New NOL occupations recognised for AEWV visas from November 2025 

Immigration New Zealand (INZ) has announced important changes that will affect how employers hire and retain migrant staff.  

From 3 November 2025, INZ systems will begin recognising new higher-skilled occupations under the National Occupation List (NOL), which has replaced ANZSCO as New Zealand’s official job classification system. 

For employers, this update opens up opportunities to retain workers for longer, reduce turnover, and strengthen workforce planning, but it also highlights the importance of getting job classifications right from the very beginning. 

What has changed

The National Occupation List (NOL) became New Zealand’s official job classification system in November 2024, with new roles added in July 2025. Until now, INZ has continued to use ANZSCO to set visa rules for AEWV applicants while the NOL was being integrated. 

From 3 November 2025, around 90 new occupations at skill levels 1–3 will be formally recognised for AEWV purposes. 

For employers, the change means that some roles which were previously considered lower skilled under ANZSCO may now be recognised as higher skilled under the NOL. This reclassification matters. At VisaAide, we often remind employers that getting the occupation classification right is one of the most important steps in building a sustainable migrant workforce. It helps to future proof your business and gives workers greater security. 

Temporary SPWV pathway for 30 new NOL roles 

INZ has also introduced a temporary Specific Purpose Work Visa (SPWV) pathway for around 30 of the newly recognised NOL roles. 

This pathway is available only between 8 September and 2 November 2025, and it applies to AEWV holders who: 

• reach their maximum continuous stay (MCS) on or before 30 November 2025,
• are already working in, or being appointed to, one of the eligible NOL roles, and 
• can show at least three years of directly relevant experience or hold a recognised qualification. 

Employers sponsoring these applications must hold current accreditation, but they do not need to advertise these roles for SPWV applicants. 

While this pathway provides a short-term solution, it is not designed for everyone.  

Our advice is to look at the SPWV carefully on a case-by-case basis. For some workers it will be the right option, but for others, the focus should be on planning the next AEWV application under the updated NOL framework. The decision you make here will be critical for retaining valuable staff. 

Who is affected by the NOL and AEWV changes 

• Employers with migrant workers in roles that were previously considered low skilled but are now recognised as higher skilled under the NOL.
• Migrant workers whose AEWV visas are expiring before 30 November 2025 and who would otherwise reach their three-year maximum continuous stay without an option to extend.

For this group of employers and employees, the changes open a door that was previously closed. Workers in eligible roles may now stay for five years instead of three — giving businesses more stability and workers greater certainty.

Impact of NOL changes on employers and migrant workers

The benefits for employers are clear:

• Longer retention: Staff in eligible NOL roles can now stay for up to five years instead of three, reducing turnover and giving you more stability.
• Stronger workforce planning: You can invest in training and development with more confidence, knowing your migrant workforce has a longer stay available.
• Cost savings: Lower turnover means less recruitment spend and reduced disruption to operations.
• Future residence opportunities: Being in a skilled role may help migrant workers progress toward residence, giving you an additional retention advantage.

At VisaAide, we see this as a strong signal for employers to treat migrant recruitment as a long-term investment, not a short-term fix. Building your workforce around correctly classified skilled roles not only reduces compliance risk but also supports business continuity.

Immediate steps for employers

Employers should act quickly to assess whether these changes affect their workforce. Steps to take now include:

1. Review your current workforce against the list of eligible NOL roles.
2. Check visa expiry dates for any workers approaching the end of their maximum continuous stay.
3. Confirm eligibility for the SPWV temporary pathway if a worker’s AEWV expires before 30 November 2025.
4. Ensure your employer accreditation is current and up to date.
5. Prepare for the updated AEWV process from 3 November 2025, when the NOL will be fully recognised in INZ systems.

It is worth remembering that the temporary pathway is only open for a short time and will not apply to every worker. Each case needs to be looked at carefully to make sure the right pathway is chosen.

Why accurate job classification matters under NOL

The NOL changes are a positive step for both employers and migrant workers, but they require careful navigation. The decisions you make now — particularly around how you classify roles and whether to use the SPWV — will directly affect your ability to retain skilled staff. 

At VisaAide, we encourage employers to think long term. Correct role classification from the start helps you future proof your business and gives migrant workers the job security they need. The SPWV is a helpful bridge for some, but it is not the destination. The real focus should be on building a workforce strategy around the new NOL framework. 

Preparing your workforce for the NOL update

The SPWV application window is short, and the NOL update is coming quickly. Employers who act early will protect their workforce and reduce compliance risk. 

Talk to VisaAide about your next steps to check if your current workers are affected by the NOL update and whether the SPWV pathway applies to your business.