Two New Seasonal Visa Options Announced by Immigration New Zealand

New Zealand will open two new seasonal work routes on December 8, 2025: the Global Workforce Seasonal Visa (GWSV) for skilled seasonal roles and the Peak Seasonal Visa (PSV) for entry-level jobs during busy months. Immigration New Zealand says both visas will help fill urgent gaps in agriculture, horticulture, tourism, food processing, and adventure sports when demand peaks due to weather and production cycles. Officials stress these visas are designed for short-term needs and are not pathways to residency. Both sit inside the Accredited Employer Work Visa (AEWV) system, so employers must be accredited and pass a job check for the specific seasonal role before hiring.

Policy changes overview

Under the new settings, the GWSV will allow approved workers to stay for up to three years, provided they spend at least three months outside New Zealand each year. Applicants must show at least three seasons of relevant work within the past six years. There is no Labour Market Test and no English requirement. Holders may change employers, but only into another GWSV role. They may also switch to another visa type later if they qualify for it. However, they cannot sponsor partners or children.

The PSV will give entry-level or lower-skilled workers a shorter window of up to seven months. Applicants need at least one season of relevant work in the past three years, and they must hold comprehensive health insurance. After a PSV period ends, a four-month break is required before reapplying. Like the GWSV, the PSV has no English requirement and does not allow sponsorship of family.

Key points common to both visas:

• No Labour Market Test for either visa.
• No English language requirement.
• Partners or dependents cannot be sponsored.
• Both visas are within the AEWV framework (employer accreditation + job check).
• Immigration officers will verify that jobs are genuinely seasonal, not permanent roles reshaped to fit the scheme.

VisaVerge.com analysis: the clear rules around seasonality and the built-in breaks are designed to stop churn and protect local hiring for permanent roles, while giving industries a lawful way to bring in workers at crunch time.

How the visas will work in practice

Both visas use the AEWV framework. That means the process should be familiar for businesses already accredited. Typical process steps:

1. Employer gets accredited under AEWV.
2. Employer obtains a job check for a specified seasonal role.
3. Worker applies for either the GWSV or the PSV.
4. Immigration New Zealand verifies the seasonal nature of the job.
5. For PSV only: the worker provides proof of comprehensive health insurance.
6. Break periods apply:
   • GWSV: three months outside New Zealand each year
   • PSV: four months between PSV stints

Additional practical details:

• Applicants moving from a student or another work visa keep interim work rights while the application is processed.
• Job mobility is allowed, but only within the same visa type (GWSV → another GWSV role; PSV → another PSV role).
• There is no path to residence through either visa.
• Partners or dependents cannot be sponsored.

Examples of likely roles

• GWSV (skilled and semi-skilled seasonal roles): agricultural/horticultural mobile plant operators, agricultural technicians, snow sports instructors, winemakers, outdoor adventure guides, shearers, slaughterers, primary products inspectors.
• PSV (entry-level/lower-skilled roles): mussel or oyster farm workers, calf rearers, relief milkers, forestry workers, meat process workers, seafood process workers, winery cellar hands, wool handlers.

The government will monitor use to ensure employers do not rely on these routes for year-round needs. Officials have said they will review performance after the first peak season and may adjust role lists, checks, or compliance rules if needed.

Impact on employers and workers

For employers

• Biggest shift: greater flexibility and faster hiring because of no Labour Market Test.
• Ongoing oversight: the role must be seasonal, job checks must match the season, and PSV employers must show active engagement with Work and Income before hiring.
• Accreditation and job checks can take time—plan ahead.

For workers

• Two distinct options:
  • GWSV: multi-year cycles for skilled seasonal professionals, but must meet the three-month annual offshore requirement.
  • PSV: shorter stints for entry-level workers, requiring comprehensive health insurance and a four-month break between seasons.
• Trade-offs: no family sponsorship; time‑bound work only.
• Useful for building references with accredited employers and returning across seasons within visa rules.

Practical examples

• A Southland dairy company could bring in PSV relief milkers from late winter through spring, then pause for four months before the next busy period.
• A central Otago orchard could use GWSV to rehire trained machine operators over multiple seasons, improving safety and quality while staying within the seasonal cap.

These measures can reduce last-minute shortages that risk leaving fruit unpicked or ski fields understaffed on peak days.

Wider context and related changes

• From August 18, 2025, Recognised Seasonal Employers (RSEs) can increase weekly accommodation charges by up to 2.5%. That rule applies to RSE visas, not the GWSV or PSV, but it signals broader cost pressures in seasonal work and the government’s incremental adjustments in the sector.
• Officials emphasize that neither the GWSV nor the PSV is a route to residence. People seeking long-term settlement must pursue other pathways.

Key actions and deadlines

• Plan now for the December 8, 2025 start date.
• Employers should:
  • Begin or confirm AEWV accreditation.
  • Prepare job checks aligned to clear seasonality.
  • For PSV hires, ensure workers have or can obtain comprehensive health insurance.
• Workers should:
  • Confirm they meet the seasonality experience requirements (GWSV: three seasons in six years; PSV: one season in three years).
  • Prepare for required break periods (GWSV: three months offshore annually; PSV: four months between stints).
  • Understand there is no family sponsorship and no direct residence pathway via these visas.

Important: Accreditation and job checks can take time, and insurers’ processing for PSV health cover may add another step. Careful preparation helps reduce delays and keeps workers available when needed most.

For official updates on eligibility and applications, visit Immigration New Zealand at https://www.immigration.govt.nz/.