Several significant immigration changes are rolling out across 2026 that will directly impact hospitality employers recruiting and retaining migrant workers in New Zealand. These changes affect Accredited Employer Work Visa (AEWV) applications, occupation classifications, and long-term residence pathways for sponsored workers.
For employers with upcoming recruitment, job checks, renewals, or staff on a pathway to residence, early planning and accurate role classification will be increasingly important.
English Language Requirements Extended to Skill Level 3
Effective 1 June 2026
From 1 June 2026, migrants applying for an AEWV in a Skill Level 3 role must demonstrate English language competency.
For hospitality employers, Skill Level 3 covers a significant range of roles including kitchen and food production staff, food and beverage attendants, and other front and back of house positions.
While transitional arrangements do exist, they are not blanket exemptions. Global Workforce Seasonal Visa and Peak Seasonal Visa holders are not affected, and the requirement does not apply to Job Change applications.
For employers actively recruiting into Skill Level 3 roles or managing upcoming visa renewals, understanding who is and is not covered by the transitional arrangements will be important before the changes take effect.
National Occupation List — hospitality roles recognised
In effect from 9 March 2026
The transition from ANZSCO to the National Occupation List (NOL) is well underway, bringing clearer AEWV pathways for several hospitality roles recently added to the NOL, including:
- Head Chef / Executive Chef (Skill Level 1)
- Chef de Partie (Skill Level 2)
- Sous Chef (Skill Level 2)
- Demi Chef de Partie (Skill Level 3)
- Other Chef (Skill Level 3)
How roles are classified under the NOL directly affects visa eligibility, skill level assessment, and future residence options for sponsored workers.
Incorrect or outdated classifications can impact the outcome of a job check. Employers with upcoming job checks or renewals should ensure their role classification, job descriptions, duties, and pay rates are all aligned before submitting applications.
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Skilled Migrant Category change
Effective 24 August 2026
The most significant long-term change for hospitality employers supporting staff on a pathway to residence is the restructuring of the Skilled Migrant Category (SMC).
From 24 August 2026, a new red and amber list system will be introduced. Several hospitality occupations have been placed on the amber list, including:
- Chef
- Baker
- Pastrycook
- Café and restaurant manager
- Accommodation and hospitality manager
- Hotel or motel manager
- Hotel service manager
- Bed and breakfast operator
- Caravan park and camping ground manager
Workers in amber list roles remain eligible for residence under the existing SMC pathway. However, for those who do not meet the required thresholds, the new Skilled Work Experience pathway will require:
- At least five years of relevant eligible work experience in New Zealand, and
- Two years of skilled work experience earning at least 1.2 times the SMC median wage
For employers supporting migrant workers on a long-term pathway to residence, the settings they are working towards are changing. Residence planning takes time, and decisions made now may significantly affect future options for workers and employers alike.
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