New Zealand has opened the door to thousands of new seasonal workers with the launch of two visa categories: the Global Workforce Seasonal Visa (GWSV) and the Peak Seasonal Visa (PSV). Applications for both visas are now being accepted under the Accredited Employer Work Visa (AEWV) framework, following their official opening date of 8 December 2025.
These visas are designed to tackle labour shortages in key industries such as horticulture, agriculture, tourism, hospitality, forestry, wine, seafood, and food processing, while giving overseas workers new short‑term job opportunities in New Zealand.
What Are GWSV And PSV?
Global Workforce Seasonal Visa (GWSV) overview
The Global Workforce Seasonal Visa targets experienced, skilled seasonal workers who return year after year to support New Zealand’s busiest production and tourism periods.
Key features include:
- Validity of up to 3 years, with work allowed for up to around 9 months each year depending on the role and season.
- Requirement of at least 3 seasons of relevant experience in the last 6 years in recognised seasonal occupations, such as snow sports instructors, winemakers, shearers, outdoor adventure guides, and specialised agricultural or viticulture technicians.
- An annual exit requirement, meaning holders must spend at least about 3 months outside New Zealand each year to keep their status.
The GWSV is meant to create continuity between employers and highly skilled seasonal staff, reducing annual recruitment costs while offering workers multi‑year prospects.
Peak Seasonal Visa (PSV) overview
The Peak Seasonal Visa is tailored to entry‑level or lower‑skilled seasonal workers for shorter peak periods.
Main characteristics:
- Valid for up to 7 months in a 12‑month period, depending on the employer’s seasonal need.
- Applicants generally need at least 1 season of relevant experience in the last 3 years, for example in mussel farms, calf rearing, meat processing, forestry, packhouses, or winery cellar work.
- A mandatory 4‑month stand‑down after the visa ends before reapplying, to keep the visa genuinely seasonal.
- Mandatory health insurance for the duration of stay, especially for roles longer than 3 months.
The PSV helps employers cover intense short‑term labour spikes without committing to long‑term hires, while giving workers a structured, time‑limited pathway to earn abroad.
Key Differences Between GWSV And PSV
The two visas share a seasonal focus but target different worker profiles and durations.
This structure lets Immigration New Zealand match different levels of seasonal demand with tailored migrant worker pathways.
Sectors And Jobs Covered
Industries in demand
Government announcements and advisory firms highlight that GWSV and PSV will mainly support:
- Horticulture and agriculture – fruit picking, packing, pruning, harvesting, calf rearing, dairy support.
- Viticulture and wine – pruning, vintage cellar work, winemaking and winery operations.
- Tourism and hospitality – ski fields, adventure tourism, guiding, hotels and restaurants during peak visitor seasons.
- Forestry and wood processing – planting, thinning, harvesting, sawmill peak shifts.
- Seafood and food processing – mussel farms, fish processing, meat works and seasonal factories.
These industries traditionally rely heavily on seasonal labour and have faced ongoing worker shortages, especially since border disruptions in previous years.
Typical job roles under each visa
Some example roles mentioned in guidance and adviser sites include:
- GWSV: ski and snowboard instructors, experienced shearers, senior cellar operators, outdoor adventure guides, farm supervisors, viticulture technicians.
- PSV: packhouse workers, fruit pickers, mussel farm crew, calf rearers, meat process workers, forestry labourers, entry‑level tourism and hospitality staff.
Accredited employers must define the seasonal nature and duration of each role when applying for job checks.
How The Application Process Works
Step 1: Employer accreditation and job check
Both visas operate within the Accredited Employer Work Visa (AEWV) system. This means:
- Employers must be accredited with Immigration New Zealand before they can hire GWSV or PSV workers.
- For GWSV, employers complete a seasonal job check describing the role, location, pay, and seasonal peak period.
- For PSV, employers must meet a stricter labour market test by advertising in New Zealand and, in many cases, engaging with Work and Income or securing a PSV endorsement to show they tried to hire local workers first.
Once the job check is approved, the employer can invite suitable overseas workers to apply.
Step 2: Worker visa application
Workers applying for GWSV or PSV typically need to:
- Present a valid job offer from an accredited employer with an approved job check.
- Prove relevant seasonal work experience – either 3 seasons in 6 years (GWSV) or 1 season in 3 years (PSV).
- Satisfy health and character requirements, including medical and police checks where applicable.
- Hold health insurance covering the full planned stay under PSV (and in practice often under GWSV as well).
There is no formal English language test requirement for either visa, which widens access for workers from non‑English‑speaking countries, though basic communication skills are still important for workplace safety.
Immigration NZ confirmed that applications for both visas opened on 8 December 2025, and that demand is expected to be strong as employers look ahead to peak 2026 seasons.
Worker Rights, Conditions And Limitations
Working hours and employer restrictions
Under the GWSV and PSV:
- Workers are generally required to work at least 30 hours per week for the sponsoring accredited employer.
- The visa is job‑ and employer‑specific, meaning you cannot freely change employers without a new job check or visa approval.
- Work is limited to seasonal roles defined in your visa conditions, tied to the industry’s peak period.
This ensures that the visas are not used as back‑door entry to permanent, full‑time non‑seasonal positions.
Wages and employment standards
Immigration New Zealand and labour regulators stress that GWSV and PSV workers must receive:
- At least the current median wage or applicable sector agreement rate, depending on policy settings and industry.
- Standard New Zealand employment protections, including holiday pay, rest breaks, and safe working conditions.
Seasonal workers have been identified as a vulnerable group internationally, so the new visas are paired with compliance checks and mechanisms to prevent exploitation, such as linking visas to accredited employers and requiring formal job checks.
Pathways and limits
The GWSV may offer more flexible transition options, with some advisory sources noting that holders could potentially move onto other visa types in future without starting from scratch, subject to policy rules.
By contrast, the PSV is intentionally more restricted:
- Maximum 7 months onshore per visa
- Mandatory 4‑month break before applying again
- No direct pathway to residence implied by the visa itself.
Both visas are designed to complement, not replace, existing schemes like the Recognised Seasonal Employer (RSE) scheme, though policy emphasis is shifting toward the integrated AEWV framework.
Why These Visas Matter Now
Economic and labour impact
New Zealand’s government estimates significant seasonal labour gaps in horticulture, agriculture, tourism, and food processing, especially during harvests and major visitor peaks. By introducing GWSV and PSV:
- Accredited employers gain faster, clearer channels to bring in workers when local recruitment falls short.
- Workers gain legally secure, time‑bound opportunities to earn in New Zealand while building industry‑specific seasonal careers.
- The economy benefits from more stable staffing of critical seasonal operations, reducing lost output and pressure on domestic workers.
International coverage has framed the move as part of a broader effort by New Zealand to remain competitive in the global market for seasonal labour, alongside countries like Australia and Canada.
What applicants should do next
For workers considering these visas:
- Assess whether your experience level fits GWSV (highly skilled, multi‑season) or PSV (entry‑level with at least one season).
- Start gathering proof of seasonal work, such as contracts, reference letters, and payslips.
- Watch for job adverts from accredited New Zealand employers specifically mentioning GWSV or PSV roles.
- Consider consulting a licensed immigration adviser to navigate requirements, especially around AEWV rules and job checks.
With applications now open, early movers are likely to have the best choice of roles and start dates across New Zealand’s 2026 seasonal calendar.
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.