Author: Anita Alletson – Immigration Manager
New Zealand employers continue to rely on skilled migrant workers to support critical workforce needs. For accredited employers, the Work to Residence visa can play an important role in retaining experienced employees in eligible Green List Tier 2 occupations.
Immigration New Zealand has clarified How Immigration New Zealand assesses wage thresholds and qualifying work periods are assessed under the Work to Residence pathway. This is particularly relevant where employees have changed salary, role or employer before residence is lodged.
What has been clarified
Immigration New Zealand has issued revised guidance to better explain how eligibility is assessed for the Work to Residence visa. This update explains how Immigration New Zealand calculates the required 24 months of eligible skilled work is calculated within the 30 months immediately before a residence application is lodged. In addition, it confirms how wage requirements apply during the qualifying work period and at the time of application.
Updated guidance now addresses common situations that may affect eligibility, including:
- Salary increases or decreases
- Moving to a new employer
- Internal role changes
- Breaks between periods of work
- Pay falling below the required threshold
As a result, this provides a clearer framework for employers managing workforce changes for employees on a residence pathway.
Work to Residence visa eligibility and qualifying work requirements
Work to Residence visa eligibility
The Work to Residence visa is available to workers in eligible Green List Tier 2 occupations who meet the relevant residence criteria.
To qualify, applicants must generally:
- Be aged 55 or younger
- Hold, or have an offer for, a full time role with an accredited employer
- Be in permanent employment, or a fixed term role of at least 12 months
- Meet health, character and English language requirements
- Complete the required qualifying work period
When Immigration New Zealand approves the application, the visa grants residence status in New Zealand. Eligible partners and dependent children aged 24 or younger may also be included.
Qualifying work requirements
Applicants must complete at least 24 months of eligible skilled work in New Zealand during the 30 month assessment period. This work does not need to be continuous, and separate eligible periods may be combined.
For work to count, it must generally be:
- Full time
- In an eligible Green List Tier 2 occupation
- Paid at or above the required rate
- Completed while holding an eligible visa
Therefore, periods that do not meet these conditions may delay an employee’s expected residence eligibility date.
How wage requirements apply
Applicants must meet the relevant wage requirement during the qualifying work period and again when the residence application is lodged.
The applicable rate will usually be either:
- The occupation specific rate listed for the role, or
- The median wage where no specific rate applies
Current published settings state NZD $35.00 per hour applies where no occupation specific rate exists, based on the 2025 median wage.
What this means for employers
For employers, the key issue is not only whether an employee has completed 24 months of work. Importantly, the work must continue to meet the visa requirements throughout the qualifying period.
Key employer considerations include:
- Salary reviews: Ensure pay remains at or above the required threshold during the qualifying period and at the time of application.
- Promotions and role changes: Confirm the new position still aligns with an eligible Green List Tier 2 occupation where required.
- Business restructures: Review whether internal transfers, reporting line changes or amended duties may affect eligibility.
- Change of employer: Check that the new employer holds the required accreditation and that employment terms remain compliant.
- Payroll accuracy: Underpayments, inconsistent hours or payroll errors may create eligibility risks and evidence issues.
- Record keeping: Maintain clear records of contracts, remuneration, duties, hours and employment dates to support future applications.
- Retention planning: Identify key employees approaching residence milestones and review their pathway early to avoid unnecessary delays.
Ultimately, employers who plan ahead are better placed to retain critical talent, reduce disruption and provide greater certainty to valued staff.
How Absolute Immigration NZ can support you
Work to Residence applications require careful alignment of occupation eligibility, wage compliance, visa history and supporting evidence.
Absolute Immigration NZ helps employers secure stronger outcomes through eligibility reviews, workforce planning advice and high quality residence applications. We help businesses retain key talent with confidence.
Get in touch
For expert support with Work to Residence visa planning and New Zealand workforce strategy, contact aisupport@absoluteimmigration.com.
