The last few years within the immigration space have seen significant change, particularly within the Accredited Employer Work Visa (AEWV) framework. Immigration New Zealand (INZ) is now applying a higher level of scrutiny to job checks and the final AEWV application itself. As a result, being well prepared in advance and ensuring applications are submitted correctly has never been more important.
Many businesses will also be reviewing their accreditation or renewal options over the next 12 months. To continue bringing in offshore talent, it is essential that the company’s accreditation remains valid and up to date.
With 2026 being an election year, we will likely see fewer changes across the broader immigration landscape. One key exception is the Skilled Migrant Category (SMC), with major changes due to come into effect in August 2026, following announcements made in 2025. While these changes may not have a direct impact on employers, who typically focus on the initial work visa process, they are significant for candidates. Many will now have a more viable pathway to residence and the ability to remain in New Zealand long term.
What’s changing
The current Skilled Migrant Category (SMC) settings are relatively limited. For applicants in certain trade roles or more technical occupations, there are often no clear pathways to residence under the existing rules. At present, applicants must, at a minimum, be in a registered occupation, hold a bachelor’s degree, or earn at least 1.5 times the median wage. As a result, many trade and technical roles miss out unless they already appear on INZ’s Green List, which covers only a limited number of occupations.
The changes announced last year aim to introduce two new pathways. These include one pathway for applicants with relevant work experience only who earn at least 1.1 times the median wage, and another for those with specific trade or technical skills supported by a minimum level of qualification. This represents positive news for roles that would otherwise be restricted to a maximum stay of five years in New Zealand.
There will, however, be some limitations. Alongside the new pathways, INZ will introduce two additional occupation lists: a Red List, covering roles that cannot access the new pathways, and an Amber List, which will include occupations with additional conditions attached.
While the details of the Red and Amber Lists are still being finalised, the general signal is that occupations traditionally considered to sit on the margins in terms of skills will be included. Most trade and technical roles are therefore expected to remain eligible. Further details on these pathways and lists are expected to be released later in 2026, well ahead of the official rollout in August.
Why this is important for businesses
Most employers engaging offshore talent tend to focus on the work visa stage, without considering longer-term options for remaining in New Zealand. Ironically, many candidates view the work visa as simply a stepping stone towards securing residence.
When a business secures a strong candidate, the logical next step is to retain them for as long as possible, particularly when they become an integral part of the team. Understanding the residence pathways available to those employees is a key component of any long-term retention strategy.
My advice to employers is to consider the initial work visa alongside encouraging candidates to explore their residence options early. The earlier this is done, the greater certainty it provides, often resulting in increased confidence and commitment in their current role. Candidates who are unsure about their long-term prospects may eventually look elsewhere for opportunities that better support their residence goals, even if their current role is otherwise a good fit.
Our approach is to educate both candidates and employers on short and long-term immigration options, helping both parties gain clarity around future pathways as early as possible. For many candidates previously unable to access residence, the changes coming in August 2026 may be very welcome news. Employers looking to retain valuable staff can be proactive by encouraging those candidates to seek advice on what these changes could mean for them.
About the Author
Paul Janssen is the Manager of Turner Hopkins Services, a specialist New Zealand immigration consultancy, based in Takapuna, Auckland. Paul is fully licensed by the Immigration Advisers Authority and has nearly twenty years of industry experience, assisting families, individuals, and businesses to navigate the complexities of the visa system.
Paul and his team work together with their clients, providing realistic and practical advice in a timely and easy to understand manner. Identifying issues at the outset, mapping out the steps involved and managing all aspects of the relocation process.