New Zealand Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in New Zealand?

In New Zealand, anyone who is not a New Zealand citizen or resident will generally require a work permit to be employed. This applies to both temporary and long-term employment, including skilled workers, seasonal employees, and those in specific industries. Employers must verify that their international employees have the appropriate work visas or permits before hiring them.

Temporary work permits are commonly required for employees coming to New Zealand for specific job roles, such as seasonal labor or short-term contract work. In contrast, longer-term permits may be needed for workers filling roles in shortage occupations or those seeking to reside and work in New Zealand for extended periods.

Types of Work Visas in New Zealand

New Zealand offers a range of work visas catering to different employment needs and circumstances. The most common visa types include options for skilled workers, essential workers, and temporary or long-term employment. Understanding these different categories will help you determine which visa is best suited for your employees.

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Work Permit Application Process in New Zealand (Step-by-step)

In New Zealand, most employer-sponsored work visas, such as the Accredited Employer Work Visa (AEWV), follow a structured, online process managed by Immigration New Zealand. The steps below outline a typical pathway for bringing an international employee into your New Zealand workforce.

• Step 1: The employer confirms the role and checks visa options. You should assess whether the role fits the AEWV, a Specific Purpose or Event Visa, or another category, and confirm that the salary, hours, and duties meet New Zealand employment and immigration standards.
• Step 2: The employer obtains or maintains accreditation with Immigration New Zealand. Accreditation requires demonstrating that your business is genuine, financially viable, and compliant with employment and immigration law, and it must be renewed periodically to keep sponsoring workers.
• Step 3: The employer completes the job check (where required). For AEWV roles not exempt via the Green List or high salary thresholds, you typically need to advertise the role in New Zealand and show that no suitably qualified or available New Zealanders were found.
• Step 4: The employer issues a compliant employment agreement and job offer. These documents must clearly set out duties, location, hours, remuneration, and employment conditions that meet or exceed New Zealand minimum standards and any sector-specific requirements.
• Step 5: The employee gathers personal documentation. This usually includes a valid passport, evidence of qualifications or work experience, police certificates for character, and medical or chest X-ray certificates if required based on stay length or risk factors.
• Step 6: The employee submits the visa application online. Using the INZ portal, the worker completes the relevant work visa form, uploads supporting documents, and pays the application fee and any immigration levy.
• Step 7: Immigration New Zealand assesses the application. INZ may request further information, verify employment details with the accredited employer, and conduct health and character checks before making a decision.
• Step 8: The visa is granted and travel or onboarding is arranged. Once approved, the employee can travel to New Zealand (if offshore) or start/continue work for the sponsoring employer in line with the visa conditions, such as role, location, and visa duration.

Requirements and Eligibility for a Work Permit

Eligibility for a New Zealand work visa depends on both the employer and the employee meeting Immigration New Zealand’s criteria. While details vary by visa type, there are consistent themes across most employer-sponsored categories.

Common requirments inlcude:

• Accredited or compliant employer status. For the AEWV, your company must hold current accreditation with Immigration New Zealand, showing that you are a genuine business, financially sound, and compliant with employment standards.
• A genuine, full-time job offer that meets market standards. The role must be real, paid at or above the relevant wage thresholds, and align with New Zealand employment law, including minimum wage and holiday entitlements.
• Relevant skills, qualifications, or experience. The employee usually needs to show that their background matches the role, sometimes by meeting ANZSCO skill levels or Green List criteria, or by providing evidence of equivalent work experience.
• Health and character requirements. Applicants must meet INZ health standards, which may involve medical examinations, and provide police certificates to demonstrate good character and the absence of serious criminal history.
• Compliance with visa-specific conditions. Some visas require proof of English language ability, sector agreements, or regional settings, and the worker must agree to comply with conditions such as employer, occupation, and location restrictions.
• Proof of sufficient funds or support where relevant. For certain temporary or short-term visas, applicants may need to show they can support themselves in New Zealand or that the employer is providing adequate remuneration and support.

Work Permit Processing Time in New Zealand

Processing times for New Zealand work visas can vary depending on the visa category, the volume of applications, and whether all documents are complete and accurate at the time of submission. Online applications with clear, well-organized evidence tend to move faster.

The typical processing time for a work permit or visa in New Zealand can vary depending on the specific visa type, whether the applicant is onshore or offshore, and whether additional checks are needed. INZ may also experience seasonal peaks that slow down decisions. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Around 1 to 3 months after all required documents are submitted and any job check or accreditation steps are completed.
• Permanent Residence: Approximately 6 to 12 months or longer, depending on the category, background checks, and the completeness and complexity of the application.
• Short-Term Business or Work Visas: Roughly 2 to 6 weeks, particularly for straightforward business visits, short assignments, or Specific Purpose or Event Visas with clear documentation.

Expected Processing Timeline: Employer vs Employee

From initial role scoping to visa approval, both employer and employee have time-bound tasks. The outline below gives a typical sequence, though actual weeks may shift based on your circumstances and INZ workloads.

• Week 1: Employer finalizes the role, confirms the appropriate visa category, and checks accreditation status or initiates accreditation if not already approved.
• Week 2: Employer prepares and submits the job check (if required) and drafts a compliant employment agreement and job offer for the candidate.
• Week 3: Employee gathers personal documents, including passport, qualifications, work references, and arranges any required medicals or police certificates.
• Week 4: Employee submits the online visa application with all supporting evidence, while the employer remains available to respond to any INZ verification requests.
• Weeks 5–8: Immigration New Zealand assesses the application, may request further information, and completes health, character, and labor market checks as needed.
• Weeks 9–10: INZ issues a decision; if approved, the employee finalizes travel plans and the employer prepares onboarding and compliance tracking for visa conditions.

Who Does What During New Zealand Work Permit Sponsorship?

• Employers are responsible for: Defining the role, maintaining or obtaining accreditation, completing any required job check, issuing a compliant employment agreement, and supporting the visa application with accurate information. They must also ensure ongoing compliance with employment, tax, and immigration obligations and monitor visa expiry dates.
• Employee is responsible for: Providing truthful and complete personal information, qualifications, and work history, and arranging medicals and police certificates where required. They must also comply with visa conditions, such as working only for the approved employer in the approved role and keeping their passport and immigration status valid.

Work Permit Renewal Periods in New Zealand

Work visa renewal or extension in New Zealand depends on the specific visa type, the maximum stay allowed, and whether the employer remains accredited and able to support the role. For example, AEWV visas are typically granted for up to 3 years at a time, subject to wage thresholds and sector settings, and renewals may require a fresh job check and updated evidence.

Practice may vary, and Immigration New Zealand can change policy settings, so employers should track visa expiry dates and start renewal planning several months in advance. It is advisable to check current INZ guidance or seek local legal advice to confirm eligibility, maximum stay limits, and any new requirements before submitting a renewal application.

What Are the Fees for a Work Permit or Visa in New Zealand?

The cost of applying for a work permit or visa in New Zealand can vary depending on the type of visa and the applicant’s specific circumstances. Fees are typically paid at the time of application.

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Additional Costs:

• International Visitor Conservation and Tourism Levy (IVL): NZD $100 (~USD $60), applicable to most visa applications.

Note: Fees are subject to change; refer to the official Immigration New Zealand website for the most current information.

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Key Changes to the Accredited Employer Work Visa (AEWV)

​As of March 10, 2025, New Zealand has implemented several significant changes to the Accredited Employer Work Visa (AEWV). Below is an overview of these key changes:

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1. Removal of Median Wage Requirement: Employers hiring under the AEWV are no longer mandated to pay the median wage. Instead, wages must meet or exceed the New Zealand minimum wage (which is NZD $23.50 as of April 1, 2025) and align with the market rate for the role.

2.Reduction in Work Experience Requirement: The required work experience for AEWV applicants has been reduced from three years to two years.

3. Extended Visa Duration for Lower-Skilled Roles: The maximum visa duration for AEWV holders in ANZSCO skill levels 4 and 5 has been extended to three years.

5. Increased Income Threshold for Supporting Dependent Children: The income threshold for AEWV holders to support dependent children has increased from NZD $43,322.76 to NZD $55,844 per year.

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Visa Requirements For Digital Nomads in New Zealand

New Zealand has introduced a new policy that allows digital nomads to work remotely for overseas employers while staying in the country. This initiative, effective from January 27, 2025, enables digital nomads to legally reside in New Zealand for up to 90 days without breaching visa conditions.

Key Features:

• Remote Work Eligibility: Visitors can work remotely for foreign employers or clients. This includes activities such as coding, writing, and attending virtual meetings. However, working for New Zealand-based employers or providing services to local businesses is prohibited when working under this visa type.
• No Minimum Income Requirement: Unlike many other countries, New Zealand does not impose a minimum income threshold for this arrangement. This makes it accessible to a wide range of remote workers.
• Tax Considerations: While working remotely, visitors are generally not subject to New Zealand's income tax for the first 90 days in a 12 month period.

Employer Compliance & Obligations in New Zealand

Hiring foreign workers in New Zealand comes with a few challenges. Understanding the visa process, complying with immigration laws, and ensuring a smooth transition for international employees are just some of the issues employers may face. However, with proper planning and knowledge, these challenges can be overcome.

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• Challenge 1: Navigating the visa system. New Zealand’s work visa options can be complex, with specific criteria and documentation required for each visa type.
• Challenge 2: Meeting the labour market test. Employers may face difficulties proving that no New Zealand citizens or residents were available for the role.
• Challenge 3: Processing time delays. Immigration processing times can be lengthy, and employers may experience delays when trying to bring foreign workers to New Zealand.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.