In an effort to streamline immigration procedures and address persistent labour market shortages, New Zealand has introduced a set of significant updates to its visa and employment requirements. These changes aim to simplify pathways for both employers and workers, with adjustments to wage thresholds, work experience criteria, and visa durations.
Here are the key changes:
Wage threshold adjustments for work visas
The median pay criteria for the Accredited Employer Work Visa (AEWV) and Specific Purpose Work Visa (SPWV) has been removed by the government. Employers still need to post job opportunities and offer salaries that reflect the market rate for the role and location, even though they are no longer obligated to meet a predetermined salary criterion. This modification gives companies freedom while maintaining equitable worker remuneration.
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AEWV holders planning to bring their children to New Zealand must now meet a minimum annual income requirement of NZ$55,844. This minimum threshold that has remained unchanged since 2019, is designed to ensure migrant families can maintain financial stability while residing in the country.
Reduction in work experience requirements
The three-year minimum work experience requirement for migrants has been lowered to two years in order to alleviate severe labor shortages. Because of this change, competent workers will find it easier to find employment in New Zealand while still meeting the requirements for their positions.
New Zealand is introducing two new pathways for seasonal workers:
- A three-year multi-entry visa for experienced seasonal workers.
- A seven-month single-entry visa for lower-skilled workers.
While guaranteeing that present temporary seasonal worker programs continue to function until the new system is completely implemented, these pathways are made to accommodate seasonal labor demands.
Extension of visa duration for lower-skilled roles
The two-year visa period has been extended to three years for jobs that fall within the Australian and New Zealand Standard Classification of Occupations (ANZSCO) skill levels 4 or 5. Existing employees with two-year visas who fulfill the necessary requirements may seek a one-year extension.
Employers are no longer required to adhere to Work and Income's 21-day mandatory recruitment period when advertising job openings for skill levels 4 or 5. Instead, they simply need to advertise the positions and interview qualified candidates to demonstrate efforts to hire locally.
Starting in April 2025, applicants for the AEWV transitioning from other work or student visas will be granted interim work rights. This change will allow migrants to remain employed while they await final approval of their visas.
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The government has lowered the domestic workforce criterion for some roles from 35% to 15% in order to address labour shortages in the construction industry. This has made it simpler for companies in this area to fill openings.
The updated revisions aim to offer skilled workers greater flexibility while simplifying processes for employers. By reducing experience requirements, extending visa durations, and enhancing work rights, the changes create better opportunities for migrants. Employers benefit from a more efficient hiring process and simplified compliance measures. With these reforms, New Zealand seeks to address labor shortages and establish a smoother pathway for both employers and employees.
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