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Immigration New Zealand (INZ) has introduced necessary modifications that can have an effect on how employers rent and retain migrant employees.
From 3 November 2025, INZ techniques will start recognising new higher-skilled occupations below the Nationwide Occupation Checklist (NOL), which has changed ANZSCO as New Zealand’s official job classification system.
For employers, this replace opens up alternatives to retain employees for longer, scale back turnover, and strengthen workforce planning, however it additionally highlights the significance of getting job classifications proper from the very starting.
What has modified
The Nationwide Occupation Checklist (NOL) grew to become New Zealand’s official job classification system in November 2024, with new roles added in July 2025. Till now, INZ has continued to make use of ANZSCO to set visa guidelines for AEWV candidates whereas the NOL was being built-in.
From 3 November 2025, round 90 new occupations at talent ranges 1–3 can be formally recognised for AEWV functions.
For employers, the change implies that some roles which had been beforehand thought of decrease expert below ANZSCO could now be recognised as larger expert below the NOL. This reclassification issues. At VisaAide, we frequently remind employers that getting the occupation classification proper is among the most necessary steps in constructing a sustainable migrant workforce. It helps to future proof what you are promoting and offers employees higher safety.
Non permanent SPWV pathway for 30 new NOL roles
INZ has additionally launched a brief Particular Objective Work Visa (SPWV) pathway for round 30 of the newly recognised NOL roles.
This pathway is accessible solely between 8 September and a couple of November 2025, and it applies to AEWV holders who:
- attain their most steady keep (MCS) on or earlier than 30 November 2025,
- are already working in, or being appointed to, one of many eligible NOL roles, and
- can present a minimum of three years of instantly related expertise or maintain a recognised qualification.
Employers sponsoring these functions should maintain present accreditation, however they don’t must promote these roles for SPWV candidates.
Whereas this pathway offers a short-term answer, it’s not designed for everybody.
Our recommendation is to have a look at the SPWV fastidiously on a case-by-case foundation. For some employees it will likely be the proper choice, however for others, the main focus needs to be on planning the following AEWV utility below the up to date NOL framework. The choice you make right here can be essential for retaining useful employees.
Who’s affected by the NOL and AEWV modifications
- Employers with migrant employees in roles that had been beforehand thought of low expert however are actually recognised as larger expert below the NOL.
- Migrant employees whose AEWV visas are expiring earlier than 30 November 2025 and who would in any other case attain their three-year most steady keep with out an choice to increase.
For this group of employers and workers, the modifications open a door that was beforehand closed. Staff in eligible roles could now keep for 5 years as a substitute of three — giving companies extra stability and employees higher certainty.
Influence of NOL modifications on employers and migrant employees
The advantages for employers are clear:
- Longer retention: Employees in eligible NOL roles can now keep for as much as 5 years as a substitute of three, decreasing turnover and providing you with extra stability.
- Stronger workforce planning: You’ll be able to put money into coaching and growth with extra confidence, understanding your migrant workforce has an extended keep accessible.
- Price financial savings: Decrease turnover means much less recruitment spend and diminished disruption to operations.
- Future residence alternatives: Being in a talented function could assist migrant employees progress towards residence, providing you with an extra retention benefit.
At VisaAide, we see this as a robust sign for employers to deal with migrant recruitment as a long-term funding, not a short-term repair. Constructing your workforce round appropriately labeled expert roles not solely reduces compliance threat but in addition helps enterprise continuity.
Rapid steps for employers
Employers ought to act shortly to evaluate whether or not these modifications have an effect on their workforce. Steps to take now embody:
- Overview your present workforce in opposition to the checklist of eligible NOL roles.
- Test visa expiry dates for any employees approaching the tip of their most steady keep.
- Affirm eligibility for the SPWV momentary pathway if a employee’s AEWV expires earlier than 30 November 2025.
- Guarantee your employer accreditation is present and updated.
- Put together for the up to date AEWV course of from 3 November 2025, when the NOL can be totally recognised in INZ techniques.
It’s price remembering that the momentary pathway is just open for a short while and won’t apply to each employee. Every case must be checked out fastidiously to verify the proper pathway is chosen.
Why correct job classification issues below NOL
The NOL modifications are a optimistic step for each employers and migrant employees, however they require cautious navigation. The selections you make now — significantly round the way you classify roles and whether or not to make use of the SPWV — will instantly have an effect on your capability to retain expert employees.
At VisaAide, we encourage employers to assume long run. Appropriate function classification from the beginning helps you future proof what you are promoting and offers migrant employees the job safety they want. The SPWV is a useful bridge for some, however it’s not the vacation spot. The true focus needs to be on constructing a workforce technique across the new NOL framework.
Getting ready your workforce for the NOL replace
The SPWV utility window is brief, and the NOL replace is coming shortly. Employers who act early will defend their workforce and scale back compliance threat.
Speak to VisaAide about your subsequent steps to test in case your present employees are affected by the NOL replace and whether or not the SPWV pathway applies to what you are promoting.
