New Zealand’s Seasonal Visa Pathways 2026: A Guide for Workers and Employers

New Zealand is introducing new seasonal work visa pathways designed to strategically address critical labour shortages across key sectors during peak periods. These changes offer accredited employers greater flexibility in managing seasonal peaks and provide overseas workers with structured, short-term work opportunities.

While these visas unlock significant short-term potential, applicants and employers must have a crystal-clear understanding of the distinct rules, strict eligibility criteria, and crucial limitations that define these pathways.

This guide details the core changes, the specific opportunities presented, and the necessary precautions for both prospective workers and hiring employers.

New Zealand continues to face persistent workforce pressure in sectors with predictable seasonal demand, including:

• Agriculture and Horticulture

• Forestry and Logging

• Seafood and Meat Processing

• Tourism, Hospitality, and Adventure Sports

• Wine and Vineyard Operations

The new visa options aim to fill these predictable, repeat labour shortages during high-demand months, focusing purely on temporary work without establishing long-term residency pathways.

These pathways are strictly tied to the employer’s accreditation status. Only accredited employers are permitted to hire under these streams.

Visa Type	Maximum Validity	Best Suited For	Typical Experience Requirement
Global Workforce Seasonal Visa (GWSV)	Up to 3 years (with stand-down periods)	Skilled or specialist seasonal roles.	Typically 3 relevant seasons in the last 6 years.
Peak Seasonal Visa (PSV)	Up to 7 months	Entry-level seasonal or high-demand, low-skilled labour roles.	Usually 1 season in the last 3 years.

These visas are ideal for individuals who:

• Possess previous seasonal work experience in New Zealand or internationally.

• Prioritise short-term employment and gaining international work experience over a pathway to permanent residency.

• Are returning workers familiar with New Zealand’s industry standards and environments.

• Are comfortable with temporary, fixed-term employment aligned with specific harvest, tourism, or production cycles.

Crucial Note for Applicants: For those aiming for permanent settlement in New Zealand, these visas must be viewed solely as temporary work opportunities—not as a stepping stone or shortcut to migration.

Before making an application, migrants must be aware of the following non-negotiable restrictions:

1. No Direct Pathway to Residence

Neither the GWSV nor the PSV offers a route to permanent residence or long-term settlement. Applications driven by a desire for residency will likely face disappointment.

2. Stand-Down Rules

Workers under the GWSV will be subject to mandatory stand-down periods, requiring them to spend time outside of New Zealand before being eligible for a subsequent seasonal term.

3. No Dependants

The conditions of most seasonal visas do not permit dependants (spouses, partners, or children) to accompany the worker to New Zealand.

4. Employer Accreditation is Mandatory

The job offer must come from a validly accredited employer. If an employer loses their accreditation, the job cannot support these visa pathways.

5. Contract Compliance is Key

The seasonal contract must be comprehensive and clearly detail:

• The exact work period and expected hours.

• The agreed-upon pay rate and specific location(s) of work.

• Any breaks or stand-down requirements between seasons.

Underestimating the stringency of contract requirements is a common cause of application delays or outright refusal.

Employers intending to utilise these new pathways must ensure robust compliance:

• Maintain Valid Accreditation: Accreditation status must be current and in good standing.

• Demonstrate Genuine Need: You must provide evidence of a genuine, recurring seasonal labour demand that cannot be met by the domestic workforce.

• Complete the Job Check: A successful Job Check is required where applicable to confirm the terms of the employment.

• Meet Welfare Obligations: Full compliance with all obligations relating to pay, accommodation (if provided), and overall worker welfare is essential.

Increased Scrutiny: Employers should anticipate heightened monitoring and compliance checks under these new visa settings. Expect more scrutiny, not less, regarding adherence to immigration and employment laws.

The introduction of these structured seasonal visa pathways signals a clear shift toward targeted, short-term labour solutions.

• These visas are beneficial for: Returning seasonal workers, individuals seeking short-term experience, and employers managing peak production demands.

• These visas are NOT suited for individuals seeking: A pathway to residency, long-term job security, family relocation, or year-round employment.

It is critical that you proceed with a full understanding of your eligibility, the details of your job offer, and the inherent policy limitations. A rushed or misinformed application, particularly one with long-term expectations that do not align with the visa’s intent, is a fast track to disappointment or refusal.

Book a consultation today if you have a job offer or require support with the new accreditation and job check process.