Understanding New Zealand’s New Seasonal Visas

Elly Fleming

21 November 2025  

What are New Zealand’s new seasonal visas? 

From 8 December, New Zealand is introducing two new seasonal visas under the Accredited Employer Work Visa (AEWV) framework. They are the Global Workforce Seasonal Visa (GWSV) and the Peak Seasonal Visa (PSV). 

These visas replace the previous seasonal option under the Specific Purpose Work Visa category. However, despite offering more structure for seasonal recruitment, employers still need to navigate several compliance steps under the AEWV framework. Accreditation, job checks, advertising (for PSV), compliant employment agreements, and proof of genuine seasonality still apply.  

This guide breaks down the key differences between the Global Workforce Seasonal Visa and the Peak Seasonal Visa, highlights important fishhooks for employers and migrant job seekers and provides practical tips to avoid delays or declined applications. 

Seasonal visa comparison table 

The two new visas create pathways for both skilled and entry-level seasonal workers to fill roles specified on Immigration New Zealand’s List of Seasonal Occupations. They support industries such as horticulture, viticulture, agriculture, food processing, snow sports, and adventure tourism.  

But what are the key differences between the two?  

Global Workforce Seasonal Visa – the skilled seasonal pathway  

The Global Workforce Seasonal Visa best suits industries that rely on returning workers with proven technical ability. It enables skilled workers to return for subsequent seasons under the same visa rather than starting a fresh application each time. 

For industries with repeat seasonal peaks, this visa offers a less disruptive way to secure talent. Migrants benefit from being able to return season after season, while employers gain access to specialist staff who already understand the work and the environment.  

While the GWSV can act as a stepping stone to other visas, it does not provide a direct pathway to residence and cannot be used to support dependants or partners. 

Peak Seasonal Visa – entry level seasonal work in New Zealand 

The Peak Seasonal Visa is intended for short bursts of high labour demand where New Zealand workers are not available. It allows employers to quickly scale their workforce and provides a straightforward route for short-term seasonal workers to live and work in temporary, high-demand roles in New Zealand during busy periods.  

This visa lasts up to seven months but requires the worker to spend four months outside New Zealand before reapplying, meaning it cannot be used to build long-term rotating workforces.  

As with the Global Workforce Seasonal Visa, the Peak Seasonal Visa does not provide a direct pathway to residence. It is strictly short term. It also does not allow for dependants or partners. 

To qualify for the Peak Seasonal Visa, workers generally need: 

• A valid job offer for seasonal, short-term work. 
• One season of relevant work experience within the last three years.  
• To meet Immigration NZ health and character requirements. 
• Health insurance for stays longer than three months. 

Practical tips and common fishhooks for seasonal job seekers and employers 

For employers  

• The labour market test remains essential for the PSV and is a significant compliance step that must be completed. Employers need to carry out local advertising or provide evidence of PSV endorsement from Work and Income at the time of making a job check application. 

• These visas fit under the Accredited Employer Work Visa framework, so employers must hold Accredited Employer status.  

• Employers should clearly identify which roles genuinely qualify as seasonal under each visa type and check the relevant job lists. Those considering the Global Workforce Seasonal Visa must complete the seasonal Job Check to confirm eligibility. 

• Employers are encouraged to map out their workforce needs early and review how the seven-month PSV window fits with their seasonal peaks. It may not.  Take note of break periods, experience requirements and other obligations to avoid committing to a pathway that could later become non-compliant.  

For migrant job seekers  

• Job seekers need to determine which visa best matches their experience: 
  • GWSV is best if they have higher-skilled, returning seasonal experience. 
  • PSV if they have entry-level or general seasonal experience. 

• The GWSV requires three seasons of experience in the past six years, and the PSV requires one season in the past three years. Seasonal visa applicants must be prepared to provide clear evidence of past seasonal work experience, such as: 
  • letters of reference from an employer; or 
  • certificates of employment; or 
  • payslips; or 
  • tax certificates 

• Both visas include break requirements that shape how long workers can stay and when they can return. GWSV holders must spend at least three months each year outside of New Zealand and for PSV they must leave for four months before reapplying. 

• Review insurance requirements carefully. PSV applicants staying longer than three months must arrange valid health insurance before they arrive in New Zealand.  

• Migrants should be mindful that dependants and partners cannot be included under either of the seasonal visas nor can PSV or GWSV holders support partners or dependents for visas and that neither of them provides a direct residence pathway, so long-term settlement goals in New Zealand will require separate planning and advice on possible visa options for family members. 

Talk to us

While these visas have been designed to provide clearer pathways for experienced and entry-level seasonal workers, employers must still navigate the full Accredited Employer Work Visa compliance framework, including accreditation, job checks, job advertising rules, and strict visa conditions. 

If you need help understanding which visa fits your business or your background, or if you want to avoid the common pitfalls that delay seasonal hiring, book a free 15-minute consultation today. 

Disclaimer: The information contained in this publication is of a general nature and is not intended as legal advice. It is important that you seek legal advice that is specific to your circumstances.