New Zealand launched the Peak Seasonal Visa (PSV) and Global Workforce Seasonal Visa (GWSV) on 8 December 2025 under the Accredited Employer Work Visa framework to help employers fill genuine short-term labour gaps in agriculture, horticulture, tourism, and food processing. These visas require accredited employers to meet strict job checks and, for PSV, engage with Work and Income (WINZ) for endorsements confirming no local workers are available.
Over 10,000 seasonal roles could open annually through these pathways, easing peaks like harvest seasons while prioritising Kiwi hiring.
Overview of Peak Seasonal and Global Workforce Visas
The PSV targets entry-level peak roles up to seven months, while GWSV suits skilled repeat workers for up to three years with annual breaks.
Employers access global talent faster without full labour market tests for GWSV, but PSV demands WINZ involvement to verify shortages.
Both replace interim options like Specific Purpose Work Visas, streamlining compliance for accredited businesses facing environmental or operational peaks.
Employer Accreditation Requirements
All employers must hold current AEWV accreditation before offering jobs under PSV or GWSV, proving compliance history and financial stability.
Standard, High, or Internal accreditation levels apply based on hiring volume, with checks every six to 24 months.
New applicants submit business plans, financials, and recruitment policies; existing ones renew via Immigration New Zealand portals.
Job Check Process for Seasonal Roles
Accredited employers start with an approved job check confirming the role’s seasonal nature, duration, and industry fit.
For PSV, employers advertise locally first—via WINZ, Seek, or Trade Me—then seek endorsement if no Kiwis apply.
GWSV skips local advertising but requires evidence of three prior seasons’ patterns, like harvest cycles or ski seasons.
WINZ Seasonal Work Endorsement for PSV
WINZ endorsement proves employers exhausted local options, mandatory for PSV to prevent displacing New Zealanders.
Employers contact WINZ online or via service centres, providing ad evidence, role details, and peak timelines.
Endorsement processes in days if shortages align with horticulture or viticulture peaks; denials prompt appeals or role tweaks.
The table below compares endorsement needs:
Eligible Industries and Job Lists
PSV covers entry-level roles like fruit pickers, packhouse workers, and vineyard pruners; GWSV targets skilled positions such as shearers, winemakers, or ski instructors.
Horticulture dominates with 70 percent of demand, followed by tourism (15 percent) and food processing (10 percent).
Job lists on Immigration NZ sites detail ANZSCO codes, wages at median or above, and full-time hours (30+ weekly).
Worker Requirements and Evidence
PSV applicants need one season’s experience in three years, proven by payslips, contracts, or tax records; GWSV demands three seasons in six years.
Both require signed job offers stating seasonal terms, wages, hours, and end dates; PSV adds health insurance for stays over three months.
No English tests apply, broadening pools from Pacific Islands, Southeast Asia, and Europe.
Application Steps for Employers
Employers follow a sequenced process to secure visas efficiently.
Accreditation first, then job check approval via Immigration NZ.
For PSV, advertise locally, gather no-hire proof, and obtain WINZ endorsement before issuing offers.
Send workers personalised application links; monitor compliance via employer portals.
GWSV skips WINZ but verifies worker experience directly in applications.
Costs and Timelines for Employers
Job checks cost $750 per role for high-volume employers, dropping to $190 for low-volume; visas run $1,540 per worker.
Processing hits 80 percent online approvals in 20 days; peaks like January harvests see queues, so apply early.
Annual audits ensure ongoing compliance, with breaches risking de-accreditation.
Compliance and Support Obligations
Employers provide accommodation meeting standards, pay market wages, and deduct taxes via payroll.
Pastoral care includes transport, banking help, and dispute resolution; WINZ referrals aid worker integration.
Breaches trigger fines up to $50,000 per violation, plus visa revocations.
Benefits for New Zealand Employers
These visas cut recruitment time by 40 percent versus general AEWV, filling 5,000+ PSV roles yearly.
GWSV builds repeat teams, reducing training costs for viticulture or adventure guiding.
Local priority via WINZ protects jobs, aligning with Budget 2025’s workforce strategy.
Challenges and Common Pitfalls
Rural employers face worker retention amid housing shortages; WINZ data shows 15 percent early departures.
Incomplete experience evidence delays 25 percent of PSV apps; use templates for payslips and rosters.
Overstays void future eligibility—enforce end dates strictly.
Future Outlook and Expansions
Immigration NZ plans 2026 reviews, potentially adding fishing or forestry roles based on uptake.
Integration with WINZ seasonal job boards could auto-match endorsements, cutting admin by half.
These visas position employers for resilient peaks, drawing global talent while upholding Kiwi-first principles. Act now—accreditation and checks secure teams for 2026 harvests.
Lance Evans is a contributor at CSKHYBER.co.nz covering New Zealand and Australia news, with a focus on trending updates and public-interest stories.