(New Zealand) Immigration New Zealand has begun a sweeping immigration overhaul that puts the new National Occupation List (NOL) at the center of how the country assesses a work visa. From November 3, 2025, officials started recognizing 87 new occupations at skill levels 1 to 3 for the Accredited Employer Work Visa. Government planners say this will better match overseas talent to real job needs.
The change — which also allows some current visa holders to switch to newly recognized roles — marks one of the most direct shifts away from the old ANZSCO standards in years. It quickly reshapes options for employers, recruiters, and migrant workers preparing applications now.
What the National Occupation List replaces and how it works
The NOL replaces the Australian and New Zealand Standard Classification of Occupations (ANZSCO) as the reference point for most job-based decisions. Although the policy became the official standard in November 2024, it signaled its pace and purpose with a first update on July 1, 2025, and a promise of annual refreshes to keep pace with labor market and technology changes.
Key features of the NOL:
– Sorts jobs across five skill levels:
– Level 1 — highly skilled occupations
– Level 5 — roles with fewer formal entry requirements
– Designed to be nimble, allowing annual updates to add new jobs or adjust skill levels
– Intended to address limitations of the older ANZSCO system
Immediate effects of the November 3, 2025 update
The practical effect of the November 3, 2025 step is immediate and visible. Immigration New Zealand now treats dozens of additional roles in fields such as:
- Civil engineering
- Software development
- Medical technology
- Marketing management
Some sources cite 91 occupations, but official guidance emphasizes 87 newly recognized roles at skill levels 1 to 3. Either way, this opens mid- to high-skill roles to overseas workers and gives current Accredited Employer Work Visa holders in those bands better prospects to extend their stay and support family reunification.
Other impacts:
– Some people in Level 4 or Level 5 jobs may be able to shift into newly accepted occupations without leaving New Zealand
– Employers gain more room for extensions and workforce planning where roles reclassify to Level 3
Phased transition and temporary measures
Officials chose a phased transition to limit disruption as systems, checklists, and employer practices catch up.
Notable transitional steps:
1. A temporary Specific Purpose Work Visa pathway ran from September 8 to November 2, 2025, assisting workers approaching their maximum continuous stay.
2. Applicants using that pathway were told to use NOL codes for applications submitted by November 2, 2025.
3. Other categories, such as the Skilled Migrant Category, continue to rely on ANZSCO codes for now and will move later — creating a split-screen environment where employers handle mixed references.
That tension is expected to ease as more programs fully switch to the NOL.
What employers and recruiters must do differently
For hiring managers and accredited employers, this is more than a label change. Job checks now hinge on selecting the correct NOL code. Officials warn that mismatches between job descriptions and the selected code will slow decisions or lead to declines.
Employer guidance and common pitfalls:
– Review roles previously treated as Level 4 or Level 5, since some may now align to Level 3
– Ensure job tasks, typical daily responsibilities, and required qualifications match the NOL wording
– Rewrite position descriptions to remove legacy titles and show clear day-to-day duties
– Train recruiters and HR teams; common errors include using outdated occupation titles and failing to match tasks to the NOL
Warning: Job Checks lodged for newly recognized bands must match the NOL code and the tasks described — mismatches increase the risk of delays or refusals.
What applicants need to prepare
Workers aiming to move to New Zealand should expect clearer rules on skill level mapping but also stricter documentation requirements.
Applicant expectations:
– Show that qualifications and work history fit the NOL-defined skill level
– Provide cleaner documentation, clearer references, and tighter role descriptions at the offer stage
– For many mid-career professionals (engineering, health tech, construction management, software), the NOL provides broader entry points and a more predictable sponsorship route
– People in Level 1–3 roles have clearer options to extend stay and support family reunification; those moving from Level 4/5 into newly recognized roles must document the change thoroughly
Residence pathway changes planned for 2026
The government has also mapped changes to the residence track:
Planned adjustments (effective August 2026):
– Lower the maximum New Zealand work experience requirement for most Skilled Migrant Category applicants from 3 years to 2 years
– Simplify the wage rule so applicants only need to maintain the same median wage rate during the required work period (instead of proving a higher wage at decision stage)
Two distinct residence pathways to be introduced in 2026:
1. Skilled work experience pathway (ANZSCO skill level 1–3)
– Five years relevant experience required
– Includes two years in New Zealand
– Earnings of at least 1.1 times the median wage
2. Trades and technician pathway (specified hands-on occupations)
– Level 4+ qualification
– Four or more years of post-qualification experience
– Includes 18 months in New Zealand
– Pay at or above the median wage
- Students with New Zealand university-level qualifications receive extra points to encourage local career-building
Practical guidance and official resources
Immigration New Zealand has urged employers to use official tools when selecting an occupation code and not rely on guesswork or copied text from old applications.
Steps recommended for employers and applicants:
1. Match job tasks, typical responsibilities, and required qualifications with the NOL entry
2. Check the skill level and wage expectations for that role
3. Rewrite position descriptions and employment agreements to show precise daily duties
4. Maintain up-to-date contracts, references, and qualification evidence
Immigration New Zealand’s website is the primary reference for how the NOL applies, what evidence is needed, and which categories still use ANZSCO. For policy details and updates see: Immigration New Zealand.
Early outcomes and industry reaction
The timeline has been compressed: official standard in November 2024, first update on July 1, 2025, and the major Level 1–3 expansion on November 3, 2025. That condensed cycle accelerated structural change within a year.
Observed results:
– Employers who adapted early report smoother Job Checks and faster hiring decisions
– Late movers faced backlogs as they reworked contracts and position descriptions
– Industry bodies are providing training for recruiters and HR teams
– Unions and settlement groups are monitoring for wage and training safeguards
The government frames the changes as pro-growth and skills-focused, while keeping wage checks and qualification standards intact. Analysis by VisaVerge.com suggests the NOL-centered framework simplifies application mapping and expands qualifying roles in Level 1–3 bands — potentially easing hiring for accredited employers while maintaining guardrails on pay and experience.
Regional and cross-border context
New Zealand’s move mirrors reforms in Australia that rely more on up-to-date occupation mapping and wage-linked thresholds. The NOL is designed to be a New Zealand system but retains familiarity useful to multinational employers operating across the Tasman.
For multinational firms:
– Familiarity reduces friction but firms must study country-specific definitions of skill levels and wage floors
– Consistency helps in sectors like tech and engineering where staff and projects move between countries
The test ahead
The success of the rollout will be judged on processing outcomes:
– Employers want faster decisions and fewer requests for extra information
– Workers want clear rules and consistent outcomes
– Immigration officers want applications that meet requirements on the first try
Early signs show decisions move steadily where job descriptions and codes match; where they don’t, delays accumulate. That pattern reinforces the constant message: the NOL is only as effective as the supporting information employers and applicants provide.
Practical checklist for the next 12 months
- Review roles against the NOL and update job descriptions
- Map individual visa and residence journeys step-by-step, noting which framework applies at each stage
- Keep documentation current: contracts, references, qualifications, and tasks that match NOL wording
- Train HR and recruitment teams to spot changes and avoid legacy occupation titles
- Use official Immigration New Zealand guidance before lodging applications: https://www.immigration.govt.nz/
Final perspective
New Zealand’s shift to the National Occupation List is a bet on agility: reset job classification, refresh annually, and expand the set of roles that support work visas. The rollout places new demands on employers and applicants to get details right, but the direction is clear: align jobs to current needs, build a flexible system, and offer defined residence pathways for those who build careers in New Zealand under stable, fair rules.
Frequently Asked Questions
This Article in a Nutshell
New Zealand’s National Occupation List (NOL) replaces ANZSCO for many job-based visa decisions, with 87 new occupations at skill levels 1–3 recognized from November 3, 2025. The NOL sorts jobs across five skill levels and will be updated annually. Employers must match job tasks to NOL codes to avoid delays. Planned residence rule changes effective August 2026 lower required NZ work experience and simplify wage rules. Employers and applicants should update role descriptions and use INZ resources for guidance.
