Are your employees’ work visas expiring in 2025? Here’s how to retain them

In 2022 and 2023, New Zealand issued over 165,000 work visas, which include Accredited Employer Work Visas (AEWV), Post-Study Open Work Visas and Partnership-Based Work Visas. As we step into 2025, many of these are set to expire, posing a significant risk to workforce stability and business continuity.

The expiration of these visas could result in the loss of skilled talent, disrupt operations, and create gaps in your workforce capabilities. Retaining your migrant staff requires a proactive approach - a clear understanding of the immigration pathways available to your employees and a plan that you can execute.

Breakdown of Work Visas Issued (2022-2023):

Do you know whether you can extend your migrant employee’s visa? Or are you aware of their residence pathway and the support you could provide? Either way, acting now is imperative to retain the talent your organisation values. Have you planned the next steps for your workforce? Read on to see what you could be doing and how we can help!

Key Pathways to Retain Migrant Workers

1.Maximum Continuous Stay (MCS)

The maximum time migrant workers can stay in NZ on an AEWV is 5 years. If your employee’s AEWV was issued for less than the MCS, they may be eligible to apply for the balance, if their occupation falls between ANZSCO skill levels 1 to 3. 

The application for the balance of time is a ‘new’ visa application and the migrant must make sure they meet new visa criteria. You may or may not need a Job Check in this case.

If your migrant workers are in a low-skilled role i.e. ANZSCO 4 or 5, they might only have a 2-year or a 3-year AEWV, depending on when they applied. If they received a 2 year work visa, they may be able to receive another year and they may or may not need a new job check to be able to do so. 

Or to access the remaining time of a full 5 year MCS, they may need to move to a higher-skilled role using a new ANZSCO code. As the employer, your organisation will need a valid Job Check with an available job token for this higher-skilled role.

2. Pathways through partners / spouses

Migrant workers with partners may not need to depend on the AEWV from your organization. Instead, they may have alternative pathways available through their partners to settle in New Zealand. If their partner qualifies for residence or for a further MCS, the partner can support your migrant employee, in which case no immigration support would be required from you.

3. Residence eligibility  

Your migrant workers may be eligible for residence if they:

• Have 6 points to apply for residence under the Skilled Migrant Category.
• Work in a role listed under Tier 1 of the Green List, making them eligible for Straight to Residence Visa
• Work in a Tier 2 Green List role for 24 months, making them eligible for Work to Residence Visa
• Are employed under Care Workforce or Transport Sector agreements and eligible for Work to Residence Visa after 24 months

Applying for and securing residence could take a considerable amount of time. You must ensure that your employees hold legal rights to work in NZ while their residence application is being processed by INZ. Just applying for a residence application does not mean that they can continue to work for you.

Read this article to learn more.

What if your employee does not qualify for any of these pathways?

If none of the above pathways apply, migrant workers (or their partners) may want to consider studying in New Zealand to strengthen their skills and pave a road to skilled residence.

While studying, they can work up to 20 hours per week during the academic term and full-time during holidays or school breaks. This allows them to continue working for you while paving their pathways to residence.

Additionally, they may be eligible to get upto three years post study work visa upon completion of their study.

Their study options include: 

• Masters programmes
• Post Graduation Diplomas
• Bachelor's degrees
• Diplomas and Certificates

And are a minimum of one year study duration. 

To learn which programmes are right for them, your employee can speak with our well seasoned education counsellors, who help map skills and education for the best possible outcomes.   

Why Employers Should Act Now

Failing to plan ahead for your migrant workers’ visa renewals can trigger a cascade of issues that may ultimately jeopardise your business.

Increased Staff Anxiety

Uncertainty about visa renewals can create significant stress and anxiety among your migrant employees, adversely affecting job performance, productivity, and overall well‐being. When employees are unsure about their future in New Zealand, they may become disengaged or distracted, which can lower team morale.

HR overload and unintended consequences

Your People & Culture team may become overwhelmed with visa‐related queries that they are not legally authorised to handle. Since immigration processes are highly specialised and only Licensed Immigration Advisers/Lawyers can offer official guidance, a lack of clear and accurate information can result in delays, miscommunication, and critical errors in visa applications—jeopardising both the employees' legal status and your organisation’s compliance.

Family Considerations

Migrant workers often have families that are deeply integrated into New Zealand life. If the primary visa holder’s status is uncertain, partners or spouses may face job insecurity, and children might experience disruptions at key educational milestones, such as finishing primary or secondary school. This uncertainty can elevate stress levels for the entire family and force difficult decisions about relocation or separation.

Workforce Disruptions

Losing key migrant staff due to visa issues can significantly disrupt your business operations. This loss may lead to immediate operational gaps, increased recruitment costs from hiring and training new employees, and a drain of institutional knowledge that is hard to replace quickly.

Legal and Compliance Risks 

Neglecting to proactively manage your workforce’s visa status can result in non-compliance with immigration laws, exposing your organisation to fines, penalties, or even the loss of your accreditation as an employer. Moreover, when HR teams attempt to address immigration‐related queries without proper authorised guidance, they risk inadvertently violating immigration regulations.

Reputational Damage 

Your organisation’s reputation as an employer of choice can suffer if migrant workers feel unsupported. Negative word‐of‐mouth could undermine your ability to attract top talent both locally and internationally.

Secure Your Workforce’s Future Today! 

Proactively addressing your migrant workers’ visa status ensures business continuity and enhances employee satisfaction. Whether you’re extending AEWVs, navigating residence pathways, or exploring study options, Aims Global is here to simplify the process.

Contact our team of experts to safeguard your business and retain your valued talent.