Photo credit: Tourism NZ Visual Library
Stronger families create stronger workplaces. Later this month, employers across New Zealand will gain access to a new visa option that supports both. From 29 September 2025, the Parent Boost Visitor Visa will open for applications, allowing individuals to host their parents in New Zealand for extended stays of up to five years, with the potential to extend to ten.
The policy is designed to help families reconnect, but it also delivers clear advantages for businesses. Right now, HR leaders and business owners have a chance to prepare. By understanding the upcoming requirements and responsibilities, employers can position themselves to support staff, improve retention, and strengthen workforce stability once applications open.
Key visa settings employers should know
- Duration and flexibility: parents can stay up to 5 years, with multiple entry rights, supporting employees who want ongoing family contact without extended leave requests.
- Second visa option: a further 5-year visa may be granted, reinforcing New Zealand as a long-term base for employees and their families.
- Compliance check: after 3 years, visa holders must leave temporarily for a compliance check, including a new medical certificate no older than 3 months and proof that acceptable insurance has been maintained. Employers should anticipate possible short absences.
- No dependent children: applicants must not have dependent children, ensuring the visa is strictly for parents and partners.
- Arrival requirement: once approved, applicants must travel to New Zealand within 6 months for the visa to remain valid.
- Eligibility criteria: applicants must apply from outside New Zealand, meet character and health standards, and demonstrate they are genuine visitors who will retain ties to their home country.
Compliance touchpoints for employers
Beyond the broader benefits, businesses should understand the compliance requirements linked to this visa. These touchpoints often involve employees directly but can have flow-on effects for employers:
- Sponsorship responsibilities: employees acting as sponsors are legally responsible for their parents’ accommodation, healthcare, welfare, return travel, and any costs associated with deportation if required. Sponsorship cannot be withdrawn once approved.
- Financial thresholds: sponsors must meet specific income requirements, with higher thresholds applying to joint sponsorship or additional parents. Alternatively, parents may meet the criteria through regular income or substantial available funds.
- Sponsorship process: sponsors must complete Immigration New Zealand’s process, either online through RealMe (using a sharing ID and online sponsorship form) or by submitting the paper Sponsorship Form for Temporary Entry (INZ 1025).
- Insurance obligations: visa holders must maintain strict minimum insurance cover throughout their stay. Failure to maintain acceptable insurance can result in visa cancellation, deportation liability, and loss of eligibility for future Parent Boost or Parent Resident Visas.
Health and insurance requirements
Applicants must meet the acceptable standard of health, meaning they should not place significant costs on New Zealand’s health system. Importantly, no medical waivers apply under this visa category, removing flexibility.
Visa holders must maintain insurance throughout their stay. Minimum cover includes NZD $250,000 annually for emergency medical care, NZD $100,000 for cancer treatment, and NZD $250,000 for repatriation. Businesses may need to consider how employee support policies align with these requirements, particularly during the compliance check at year three.
Why this matters for businesses
The Parent Boost Visitor Visa has broader workforce implications:
- Retention and attraction: skilled employees are more likely to remain in roles when they can reunite with parents for extended periods.
- Wellbeing and productivity: reducing stress linked to family separation improves focus and workplace engagement.
- Policy awareness: HR and People & Culture teams need to understand sponsorship obligations so staff are not exposed to legal or financial risk.
Employers who proactively communicate this visa option can position themselves as supportive workplaces, giving them an edge in retaining international talent.
Next steps for employers
The upcoming Parent Boost Visitor Visa is more than a family policy. It is a workforce strategy. For employers, the challenge is not only to understand the settings but to manage the compliance responsibilities that come with them. This includes advising staff on sponsorship obligations, ensuring employees meet financial thresholds, and maintaining the right insurance cover throughout the visa period.
How Absolute Immigration NZ can support your business
At Absolute Immigration NZ, we provide strategic advice to help employers navigate the new Parent Boost Visitor Visa. Our experts offer clear guidance on sponsorship responsibilities and compliance requirements, ensuring your business supports employees while remaining fully compliant.
Contact us at aisupport@absoluteimmigration.com to prepare with confidence, protect your workforce advantage, and stay ahead of compliance changes.
