Seasonal Visas
The NZ government has made several announcements over the past year aimed at reforming how seasonal worker visas work — to make them more flexible, better suited to industry needs, and more streamlined. Many of the changes tie into broader reforms to the Accredited Employer Work Visa scheme (AEWV) and the Specific Purpose Work Visa (SPWV).
Here are the key changes, both current and upcoming:
What’s Already In Effect
New Temporary Specific Purpose Work Visa Option for Some Seasonal Work Immigration New Zealand+1
This is a time-limited, streamlined pathway for industries with seasonal peaks (for example, harvesting, ski instructing, tree planting) where weather directly impacts work. Immigration New Zealand+1
Key eligibility: role must start on or before 31 May 2025, be for no longer than 9 months; employer must be accredited. Immigration New Zealand+1
Role must meet certain conditions: at least 30 hours/week, a minimum wage (NZD $29.66/h), and the applicant needs some relevant experience (4 months). The Beehive
Applications for this option had deadlines: application needed by 31 March 2025, and the role must start by 31 May 2025. The Beehive+1
Recognised Seasonal Employer (RSE) Scheme Adjustments Immigration New Zealand
The 30-hour minimum weekly work requirement for RSE workers can now be averaged over 4 weeks instead of being strictly per week. So if a worker doesn’t have 30 hours one week (e.g. due to weather), but catches up over four weeks, that’s allowed. Immigration New Zealand
Wage rules: returning RSE workers (3rd season or beyond) must be paid at least minimum wage plus 10%; otherwise minimum wage applies. Immigration New Zealand
Accommodation cost increases which had been paused are now allowed again. Immigration New Zealand
More Flexibility & Lowered Barriers under AEWV / SPWV Reforms Choose New Zealand+3Immigration New Zealand+3Anderson Lloyd+3
Some of the changes relevant for seasonal visas / lower skilled work include:
Removal of the median wage requirement for AEWV and SPWV roles from 10 March 2025. Employers will no longer need to use that fixed median wage floor for seasonal or similar roles. It shifts toward “market rate” for the job and location instead. Immigration New Zealand+1
Employers no longer need to go through the previous 21-day engagement / advertising through Work and Income (WINZ) in certain cases. Instead, for lower-skilled roles (ANZSCO skill level 4 & 5), there is a declaration requirement that they have advertised and considered New Zealand applicants in good faith. Immigration New Zealand+2Working In New Zealand Employer Services+2
Reduction in the work experience requirement: from 3 years to 2 years. Immigration New Zealand+2Immigration New Zealand+2
Extended visa durations for lower skilled (ANZSCO level 4 & 5) AEWV roles: from 2 years to 3 years. This helps workers in these roles stay continuously longer without needing to reapply as often. Immigration New Zealand+1
Interim Work Rights / Simplified Responsibilities Immigration New Zealand+1
Some AEWV applicants (especially those switching from student visas or other work visas) will have clearer / more flexible interim work rights while their AEWV applications are processed. Immigration New Zealand
Removal of requirements for employers to complete certain online modules or provide paid time for workers to complete modules, for accredited & RSE employers. Immigration New Zealand+1
What’s Coming / Future Changes
New Seasonal Visa Pathways from November 2025 Immigration New Zealand+2Choose New Zealand+2
Two new visa types are scheduled to be introduced:
A 3-year multi-entry visa pathway for experienced seasonal workers.
A 7-month single-entry visa for less-skilled / lower-experienced seasonal workers. Immigration New Zealand+2immigrant.kiwi.nz+2
These will supplement or replace some of the more temporary and time-limited pathways currently in use. Immigration New Zealand+1
Broader Reforms Continued through 2025 Anderson Lloyd+2Immigration New Zealand+2
Streamlining the Job Check process for employers, especially for low-risk employers, to reduce delays. Immigration New Zealand
Further simplification of requirements (advertising, engagement via WINZ etc) and lowering of thresholds or criteria where possible.
Monitoring and possibly rebalancing seasonal visa pathways to make them more permanent or stable, given industry demand. The Beehive+1
Implications & What Employers & Workers Need to Know
These changes have quite a few implications. Here are some of the important ones:
For Employers
More flexibility to hire seasonal workers without having to meet the median wage threshold, which may lower costs in some sectors.
However, they still need to pay market rate; “market rate” means what similar roles in location and industry pay NZ-employees.
Employers should prepare for the new seasonal visa pathways (3-year multi-entry, 7-month single entry) coming in Nov 2025. This might influence recruiting strategies.
The advertising / evidence of engaging with local labour market (e.g. through WINZ / MSD) is still required, but in many cases via a declaration rather than full formal proofs. That should reduce some administrative burden.
For Recognised Seasonal Employers (RSE), the averaging of hours over 4 weeks gives greater flexibility around weekly fluctuations, which is particularly helpful in weather-sensitive or seasonally variable work.
For Seasonal Workers / Migrants
Reduced experience requirement means more workers may become eligible sooner.
The upcoming new pathways may offer more stability (e.g. a 3-year multi-entry option) for those with experience.
If using the temporary SPWV options (like the new temporary Specific Purpose Work Visa sub-category), note the deadlines (must apply by certain dates, roles starting by certain dates) to benefit. Some of those temporary options expire in 2025. The Beehive+1
Be aware of changes to pay or minimum hours: for RSE workers, and for seasonal roles under SPWV / AEWV.
Risks / Things to Watch
Just because the median wage requirement is removed doesn’t mean wages can drop arbitrarily; comparison with market rates will still be important, and under-paying could bring legal/immigration risks.
The transition period: some new pathways kick in only later (Nov 2025), so if you’re applying before then, the older rules or temporary options may still apply. Timing matters.
For worker’s visa durations and reentry, the finer details of visa conditions (multi vs single entry, continuous stay, etc.) will matter.
