pool. This can lead to innovative ideas and solutions within the industry, ultimately benefiting everyone involved. Final Thought Yes, it’s good to see progress. Including trades on the Green List is a step forward. But if we want these workers to stay—and to feel valued—we need to offer them a pathway that’s realistic, not just theoretical. Because at the end of the day, we can’t build homes, fix machines, or keep goods moving without them. Want to talk about how this might affect your visa options or hiring plans? Get in touch

New Zealand’s employer accreditation scheme plays a crucial role in ensuring that migrant workers are hired by responsible employers who meet fair and lawful employment standards. The purpose is clear and commendable — to protect migrant workers and uphold the integrity of the labour market. However, for many small businesses, the path to accreditation can be challenging. The Administrative Load on Small Businesses Small businesses are the backbone of many local communities and a key contributor to New Zealand’s economy. Yet, when it comes to becoming an accredited employer, these businesses often find themselves grappling with an administrative burden that can feel disproportionate to their size. Preparing a successful accreditation application requires the collation of extensive documentation. This includes financial statements, HR policies, staff training plans, and records of compliance with employment standards. Unlike larger companies with in-house HR and legal teams, small businesses often juggle these responsibilities alongside their day-to-day operations. This can make the process of accreditation not only time-consuming but also discouraging for employers who would otherwise be eager to hire migrant talent. Finding the Right Balance Maintaining a high standard of compliance across all employers is essential. Accreditation ensures that migrant workers are treated fairly and that employers meet their legal obligations. However, there is room to consider how the process can be more accessible without compromising on quality or standards. Challenges Faced by Small Employers Small employers often face unique challenges during accreditation. They may lack the resources needed to compile the required documentation effectively. Moreover, the complexities of employment law can be daunting, particularly for those without legal expertise. This adds to the stress of managing their business while trying to navigate the accreditation maze. The Importance of Support for Small Businesses Supporting small employers should be a priority. By providing resources, guidance, and simplified processes, we can help them overcome the hurdles of accreditation. Increased access to information on best practices and compliance requirements can empower small businesses. A Practical Suggestion: Streamlined Accreditation for Trusted Employers One potential improvement is to introduce a streamlined or fast-tracked accreditation process for employers with a strong compliance history. Businesses that have previously been approved by Immigration New Zealand and consistently meet employment law requirements could be eligible for a lighter-touch process. This approach would incentivize good employer behavior and make it easier for reliable small businesses to continue hiring migrant workers efficiently and responsibly. The Role of Technology in Simplifying Accreditation Embracing technology can greatly enhance the accreditation process. Online platforms could streamline applications by providing templates, checklists, and submission guidelines. Automated systems can help document and track compliance, reducing the administrative load for small businesses. Training and Resources Having access to training resources on compliance and best practices is vital. Workshops, online tutorials, and mentorship programs can equip small business owners with the knowledge to navigate the accreditation process confidently. Celebration of Success Stories Sharing success stories can motivate small employers. Highlighting businesses that have successfully navigated the accreditation process serves as inspiration for others. Community forums can provide a space for sharing experiences and tips. Final Thoughts The success of New Zealand’s immigration system depends not only on protecting migrant workers but also on ensuring that businesses, especially small enterprises, are supported to participate fully and fairly. By refining the accreditation framework to recognize good employer history and reduce unnecessary barriers, we can create a more sustainable and balanced system for everyone involved. New Zealand's accreditation scheme aims to protect workers while ensuring businesses thrive. By focusing on practical solutions and support, we can work towards a more inclusive framework that benefits all stakeholders.

If you’re working in New Zealand, you might be closer to residency than you think—especially if your job involves skilled work. The Skilled Migrant Category (SMC) is a popular visa option offered by Immigration New Zealand, designed to attract talented individuals who can contribute to the country’s economy. It’s a points-based system that rewards qualifications, work experience, and income, but many people aren’t aware of how their current job might qualify them—or how they could be unknowingly working toward a pathway to residency. Let’s break it down and explore an example, like a butcher at Skill Level 3, to show how this works. What is the SMC? The SMC is a resident visa program for skilled workers who have a job or job offer from an accredited employer in New Zealand. To apply, you need to score at least 6 points based on your skills, which can come from qualifications (like a bachelor’s degree), income, occupational registration and skilled work experience in New Zealand. The process starts with submitting an Expression of Interest (EOI), and if selected, you’ll be invited to apply for residency. It’s a straightforward yet powerful way to secure a permanent future in New Zealand—yet many don’t realize they might already meet the criteria. Skilled Work: Are You Doing It Without Knowing? One of the trickiest parts about the SMC is understanding what counts as "skilled work." New Zealand uses the Australian and New Zealand Standard Classification of Occupations (ANZSCO) for now to define skill levels, ranging from 1 (highest) to 5 (lowest). Jobs at ANZSCO Skill Levels 1-3 are considered skilled if they’re full-time (at least 30 hours a week) and pay at or above the median wage (currently $31.61/hour as of February 2025). For Levels 4-5, the pay must be at least 1.5 times the median wage ($47.41/hour). The catch? Many people don’t know their job’s skill level or whether it meets these thresholds—meaning they could be building a pathway to residency without even realizing it. Example: The Butcher at Skill Level 3 Let’s take a butcher as an example. According to ANZSCO, a butcher is classified as Skill Level 3. This means the role typically requires a qualification like a NZQF Level 4 qualification — or, alternatively, at least three years of relevant experience if formal qualifications are lacking. But here’s where it gets interesting: if that butcher also holds a Bachelor’s degree (even in an unrelated field), they could claim additional points under the SMC system, boosting their eligibility for residency. Imagine a butcher named Alex, who’s been working full-time in a New Zealand meat processing plant for two years, earning $32/hour—above the median wage for Skill Level 3. Alex has a Bachelor’s degree in Biology from his home country, which he got years ago and hasn’t thought much about since. Under the SMC: Qualification Points : A Bachelor’s degree earns Alex 3 points (assuming it’s recognized by the New Zealand Qualifications Authority or exempt from assessment). Skilled Work Experience : His two years of skilled work in New Zealand at Skill Level 3 earns him 2 more points (1 point per year, up to a maximum of 3). Total : Alex has 5 points so far. If he stays in the job for one more year, he’ll hit 6 points (3 from the degree + 3 from three years of work experience)—enough to apply for residency. Alex might not have known his everyday work as a butcher was "skilled" under ANZSCO or that his old degree could count toward residency. He was simply doing his job, unaware he was on a pathway to a permanent life in New Zealand. Why People Miss These Opportunities Alex’s story isn’t unique. Many workers—whether butchers, mechanics, any role at these levels —don’t realize their job fits the SMC framework. Here’s why: Lack of Awareness : The ANZSCO system and SMC points aren’t that easy. People might assume "skilled work" only applies to high-profile professions like doctors or engineers, not trades like butchery. Overlooking Qualifications : If your degree isn’t directly related to your job, you might not think it matters—but under SMC, it can still earn you points. Not Tracking Experience : Skilled work experience in New Zealand adds up over time, but if you’re not aware of the points system, you might not see how close you are to eligibility. How to Check Your Own Pathway If you’re working in New Zealand, here’s how to figure out if you’re on an SMC track: Identify Your Skill Level : Look up your occupation on the ANZSCO website (or ask an immigration advisor). Is it Level 1-3? Do you meet the wage threshold? Check Your Qualifications : Do you have a Bachelor’s degree or higher? Even if it’s unrelated to your job, it could earn you 3-6 points. Count Your Time : Have you worked in a skilled role in New Zealand? You get 1 point per year, up to 3 points. Confirm Employment : Is your employer accredited? Do you work at least 30 hours a week? If you’re hitting 6 points—or getting close with a bit more time—you could qualify for residency. For our butcher Alex, his Bachelor’s degree and ongoing work experience were the keys. For you, it might be a different combination. Final Thoughts: Don’t Sleep on Your Skills The SMC is an opportunity, but it’s easy to miss if you don’t know how it works. Whether you’re slicing meat, fixing cars, or teaching kids, your job might be more "skilled" than you think—and paired with a qualification or some time on the ground in New Zealand, it could open the door to residency. So, take a moment to check your situation. You might be like Alex, steadily building a future in New Zealand without even realizing it. Who knows? Your pathway might already be in motion. Contact us today to find out if you are closer than you might think .

New Zealand has long been a dream destination for travellers, with its stunning landscapes, vibrant culture, and renowned quality of life. Now, the country is taking a bold step into the future by positioning itself as a prime hub for digital nomads. In a forward-thinking move, New Zealand has relaxed its visa restrictions, allowing foreign visitors to work remotely for overseas employers for up to 90 days without incurring local taxes. We have also had our first visa approved with the new digital nomad condition included – a milestone that marks the beginning of an exciting new chapter for global remote workers and New Zealand. Digital Nomads A Win for Tourism and the Economy By permitting digital nomads to live and work in New Zealand for an extended period, the government is effectively blurring the lines between tourism and temporary residency. These remote professionals don’t just come to visit – they stay, rent apartments, dine at local restaurants, and support local businesses. Unlike traditional short-term tourists, digital nomads contribute more deeply to the local economy, providing a steady stream of economic activity that can aid industries still recovering from pandemic-related downturns. Attracting Top Talent and Innovation The new visa policy isn’t just about boosting tourism; it's also about attracting top-tier talent. By welcoming highly skilled remote workers, New Zealand positions itself as a destination for innovation, creativity, and cross-border collaboration. This policy could have long-term benefits, including increased global networking opportunities, knowledge-sharing, and even potential business investments from digital nomads who fall in love with the country and decide to establish roots. The Global Remote Work Race New Zealand is stepping into a competitive arena, joining countries like Portugal, Estonia, and Barbados, which have already introduced digital nomad visas. However, New Zealand’s unique appeal – from its breathtaking natural beauty to its world-class lifestyle – provides a compelling advantage. The big question is whether this temporary visa option might eventually evolve into a more permanent residency pathway. As global work patterns continue to shift, New Zealand has an opportunity to stay ahead of the curve. Challenges and Considerations While this move is exciting, it also presents new challenges. Will the country’s infrastructure and digital connectivity be able to support an influx of remote workers? What measures will be implemented to ensure affordable housing and maintain opportunities for local job seekers? Addressing these concerns proactively will be crucial to the success of this initiative. The Road Ahead The approval of our first visa under the new digital nomad condition is just the beginning. If this policy proves successful, it could become a model for how nations leverage global workforce mobility to their advantage. New Zealand has a unique opportunity to showcase how remote work can intersect with tourism, talent acquisition, and economic growth. Would you consider spending a few months working remotely from New Zealand? The opportunity is here, and the possibilities are endless. Get in touch with us today to learn more about the digital nomad visa and how you can make New Zealand your next remote-work destination.

A Welcome Change for Employers and Migrants The New Zealand Government’s recent announcement of AEWV reforms is set to revolutionize for both employers and migrants. These changes, set to roll out in stages throughout 2025, aim to support businesses in filling critical skill gaps while making New Zealand a more accessible destination for workers across all levels. As an immigration advisor, I believe these reforms will impact employers struggling to meet strict wage requirements and migrants seeking opportunities to contribute their skills to New Zealand’s economy. Key Changes to the AEWV Reforms Several of the announced reforms stand out as pivotal: Removing the median wage threshold:  Employers will need to offer the market rate for roles instead of being tied to the median wage. Reducing experience requirements:  Migrants now need only two years of experience instead of three, broadening the talent pool. New seasonal pathways:  Multi-entry visas for experienced seasonal workers and single-entry visas for lesser-skilled workers address recurring labour needs. Increased visa duration for ANZSCO Level 4 and 5 workers:  Visas will now last three years, providing more stability. Streamlined Job Check process:  Low-risk employers will benefit from faster processing, starting July 2025. Extension of interim work rights:  Migrants transitioning between visas will have better employment continuity. How These Changes Benefit Employers For employers, especially those in industries reliant on migrant labour, these AEWV reforms offer much-needed relief. Removing the median wage threshold is perhaps the most impactful change. Previously, businesses in sectors such as agriculture, hospitality, and aged care often struggled to attract workers because they couldn’t afford to meet the median wage requirement. This barrier not only hindered their ability to fill roles but also left many critical positions vacant, impacting productivity and growth. Now, with the flexibility to offer market-aligned salaries instead of a rigid wage benchmark, employers can focus on finding the right candidates for their business needs. For small-to-medium enterprises (SMEs), this change is particularly significant, as it levels the playing field for competing in the labour market. The streamlined Job Check process, set to take effect in July 2025, will also save time and resources for employers. Low-risk businesses can expect faster turnaround times, reducing the wait to bring much-needed talent on board. These AEWV reforms also address long-standing issues with seasonal and lower-skilled roles. Industries with high turnover or seasonal fluctuations, such as horticulture and construction, can now access new visa pathways that better reflect their needs. Supporting Migrants in Lower-Skilled Roles One of the most promising aspects of these AEWV reforms is the increased support for migrants in lower-skilled roles. Removing the median wage threshold makes it easier for workers in these roles to secure visas, particularly in industries like caregiving, retail, and food service. These sectors, which often struggle to meet median wage criteria, will now have greater access to the migrant talent they need to thrive. For migrants, this change is life changing. It opens the door to opportunities that were previously out of reach due to wage restrictions. Workers can now demonstrate their value through experience and skills rather than being filtered out by an arbitrary salary benchmark. The longer visa durations for ANZSCO Level 4 and 5 workers are another vital reform. Migrants in lower-skilled roles will benefit from greater job security and the ability to plan their lives in New Zealand over a longer term. This stability is crucial not only for the workers themselves but also for their families and the communities they contribute to. Furthermore, the introduction of new seasonal visa pathways offers options tailored to workers with varying levels of skill and experience. Experienced seasonal workers can now access multi-entry visas, providing greater flexibility, while lesser-skilled workers can take advantage of a single-entry visa option. This diversification recognizes the important contributions of all workers, regardless of skill level, to New Zealand’s economy. My Perspective: A Step Toward Inclusivity These AEWV reforms represent a more inclusive approach to immigration, particularly for migrants in lower-skilled roles. By removing barriers like the median wage threshold and extending visa durations, the government is acknowledging the value of all workers—not just those in high-skilled or high-paying roles. As an immigration advisor, I’ve seen how these barriers have held back both businesses and migrants. Employers often struggle to meet strict wage criteria, while many capable migrants miss out on opportunities due to the arbitrary threshold. These changes strike a better balance, allowing businesses to fill critical roles while giving migrants fair access to opportunities that match their skills. However, these AEWV reforms also come with the need for careful navigation. Employers and migrants must stay informed about how these changes impact their specific situations. This is where expert guidance can make all the difference. How We Can Help At New Zealand Immigration and Employment Solutions, we’re here to help employers and migrants make the most of these AEWV reforms. Whether you’re navigating accreditation, new employees, preparing for the redesigned Job Check, or applying for a visa under the new pathways, we’re committed to simplifying the process and ensuring successful outcomes. 📧 Contact us at info@nzies.co.nz  or visit our website to learn more. Let’s work together to make New Zealand’s immigration system work for you—whether you’re a business looking to hire or a worker ready to start your journey. Remember, immigration policies can change, and this post has up to date information when published. Staying informed and seeking professional advice is crucial to understanding the best and current approach for your unique situation.