New Zealand Work Visas: AEWV, Working Holiday, and Seasonal Work Options Explained

New Zealand offers several distinct pathways for foreign nationals who want to work legally in the country, and picking the right one depends heavily on your age, nationality, career stage, and how long you plan to stay. Whether you already have a job offer, want a short-term adventure abroad, or are looking for harvest-season work, understanding how each New Zealand work visa functions will save you time, money, and avoid application mistakes.

This guide breaks down the three main categories most applicants ask about: the Accredited Employer Work Visa (AEWV), which is tied to a specific job offer from an approved employer; the Working Holiday Visa, aimed at younger travelers from partner countries; and seasonal work visas, designed for New Zealand’s horticulture and viticulture industries. We’ll also cover costs, documents, processing expectations, and how these visas can connect to longer-term residence options. For more guides on this route, see our New Zealand visa category on Visa365.info.

Why New Zealand’s Work Visa System Is Structured This Way

New Zealand’s immigration system is built around matching genuine labour needs with qualified migrant workers, while protecting job opportunities for New Zealand citizens and residents first. That’s why almost every temporary work visa route requires either:

• A confirmed job offer from an employer that Immigration New Zealand (INZ) has vetted, or
• Participation in a bilateral agreement (like the Working Holiday Scheme), or
• Placement with an employer approved under a specific seasonal industry scheme.

Because of this structure, there is no general “find a job once you arrive” work visa for most nationalities outside the Working Holiday Scheme. Knowing which category fits your situation before you start gathering documents will make the process considerably smoother.

The Accredited Employer Work Visa (AEWV)

The AEWV is New Zealand’s main temporary work visa for skilled migrants and has been the primary route since it replaced the former Essential Skills Work Visa in July 2022. It is built around a three-stage process involving the employer, the specific job, and finally the worker.

How the AEWV Process Works

1. Employer Accreditation – The New Zealand business must first apply to INZ and be approved as an accredited employer. Accreditation categories include Standard (up to 5 migrant workers), High-Volume (6 or more), and Labour Hire accreditation, and employers must show they’re financially sound and have a clean record on employment and immigration law.
2. Job Check – Once accredited, the employer must get the specific role approved through a Job Check. This step confirms the job pays the market rate, meets New Zealand employment standards, and – for most roles – that the employer has genuinely tried to recruit a New Zealander first.
3. Visa Application – Only after the Job Check is approved can the migrant worker apply for the AEWV itself, submitting evidence of qualifications, work experience, health, character, and, where required, English language ability.

Eligibility Requirements

To qualify for the AEWV, you generally need:

• A genuine, full-time job offer (usually at least 30 hours per week) from an INZ-accredited employer
• A job that has passed the Job Check with a valid job token
• Either relevant work experience or a formal qualification matching the role’s skill level
• To meet health and character requirements
• English language evidence for certain occupations (test results must generally be no more than two years old)

Important update: The median wage requirement for the general AEWV was removed on 10 March 2025. Employers must now pay the market rate for the role – meaning what a New Zealander doing the same job in the same region would earn – and this must be at or above the current adult minimum wage. The median wage threshold still applies elsewhere, including for Green List roles, partner and dependent-child visa support thresholds, and the Skilled Migrant Category residence visa.

Visa Duration and Fees

Visa length depends on the skill level of the role under the ANZSCO or National Occupation List (NOL) classification systems, with higher-skilled roles generally eligible for longer visas (up to five years) and lower-skilled roles receiving shorter durations. Because fees, wage thresholds, and skill-level classifications are updated periodically, always confirm the current figures directly on the official Immigration New Zealand website before applying, since third-party estimates can go out of date quickly.

Seasonal AEWV Categories

From 8 December 2025, Immigration New Zealand introduced two new seasonal visa categories that sit under the broader AEWV accreditation framework: the Global Workforce Seasonal Visa (GWSV) and the Peak Seasonal Visa (PSV). These require the sponsoring employer to hold AEWV accreditation and are aimed at recurring seasonal roles, with most standard AEWV requirements applying alongside some variations in English language rules, visa duration, and required work experience.

Pathway to Residence

For many skilled migrants, the AEWV is a stepping stone rather than the end goal. Depending on your occupation and wage, it can connect to:

• The Green List direct-to-residence or work-to-residence pathways for roles in high demand
• The Skilled Migrant Category Resident Visa, which uses a points-based system considering qualifications, registration, income, and New Zealand work experience

Because residence pathway rules are detailed and change based on occupation lists, applicants considering long-term settlement should review the specific pathway tied to their role rather than assuming eligibility.

Working Holiday Visas

The Working Holiday Visa is designed for young travelers who want to combine tourism with short-term work or study in New Zealand, rather than committing to a specific employer before arrival. This makes it fundamentally different from the AEWV, since no job offer is required to apply.

Who Can Apply

New Zealand has Working Holiday Scheme agreements with more than 40 countries and territories, and the terms of each agreement – age limits, visa length, and any annual quotas – vary by nationality. As a general pattern:

• Standard age range: 18 to 30 years old
• Extended age range (up to 35): available for citizens of a small number of countries, including the United Kingdom, Canada, Argentina, Chile, and a few others under specific bilateral agreements
• Visa duration: typically 12 months for most nationalities, though UK citizens can generally stay up to 36 months, and Canadian citizens up to 23 months, under their respective country agreements

Because every country’s scheme has its own quota, age bracket, and conditions, you should always check your specific nationality’s page on the official Immigration New Zealand website rather than relying on generic figures.

Core Eligibility Requirements

Regardless of nationality, most Working Holiday applicants must:

• Hold a valid passport from an eligible country
• Meet the applicable age requirement for their nationality
• Show sufficient funds for living costs during their stay (a commonly cited benchmark is at least NZD $4,200, though this can vary by country agreement)
• Hold a return ticket, or funds sufficient to purchase one
• Meet health and character requirements, which may include a chest X-ray for applicants from countries with higher tuberculosis rates
• Hold comprehensive medical and travel insurance covering their stay
• Not be bringing dependent children on most Working Holiday schemes

What You Can and Cannot Do

The Working Holiday Visa allows genuine temporary work and study, but it’s intended primarily for tourism, with work or study as secondary activities rather than the main purpose of the trip. Some country schemes place limits on how long you can work for a single employer. A notable recent change: from April 2026, Working Holiday visa holders are no longer permitted to work as self-employed sole traders or run their own business – work must be under an employment agreement or a contract for services with an employer.

Applying for a Working Holiday Visa

Applications are made online through Immigration New Zealand once your country’s scheme is open. Because a number of national schemes are capped, quotas for popular countries can fill within hours of opening. If your nationality falls under a capped scheme, it’s worth preparing your documents, passport details, and payment method in advance of the opening date so you’re ready to submit as soon as applications go live.

Seasonal Work Visas: The Recognised Seasonal Employer (RSE) Scheme

For roles specifically in horticulture and viticulture – think fruit picking, vine work, planting, and packing – New Zealand runs a dedicated pathway called the Recognised Seasonal Employer (RSE) scheme.

How the RSE Scheme Works

The RSE scheme follows a similar layered structure to the AEWV:

1. RSE Status – A New Zealand horticulture or viticulture employer must first apply to Immigration New Zealand for recognition as an RSE. This status is typically granted for two years to successful first-time applicants and requires the business to demonstrate financial viability and sound employment practices.
2. Agreement to Recruit (ATR) – Once recognised, the employer applies for an ATR, which sets the specific number of overseas workers they’re approved to recruit for that season. An ATR is only granted where the Ministry of Social Development confirms there aren’t enough New Zealand workers available and willing to fill the roles.
3. RSE Limited Visa Application – The individual worker then applies for the RSE Limited Visa, which is issued as a “limited visa” tied strictly to the seasonal job.

Who Can Apply for an RSE Visa

To qualify for an RSE Limited Visa, applicants generally need:

• A genuine offer of employment to plant, maintain, harvest, or pack crops from an employer holding both RSE status and an approved ATR
• To be 18 years or older
• To meet health and character requirements
• To be assessed as a bona fide applicant
• Acceptable medical insurance for the duration of their stay

While the scheme gives preferential access to citizens of eligible Pacific countries as part of New Zealand’s broader goal of supporting economic development and regional ties in the Pacific, other nationalities may also be recruited where an employer can show local or Pacific workers aren’t available to fill the roles.

Duration and Conditions

RSE visa holders from most countries can generally stay in New Zealand for up to 7 months within any 11-month period, reflecting the seasonal nature of the work. The RSE season officially runs from 1 July to 30 June the following year, and the total number of RSE workers permitted nationally each season is capped by the government.

There’s also a related, smaller category – the Supplementary Seasonal Employment (SSE) visa – which allows people already in New Zealand on a visitor or student visa to switch into short-term seasonal work (generally up to 6 months) if there’s a shortage of RSE workers.

An RSE visa is strictly employer- and purpose-specific. It does not carry meaningful study rights and is not designed as a pathway to residence, so it should be viewed purely as a temporary, seasonal labour route rather than a stepping stone to longer-term settlement.

Comparing the Three Pathways

Documents You’ll Typically Need

While exact requirements differ by visa type, most New Zealand work visa applications will ask for:

• A valid passport with sufficient remaining validity
• Evidence of the job offer or employment agreement (AEWV, RSE) where applicable
• Proof of qualifications or relevant work experience
• Health and character documentation, which may include medical exams or police certificates
• Proof of funds (particularly for Working Holiday applicants)
• Travel and medical insurance
• English language test results, where required for the specific visa category

Final Thoughts

Choosing between the AEWV, a Working Holiday Visa, and a seasonal RSE visa really comes down to your circumstances: whether you already have a confirmed job offer, your age and nationality, and whether you’re looking for a short cultural experience or a longer-term skilled career move. Because Immigration New Zealand periodically updates fees, wage thresholds, occupation lists, and quotas, it’s worth checking the official Immigration New Zealand website for your specific visa category before you start your application, and considering advice from a Licensed Immigration Adviser for more complex cases, such as those involving dependents or residence planning.

Frequently Asked Questions

Do I need a job offer to apply for a New Zealand work visa?

It depends on the visa type. The Accredited Employer Work Visa (AEWV) and the RSE seasonal visa both require a confirmed job offer from an employer that has been specifically approved by Immigration New Zealand before you can apply. The Working Holiday Visa, on the other hand, does not require a job offer in advance – it’s designed to let you travel to New Zealand first and pick up temporary work once you arrive.

What is the difference between the AEWV and the old Essential Skills Work Visa?

The AEWV replaced the Essential Skills Work Visa in July 2022 and introduced a stricter, three-stage process that separately assesses the employer (through accreditation), the specific role (through a Job Check), and finally the individual worker. This structure was designed to give Immigration New Zealand more oversight of both employer conduct and job genuineness compared with the previous system.

Is there still a minimum wage requirement for the AEWV?

The median wage requirement was removed from the general AEWV on 10 March 2025. Employers must now pay the market rate for the specific role (comparable to what a New Zealander doing the same job in the same region would earn), and this must meet or exceed the current adult minimum wage. The median wage threshold still applies to other categories, such as Green List roles and the Skilled Migrant Category residence visa.

Can I extend my Working Holiday Visa or switch to another visa type?

Working Holiday Visas are generally issued as one-time, non-renewable visas for most nationalities, with the exact duration depending on your country’s specific agreement with New Zealand. Many Working Holiday participants who want to stay longer explore switching to a different visa category, such as a student visa or an AEWV if they secure a qualifying job offer, but eligibility depends on your individual circumstances and the specific visa rules in place at the time.

Can Working Holiday Visa holders study in New Zealand?

Yes, the Working Holiday Scheme is generally structured around tourism as the primary purpose, with work or study allowed as secondary activities during the stay, rather than as the main reason for the visit. Specific study duration limits can vary, so it’s worth checking your country’s scheme details on the official Immigration New Zealand website.

Who is eligible for the Recognised Seasonal Employer (RSE) scheme?

The RSE scheme gives preferential access to citizens of eligible Pacific countries, reflecting its goal of supporting Pacific economic development. However, employers may also recruit workers of other nationalities if they can demonstrate that local or Pacific workers aren’t available to fill the seasonal roles. All RSE visa applicants must be 18 or older and meet health, character, and bona fide applicant requirements.

How long can I stay in New Zealand on an RSE visa?

Most RSE Limited Visa holders can stay for up to 7 months within any 11-month period, in line with the seasonal nature of horticulture and viticulture work. You must leave New Zealand before your visa expires, as RSE visas do not allow in-country extensions.

Does the AEWV lead to New Zealand permanent residence?

It can, depending on your occupation and circumstances. Many AEWV holders in eligible roles may access Green List direct-to-residence or work-to-residence pathways, or later apply under the points-based Skilled Migrant Category Resident Visa. Eligibility depends heavily on your specific occupation, wage, and qualifications, so it’s best to review the pathway tied to your role rather than assuming residence is automatic.