Jobs In New Zealand With Visa Sponsorship For Foreigners

New Zealand welcomes skilled and work-ready professionals to support a resilient, innovation-driven economy across healthcare, construction and infrastructure, technology, engineering, transport and logistics, food production, hospitality and tourism, and trades.

If you’re seeking jobs in New Zealand with visa sponsorship, your success depends on three pillars coming together: a bona fide job offer from an accredited employer, a visa pathway that fits your occupation and goals, and a documentation set that proves your skills, English ability, health and character, and any required professional registration.

This article lays out the complete picture—visa options, eligibility, regulated-occupation licensing, the application sequence, and how to verify legitimate sponsors—so you can move from interest to arrival with confidence.

What “Sponsorship” Means in New Zealand

In New Zealand, employer “sponsorship” usually means an accredited employer supports your work visa by offering a genuine, compliant role and completing required employer steps.

This is most visible in the Accredited Employer Work Visa (AEWV) framework, where the employer must hold accreditation, pass a Job Check for the role, and issue a compliant employment agreement.

Sponsorship doesn’t replace your obligations—you must still meet visa criteria, registration (if the occupation is regulated), and English/health/character checks.

Key concepts you’ll see repeatedly:

Accredited Employer: a business approved to hire migrant workers under AEWV.
Job Check: the employer’s role-specific approval showing the job is genuine, meets pay/market settings, and can be offered to a migrant.
Median-wage benchmark: a government-set figure used in many work-visa settings; offers typically must meet or exceed the applicable benchmark or sector-agreement settings.
Green List: priority occupations (mostly in health, engineering, tech, construction, and primary industries) with fast-track or work-to-residence options where you meet listed criteria.
Sector agreements: targeted settings for industries with proven shortages (for example, care and support, transport, construction, meat/seafood processing, tourism and hospitality) with defined pay, role, and cap rules.

High-demand Job Families that Commonly Secure Sponsorship

While any employer can make a case (if accredited and compliant), these sectors generate the most sponsored job opportunities:

1. Healthcare & Aged Care

Roles: registered nurses, midwives, doctors, allied health, care and support workers.

Notes: Many roles are on the Green List and require professional registration (for example, with the Nursing Council).

2. Construction & Infrastructure

Roles: project managers, quantity surveyors, civil engineers, carpenters, steel fixers, electricians, plumbers, drainers, roofers.

Notes: Some are regulated trades needing licensing/registration (for example, EWRB for electrical, PGDB for plumbing/gasfitting/drainlaying).

3. Technology & Digital

Roles: software engineers, cloud/devops, cybersecurity, data, AI/ML.

Notes: Green List coverage exists for selected tech roles, typically with skill/experience thresholds.

4. Engineering & Manufacturing

Roles: mechanical, electrical, civil, chemical, process, maintenance; CNC, welders/fabricators, industrial electricians.

Notes: Engineers may seek Chartered (CPEng) status through Engineering New Zealand where required.

5. Transport & Logistics

Roles: truck drivers, forklift operators, warehouse/Storeperson, supply chain coordinators.

Notes: Visa settings often hinge on sector agreements, licences, and compliant shift/roster terms.

6. Primary Industries & Food Processing

Roles: Horticulture, dairy, meat processing, seafood, viticulture.

Notes: Sector agreements may set pay floors, occupation scopes, and caps.

7. Hospitality & Tourism

Roles: chefs, bakers, hotel supervisors, front office, housekeeping, restaurant managers.

Notes: Some sub-roles are covered by sector agreements; management and chef roles are often stronger sponsorship candidates.

8. Education & Social Services

Roles: teachers, ECE teachers, social workers.

Notes: Typically require registration (for example, Teaching Council, SWRB).

Visa Pathways: Which Route Fits Your Goals

1. Accredited Employer Work Visa (AEWV)

The flagship employer-sponsored work visa. Ingredients:

An accredited employer with an approved Job Check for your role.
A job offer meeting pay and market settings, compliant hours and duties, and a genuine employee relationship.
You meet skills/experience, English, health, and character requirements.
If your occupation is regulated, you hold the registration/licence or meet the provisional pathway allowed by policy.

Why AEWV matters: It is the core pathway for jobs in New Zealand with visa sponsorship. It can also intersect with the Green List and sector agreements, and may lead to residence through designated work-to-residence pathways if you maintain eligibility over time.

2. Green List: Straight to Residence or Work to Residence

If your role is on the Green List and you meet its qualification, registration, and experience conditions:

Straight to Residence: for certain roles (often in health, engineering, tech) allowing a direct residence application.
Work to Residence: achieve residence after a set period in the role while maintaining pay, registration, and employer requirements.

3. Skilled Migrant Category (SMC) Residence

A points-based residence route assessing skills, qualifications, registration, income, and New Zealand experience. Many candidates start on AEWV and transition to SMC once they accumulate points and meet thresholds.

4. Sector Agreements

Industry-specific settings for care, transport, construction, meat/seafood, and tourism/hospitality. These may adjust pay floors, occupation scope, or caps. Your employer still needs accreditation and a Job Check for AEWV, but the rules align with the sector agreement.

5. Other work routes that interact with sponsorship

Specific Purpose or Event work visas: for short-term, project-specific assignments.
Working Holiday schemes: short-term work rights for eligible nationalities; often used to gain NZ experience before moving to an AEWV offer.
Post-Study Work: graduates of eligible NZ programmes may work and later secure accredited employer sponsorship.
Partner of a Worker/Resident: may provide open work rights, making sponsorship or residence steps easier later.

Eligibility checklist (Candidate)

Skills and experience: Demonstrable work history matching the offered role: responsibilities, tools/technologies, rosters, KPIs, and impact. For technical roles, familiarity with NZ standards, codes, and health and safety practice.
Qualifications: Degrees/trades ideally comparable to New Zealand standards (assessment via NZQA or equivalent), unless your Green List item waives this in favour of registration. For trades: proof of apprenticeship completion, competency letters, logbooks, and assessor references.
English language: Meet the English requirement for the visa or residence category. Evidence typically includes standardised tests or recognised qualifications, unless exempt.
Health and character: Medical/chest x-ray (if required) and police certificates from every country where you’ve lived long-term. Be prepared to address any health or character issues with full documentation.
Regulated occupations: If your job requires registration/licensing, ensure you hold it—or you’re eligible for provisional or supervised practice. See the “Registration and licensing” section below.
Genuine employment: The role must be real, paid at/above required settings, with written terms, normal hours, and proper deductions. Cash-in-hand or sham contracting puts your visa at risk.

Registration and licensing: regulated roles

Many occupations require registration or licensing before you can legally work, and your visa may hinge on it:

Healthcare: Nursing Council (nurses), Medical Council (doctors), Midwifery Council, Allied health boards (physiotherapy, radiography, etc.). Often includes English, supervision, competence or bridging requirements.
Electrical: EWRB registration/licensing for electricians and electrical workers; may require provisional registration under supervision while you complete NZ-specific assessments.
Plumbing/Gasfitting/Drainlaying: PGDB licensing with practical assessments and supervised practice pathways.
Teaching: Teaching Council registration plus police vetting; English and qualification comparability rules apply.
Social Work: SWRB registration, often with English and competence evidence.
Engineering: Engineering New Zealand assessment and optional CPEng for certain roles; some Green List roles rely on registration/recognition rather than generic degree checks.
Aviation/Maritime, security, real estate, immigration advisers, and other specialist fields have bespoke licences.

Tip: Begin your registration process early. Visa lodgement can run concurrently, but registration clocks and document requests can delay a start date if left too late.

Employer Obligations (what a real sponsor does)

To sponsor under AEWV, employers must:

Hold current accreditation and maintain good-standing conduct.
Pass the Job Check for the specific role, showing market pay, accurate job description, and genuine need.
Issue a compliant employment agreement with role, pay, hours, leave, and termination clauses aligned to NZ law and any collective agreement.
Ensure payroll is lawful (tax, KiwiSaver eligibility where applicable, holiday pay, public holidays, sick leave).
Uphold Health and Safety at Work duties: inductions, PPE, risk controls, incident reporting.
Keep accurate records and promptly notify INZ of relevant changes (job, hours, layoffs) affecting sponsored workers.

Step-by-Step Application Process for Jobs in New Zealand with Visa Sponsorship

Below is a clear, consular-style roadmap that shows what you do and what the employer does, from first contact to day-one on the job—and then on toward residence.

Step 1. Pick your pathway (before you apply anywhere)

Decide which route fits your role and goals:

AEWV (core employer-sponsored work visa).
Green List roles (Straight to Residence or Work to Residence pathways if you meet listed criteria).
Sector agreements (care, transport, construction, meat/seafood, tourism/hospitality) with defined settings.
Skilled Migrant Category (SMC) Residence later, often after time on AEWV.

Outcome: You know which pathway you’re targeting and what evidence it will require.

Step 2. Pre-check your eligibility (you)

Skills & experience: Align your real duties and years of experience to the NZ job you want.
Qualifications: Confirm comparability (e.g., NZQA assessment if the role/visa expects it).
English: Make sure you can evidence the required level (test or accepted alternative).
Health & character: Be ready to provide medicals and police certificates for all relevant countries.
Registration/licensing: If the job is regulated (e.g., nurse, electrician, teacher, social worker), start the registration or provisional/supervised pathway now.

Outcome: No surprises later; your documents are in motion early.

Step 3. Prepare an NZ-style CV and evidence pack (you)

CV: 2–3 pages, achievement-focused, with clear bullet points tied to outcomes (projects delivered, KPIs, tools/tech, compliance).
Evidence pack: Qualifications/transcripts, employment letters, detailed references (duties, dates, sites, rosters), registration/provisional letters, English proof, awards/certifications.

Outcome: You can respond to employer requests and visa requirements quickly.

Step 4. Target the right employers (you)

Prioritise accredited employers in your sector (health networks, Tier-1/2 builders, logistics majors, tech firms, primary producers, tourism/hospitality leaders).
Tailor applications to roles that match your registration status (full, provisional, supervised) and experience.

Outcome: Higher hit-rate interviews with employers who can actually sponsor.

Step 5. Interviews and conditional offer (you + employer)

Expect skills, safety/compliance, and scenario questions; for regulated roles, discuss registration and supervision clearly.
If successful, request a conditional offer/draft employment agreement pending Job Check and visa approval.

Outcome: A documented offer you can assess for compliance.

Step 6. Verify the sponsor and the job (you)

Ask in writing:

Are you accredited and will this role go through a Job Check?
Which visa pathway applies (AEWV/Green List/sector agreement)?
What are the pay, hours, location, allowances, leave, and overtime rules?
For regulated roles, will you support provisional registration and supervision?

Outcome: Confidence the employer can genuinely sponsor and the role is compliant.

Step 7. Employer completes the Job Check (employer)

Employer confirms the job is genuine, meets pay/market settings, and passes the Job Check.
When approved, they provide you the Job Check token and final employment agreement.

Outcome: The role is now pre-cleared for a migrant hire.

Step 8. Finalise the employment agreement (you + employer)

Confirm title, duties, base pay (meeting required benchmarks), hours, allowances, breaks, leave, and termination clauses.
Ensure the base salary alone meets any income thresholds and the market-rate test, not relying on overtime/bonuses.

Outcome: A compliant contract ready to support your visa.

Step 9. Lodge the AEWV application (you)

Submit your work-visa application with:

Identity and civil docs (passport, photos).
Job Check token and signed employment agreement.
Qualifications, work references, registration/licensing (or provisional/supervised approval).
English evidence if required.
Police certificates and medical/chest X-ray (if required).
Family members’ documents if they apply with you (partner/children).

Outcome: Your application is decision-ready, reducing delays.

Step 10. Respond promptly to requests for further information (you)

Upload any extra documents quickly.
Use clear filenames and a short cover note mapping each attachment to the question asked.
If anything changes (job location, family composition, new passport), notify promptly through the correct channel.

Outcome: Keeps processing smooth and avoids deferrals.

Step 11. Decision and visa grant (you)

Check visa conditions: employer, job title, location, duration, and any notes on changing employers (may require new Job Check and a new/varied visa).
If applying from within NZ, review any bridging conditions during processing.

Outcome: You understand exactly what your visa allows.

Step 12. Pre-arrival setup (you)

Plan accommodation and schooling (if applicable).
Prepare to obtain your IRD number (for tax), set up a bank account, and organise local transport.
For driving roles, confirm licence conversion timelines and conditions.

Outcome: Minimal downtime on arrival.

Step 13. Onboarding and site access (employer + you)

Complete induction and Health & Safety training; collect PPE/ID passes.
Sign payroll forms, provide bank/IRD details, confirm KiwiSaver options (if eligible).
For regulated roles, finalise supervision and any site-specific permissions.

Outcome: You’re legally authorised and set up to work from day one.

Step 14. Build toward residence (you)

Track the pathway that fits you: Green List Straight to Residence, Green List Work to Residence, or SMC Residence.
Keep records: continuous employment, pay level, registration currency, updated police/medical (if required later), and partner/dependent status.
Time any transition between employers carefully—some changes need a new Job Check and visa update.

Candidate document checklist (quick)

Passport and civil docs
NZ-style CV (2–3 pages)
Qualifications, transcripts, NZQA (if needed)
Professional registration/licence or provisional approval
Employment letters and detailed references
English test/accepted alternative (if required)
Police certificates; medical/X-ray (if required)
Marriage/partnership and children’s birth certificates (if applying with family)

Employer compliance checklist (quick)

Current accreditation in good standing
Role mapped accurately; compliant job description
Job Check approved; pay at/above required settings and at market rate
Employment agreement meets NZ employment law
Induction and Health & Safety systems ready
HR processes for changes (location, hours, layoffs) and timely notifications to authorities

Common pitfalls (and how to avoid them)

Cash-in-hand or non-compliant terms: Jeopardises your visa and future residence options.

Employer not accredited / Job Check not ready: Confirm status before quitting your current job or relocating.

Underpaying or relying on overtime to qualify: Income thresholds and market-rate tests are typically based on base pay.

Missing registration for regulated roles: Start early; many boards allow provisional/supervised practice while you complete NZ-specific steps.

Thin documentation: Vague references, missing transcripts, or outdated police checks trigger delays.

Changing employers mid-process: Usually needs a new Job Check token and updated visa—plan carefully.

Salary, conditions, and worker protections

Employment agreements outline ordinary hours, overtime, allowances, leave (annual, public holiday, sick), and notice periods.

You should receive regular payslips with tax and deductions explained.
Holiday pay accrues and is payable under NZ law; public holiday and sick leave entitlements apply according to tenure and hours.
Health and Safety obligations protect you at work; raise hazards with your supervisor and H&S reps.
Changing employers while on AEWV can be possible but typically requires a new Job Check token and visa update (or Variation), so plan transitions with HR carefully.

How to find legitimate sponsors and avoid pitfalls

Target the right employers
Focus on organisations already accredited or routinely hiring internationally. Multi-site or critical-infrastructure employers often understand AEWV mechanics and relocation support.

Due-diligence questions (in writing)

Are you an accredited employer and has this role passed Job Check?
Which visa pathway do you intend to use (AEWV/Green List/sector agreement)?
Does the employment agreement meet pay and market-rate settings, and what are the hours and allowances?
For regulated roles, will you support registration, supervision, or provisional practice?
What relocation or settlement support is offered, if any?

Red flags (walk away)

Requests for fees to secure a job or sponsorship.
Offers to work on a visitor visa or cash-in-hand.
Contracts without clear pay, hours, or leave provisions.
Resistance to provide accreditation or Job Check details.
Pay that barely hits a benchmark but ignores market-rate parity.

Settlement essentials once you land

IRD number: required for payroll; apply promptly.
Bank account: bring identity and visa documents to open an account.
KiwiSaver: a voluntary retirement savings scheme with employer contributions if you’re eligible—understand opt-in/opt-out windows.
Healthcare: many work-visa holders are eligible for publicly funded health care—check your visa conditions and entitlements.
Driving: you may drive on a valid overseas licence for a limited time; convert to a NZ licence within specified timeframes if you intend to stay longer.
Cost of living: compare housing, transport, utilities, and childcare across cities (Auckland, Wellington, Christchurch, Hamilton, Tauranga, Dunedin) to set a realistic budget.

Conclusion

Jobs in New Zealand with visa sponsorship are genuinely attainable when three elements align: a real job from an accredited employer that passes Job Check and pays at or above the required settings, a visa pathway tailored to your occupation (AEWV, Green List, sector agreements, SMC), and a candidate profile that satisfies skills, English, health and character, and any professional registration.

Start your registration early if your role is regulated, prepare an evidence-rich NZ-style CV, and verify employers’ accreditation and contract terms in writing.

Once you arrive, complete onboarding, secure your IRD number, and map a route to residence if that’s your goal through Green List Work to Residence, Straight to Residence, or SMC when eligible. With careful preparation and compliant sponsors, your move to New Zealand can be efficient, lawful, and rewarding.