Skilled Migrant Residence

At a glance

The Skilled Migrant Residence (SR) Instructions are the current immigration instructions for skilled workers seeking a residence class visa. They replaced the previous Skilled Migrant Category (SM) instructions. [S-skilled-migrant-residence-instructions]

The objective of the Skilled Migrant Category is to support New Zealand's economic growth by providing for the grant of resident visas to people who demonstrate they can fill medium to long term skill needs in New Zealand. [SR3.1]

The SR instructions cover the following resident visas [SR1.1]:

• Skilled Migrant Category (SR3)
• Green List: Straight to Residence (SR4)
• Green List: Work to Residence (SR5)
• Care Workforce: Work to Residence (SR6)
• Transport Sector Work to Residence (SR7)

These Skilled Residence visas (SR4–SR7) are sub-categories of the Skilled Migrant Category [SR1.1]. Applications for Green List: Straight to Residence and Green List: Work to Residence visas are prioritised in the order of processing above other skilled residence applications [SR1.1].

The objective of the Green List: Straight to Residence sub-category is to provide for the grant of resident visas to people who demonstrate they have skills to fill specified high skilled or hard to fill and high national importance roles in New Zealand. [SR4.1]

The objective of the Care Workforce: Work to Residence sub-category is to provide for the grant of resident visas to people who have worked in New Zealand for at least 24 months in a Care Workforce sector occupation listed in Appendix 14. [SR6.1]

Assessment of employment for SR applications is governed by SR2.1, which sets out the tests an immigration officer must apply, including a substantial match to an ANZSCO occupation and a genuine employment check. [SR2.1]

Core requirements summary: To be granted a resident visa under the Skilled Migrant Category (SR3), the principal applicant must be aged 55 or younger at the time the residence application is made, hold skilled employment with an accredited employer paying at least the median wage (or 1.5 times the median wage for ANZSCO skill level 4–5 or occupations not included in ANZSCO), and qualify for 6 points from a skill category (or combination with skilled New Zealand work experience). All applicants must meet health, character, and English requirements. ANZSCO assessments for the SMC are based on the immigration view of version 1.3 of the ANZSCO. [SR3.10]

Qualification exemptions for SR applications are covered by Appendix 17, not Appendix 3. [A-appendix-17-list-of-qualifications-exempt-from-assessment-fr]

How to apply

Expression of Interest and Invitation (SR3.5.1)

Before applying, an interested person must complete an Expression of Interest (EOI) form in the prescribed manner [SR3.5]. An automated electronic system may determine whether the person meets the threshold for an invitation to apply, based on the claims in the EOI [SR3.5]. The system may issue or refuse an invitation, and its decision is treated as a decision of an authorised immigration officer under the Immigration Act 2009 [SR3.5].

To be eligible for an invitation, the EOI must confirm:

• the principal applicant is aged 55 or younger; [SR3.5]
• no person included in the EOI is described in sections 15 or 16 of the Immigration Act 2009 (concerning character); [SR3.5]
• no person included would be ineligible for a medical waiver (see health instructions at A4.60); [SR3.5]
• all people included meet the minimum standard of English or, where allowed, intend to pre-purchase ESOL tuition (see English language requirements; and [SR3.5]
• the applicant meets the skilled employment requirements (SR3.20); and [SR3.5]
• either the applicant qualifies for 6 points from one skill category (SR3.25), or qualifies for 6 points from a combination of one skill category and their skilled work experience in New Zealand (SR3.35). [SR3.5]

False or misleading information in an EOI (SR3.5.5, SR3.5.5.1)

Providing false or misleading information, withholding relevant potentially prejudicial information, or failing to advise INZ of a material change in circumstances after submitting an EOI is sufficient grounds to decline the subsequent residence application [SR3.5]. An immigration officer does not need to find the applicant personally knew the information was false or misleading, or intended to deceive; it is enough that the information was provided [SR3.5]. For withheld information, the officer must be satisfied the applicant or agent knew the information existed, but need not find an intention to deceive [SR3.5]. Where an agent acted for the applicant, it is not necessary to determine the agent's knowledge [SR3.5].

Where false, misleading or withheld information is established, the application is normally declined, but the officer must consider the circumstances of the application before doing so [SR3.5].

Making the application (SR3.5.10)

An applicant may only apply for a Skilled Migrant Category visa if:

• they have been invited to apply under SR3 instructions; [SR3.5]
• the application is made within 4 months of the date of the invitation; and [SR3.5]
• the invitation has not been revoked. [SR3.5]

Once these conditions are met, the application must be lodged in accordance with the general residence application lodging process. [SR3.5]

Eligibility criteria

The SR instructions require applicants to meet requirements for age, skilled employment, qualifications, work experience, health, character, and English language. [S-skilled-migrant-residence-instructions] The assessment of employment is a central element, governed by SR2.1. [SR2.1]

Core requirements (SR3.10)

• The principal applicant must be aged 55 or younger at the time the residence application is made. [SR3.10]
• Must meet the skilled employment requirements, including holding current employment or an offer of employment in New Zealand with an accredited employer, which pays at least: [SR3.10]
  • the median wage (currently NZ$35.00 per hour) if their occupation is listed at ANZSCO skill level 1–3; or
  • 1.5 times the median wage (currently NZ$52.50 per hour) if their occupation is listed at ANZSCO skill level 4–5, or not included in ANZSCO.
• Must qualify for 6 points, from: [SR3.10]
  • one skill category (income, qualification, or New Zealand registration); or
  • a combination of one skill category and skilled work experience in New Zealand.
• All applicants must meet health and character requirements for residence. [SR3.10]
• All applicants must meet the minimum standard of English or pre-purchase ESOL tuition (see the English language requirements section). [SR3.10]
• An applicant may be considered to meet the income thresholds for skilled employment and points if they meet the income thresholds that were the basis for their invitation to apply. [SR3.10]
• For the purposes of the Skilled Migrant Category, ANZSCO assessments under SR2 must be based on the immigration view of version 1.3 of the ANZSCO. [SR3.10]

Green List: Straight to Residence requirements (SR4.5)

For a Green List: Straight to Residence visa, the principal applicant must meet the following requirements in addition to general health, character and English standards [SR4.5]:

1. Be aged 55 or younger at the time the residence application is made.
2. Meet acceptable employment requirements in a Tier 1 Green List role (see SR4.10).
3. Meet health and character requirements for residence (see A4 and A5).
4. Meet the applicable minimum standard of English or pre-purchase ESOL tuition (see SR2.10).

Applications must be made using the approved online form.

Acceptable employment in a Tier 1 Green List role (SR4.10)

To meet the acceptable employment requirement, an immigration officer must be satisfied that:

• the principal applicant holds current employment or an offer of employment for an occupation listed in Tier 1 of Appendix 13; [SR4.10]
• the requirements of that occupation specified in Tier 1 of Appendix 13 are met; [SR4.10]
• the remuneration for the employment or offer of employment is either:
  • at or above the hourly rate specified in Tier 1 of Appendix 13 where an occupation has remuneration requirements; or
  • at or above the median wage of $35.00 per hour; [SR4.10]
• the employment or offer of employment is with an employer who is accredited (and the accreditation is not suspended) at the time the residence application is either made or decided; [SR4.10]
• the employment is full-time (at least 30 guaranteed hours per week for every week worked); [SR4.10]
• the employment is permanent or for a fixed term of at least 12 months from when the application is made; [SR4.10]
• the employment is genuine and is not offered as a result of payment (see SR2.1.5). [SR4.10]

A contract for services may be considered acceptable employment where:

• the applicant has a current contract or contracts for services totalling at least 6 months duration; and
• where a wage threshold and relevant work experience is specified for an occupation in Tier 1 of Appendix 13, the applicant meets the requirements specified for contract for service arrangements for that occupation. [SR4.10]

For independent midwife practitioners, a letter of authority to claim under the Maternity Notice pursuant to section 94 of the Pae Ora (Healthy Futures) Act 2022 and evidence of registration with the Midwifery Council is sufficient to meet the requirement. [SR4.10]

For roles that do not require occupational registration, an immigration officer may be required to assess whether the employment matches the Green List occupation, and may undertake a substantial match assessment (see SR2.1.1). [SR4.10]

The median wage of $35.00 for Green List Tier 1 reflects the June 2025 publication of median wage data by Statistics New Zealand. For the purposes of a substantial match assessment, immigration officers must base their assessment on Version 1.2 of the ANZSCO. [SR4.10]

Evidence for Green List Straight to Residence (SR4.5.1)

To demonstrate meeting Green List occupation requirements, the applicant can provide [SR4.5]:

• Qualification: the qualification and, if the requirement is for a New Zealand qualification and the qualification is from overseas, an International Qualification Assessment (IQA) from NZQA.
• Registration or Professional Membership: documentation confirming registration or membership.
• Acceptable employment: employment agreement and job description.
• Pay rate: employment agreement and job description stating occupation, hours, and remuneration; a summary of earnings from Inland Revenue if the applicant has worked in New Zealand.

Where an immigration officer is not satisfied, further evidence may be requested (e.g., full bank statements, payslips). [SR4.5]

If any details have changed since the applicant's most recent work visa application and are material to the residence application (e.g., changed remuneration relied upon to meet a threshold), the applicant must provide updated evidence. [SR4.5]

An immigration officer may consider evidence and information from previous work visa applications to determine Green List requirements. [SR4.5]

Green List: Work to Residence requirements (SR5, SR5.5)

The objective of the Green List: Work to Residence sub-category is to provide for the grant of resident visas to people who have demonstrated they have skills to fill specified high skilled or hard to fill and high national importance roles in New Zealand by having worked in New Zealand for at least 24 months in a Tier 2 Green List occupation [SR5.1]. The sub-category allows applicants who have been employed in a Tier 2 Green List occupation for 24 months to apply for residence [SR5]. The full criteria for each Tier 2 occupation are set out in the Green List (Appendix 13) and the SR5 instructions [SR5].

Core requirements (SR5.5): To be granted a Green List: Work to Residence visa, all applicants must meet health and character requirements for residence (see A4 and A5) and the applicable minimum standard of English or pre-purchase ESOL tuition (see SR2.10) [SR5.5]. The principal applicant must:

• hold a work visa or a critical purpose visitor visa with work conditions at the time the residence application is made [SR5.5];
• meet acceptable employment requirements in a Tier 2 Green List occupation [SR5.5] [SR5.10];
• have completed 24 months of work in New Zealand in a Tier 2 Green List occupation ([SR5.15]) [SR5.5];
• be aged 55 or younger at the time the residence application is made [SR5.5];
• apply using the approved online form provided on the INZ website [SR5.5].

Acceptable employment in a Tier 2 Green List role (SR5.10)

To meet the acceptable employment requirement, an immigration officer must be satisfied that:

• the principal applicant holds current employment or an offer of employment for an occupation listed in Tier 2 of Appendix 13; [SR5.10]
• the requirements of the applicant's occupation specified in Tier 2 of Appendix 13 are met; [SR5.10]
• the remuneration for the employment or offer of employment is either:
  • at or above the hourly rate specified in Tier 2 of Appendix 13 where an occupation has remuneration requirements; or
  • at or above the median wage of $35.00; [SR5.10]
• the employment or offer of employment is with an employer who is accredited (and their accreditation is not suspended) at the time the residence application is either made or decided; [SR5.10]
• the employment is full-time (at least 30 guaranteed hours per week for every week worked); [SR5.10]
• the employment is permanent or for a fixed term of at least 12 months from when the application is made; [SR5.10]
• the employment is genuine and is not offered as a result of payment (see SR2.1.5). [SR5.10]

Despite the above, acceptable employment also includes current employment in an occupation that was previously listed on the Green List at some point in the applicant's 24 month period, if the applicant has completed 24 months work in New Zealand in that occupation (see SR5.15). [SR5.10]

For roles that do not require occupational registration, an immigration officer may be required to assess whether the employment matches the Green List occupation, and may undertake a substantial match assessment (see SR2.1.1). [SR5.10] For substantial match assessments, officers must use Version 1.2 of the ANZSCO. [SR5.10]

The median wage rate of $35.00 reflects the June 2025 publication of median wage data by Statistics New Zealand. [SR5.10]

Evidence for Work to Residence (SR5.5.1): To demonstrate meeting Green List occupation requirements, the applicant can provide:

• Qualification – the qualification and, if the Green List requires a New Zealand qualification and the qualification is from overseas, an International Qualification Assessment (IQA) from NZQA [SR5.5.1].
• Registration or Professional Membership – documentation confirming registration or membership [SR5.5.1].
• Acceptable employment in a specified occupation – employment agreement and job description specifying the occupation [SR5.5.1].
• Acceptable work in New Zealand – employment agreement and job description (previous and current) stating duration of employment, position and remuneration, and a summary of earnings from Inland Revenue confirming at least 24 months' work [SR5.5.1].
• Pay rate – employment agreement and job description stating occupation, hours and remuneration, and a summary of earnings from Inland Revenue if the applicant has worked in New Zealand [SR5.5.1].

If an immigration officer is not satisfied with the evidence provided, further evidence may be requested, such as full bank statements or payslips [SR5.5.1].

If any details material to the application (e.g., remuneration) have changed since the applicant's most recent work visa application, the applicant must include updated evidence of those changes [SR5.5.1].

An immigration officer may consider evidence and information from previous work visa applications to determine whether the applicant has 24 months of acceptable work in New Zealand or meets the Green List requirements [SR5.5.1].

24 months of work in a Tier 2 Green List role (SR5.15)

Applicants must have worked for at least 24 months in New Zealand in an occupation on Tier 2 of the Green List on and after 29 September 2021 [SR5.15]. During that 24‑month period, the applicant must have met the requirements for the occupation as specified in the Green List [SR5.15]. The work must be full‑time (at least 30 hours a week) and must have been performed while holding: [SR5.15]

• a work visa; or
• a critical purpose visitor visa with work conditions; or
• an interim visa granted while the applicant held a work visa or a critical purpose visitor visa with work conditions and had applied for a further work visa.

The 24 months of work must be gained during the 30‑month period immediately before the date the residence application is made [SR5.15].

When counting starts

• If the occupation has a remuneration requirement specified in Tier 2 of Appendix 13, the work period starts to count when the applicant’s remuneration reaches the hourly rate in that appendix for that occupation at that time, provided the applicant holds a qualifying visa [SR5.15].
• If the occupation has no remuneration requirement, the work period starts when the applicant’s remuneration is at or above the median wage at that time, provided a qualifying visa is held [SR5.15].

When counting stops The work period (while earning the required hourly rate) stops counting if any of the following occur: [SR5.15]

• the applicant ceases to hold a qualifying visa listed above;
• the applicant changes employment and the new income is below the median wage at that time, or below the Tier 2 Appendix 13 hourly rate for that occupation at that time; or
• the applicant’s remuneration decreases and the new rate is below the median wage at that time, or below the applicable Appendix 13 hourly rate.

Effect of increases in the required hourly rate Where the specified hourly rate in immigration instructions increases, work in New Zealand will not stop being counted as long as the applicant’s income does not decrease and they have not changed employment. For example, a crane operator (requiring 1.3× the median wage) could start counting from 29 September 2021 earning $35.10 per hour (1.3× the median wage in effect at that time). When the wage requirement increased to $35.96 per hour on 4 July 2022, the applicant could keep counting their work if still in the same job at $35.10 [SR5.15].

Historical wage rates for Tier 2 occupations with remuneration requirements (SR5.15.1)

The following table shows the median wage and the required multiples for Tier 2 occupations with remuneration requirements across different periods [SR5.15]:

Date range	Median hourly wage	+15% (Telecom Technician, Civil Machinery Operators, Panel Beater, Vehicle Painter)	+30% (Crane Operator, Metal Fabricator, Pressure Welder, Welder, Fitter (General), Fitter and Turner, Fitter-Welder, Metal Machinist)	+50% (Building Associate)
29 Sep 2021 – 3 Jul 2022	$27.00	$31.05	$35.10	$40.50
4 Jul 2022 – 26 Feb 2023	$27.76	$31.96	$35.96	$41.49
27 Feb 2023 – 27 Feb 2024	$29.66	$34.11	$38.56	$44.49
28 Feb 2024 – 17 Aug 2025	$31.61	$36.35	$41.09	$47.41
18 Aug 2025 – 8 Mar 2026	$33.56	$38.59	$43.63	$50.34
From 9 Mar 2026	$35.00	$40.25	$45.50	$52.50

Exception for pre‑29 September 2023 visas For occupations that do not have remuneration requirements, applicants who hold or held a visa applied for before 29 September 2023 are not required to be paid at or above the median wage for any work gained on and after 29 September 2021 while they held a qualifying visa [SR5.15].

Leave counting Any leave consistent with section 16 of the Holidays Act 2003 (including parental leave and ACC leave) taken during a period of work in a Tier 2 Green List role can be counted towards the 24 months [SR5.15].

Removal from the Green List If an occupation is removed from the Tier 2 Green List after the applicant has started counting work, the work can continue to be counted if the applicant remains in that occupation and continues to meet the requirements of the Green List as they were listed for the duration of the 24‑month period [SR5.15].

Combining with other work pathways If an applicant has worked in New Zealand for at least 24 months in the last 30‑month period but has not maintained a Tier 2 Green List role for the full 24 months, they can still be considered for the grant of residence if they meet the requirements for work in New Zealand earning at least twice the median wage for the balance of the 24 months (see the separate instructions under the Skilled Residence category). The 24 months of work does not need to be consecutive and can be made up of different types of qualifying work, for example 18 months in a Tier 2 role and six months in a role paid twice the median wage [SR5.15].

Work in New Zealand earning at least twice the median wage (SR5.20)

An applicant may satisfy the 24‑month work in New Zealand requirement, in whole or in combination with Tier 2 Green List work, by having earned at least twice the median wage ($70.00 per hour from 9 March 2026) while in full‑time employment (at least 30 hours per week) and holding one of the qualifying visas listed in SR5.20(c) (a work visa, a critical purpose visitor visa with work conditions, or an interim visa granted while holding such a visa and having applied for a further work visa). [SR5.20]

The 24 months of work must be gained during the 30‑month period immediately before the date the residence application is made. [SR5.20] The 24 months need not be consecutive and can be made up of different types of qualifying work (e.g., periods in a Tier 2 Green List role and periods earning twice the median wage). [SR5.20]

Evidence of twice the median wage earnings can be demonstrated by:

• an employment agreement showing remuneration at least twice the median wage; or
• a summary of earnings from Inland Revenue. [SR5.20]

Counting start and stop (SR5.20(d)–(e))

Highly paid work starts counting when the applicant’s remuneration reaches at least twice the median hourly rate in effect at that time, provided the applicant holds a qualifying visa. [SR5.20] Work stops counting if:

• the applicant ceases to hold a qualifying visa; or
• the applicant’s remuneration decreases and the new rate is below twice the median wage. [SR5.20]

Twice the median wage rates (SR5.20(f))

The following historical rates apply for determining whether remuneration meets the twice‑median‑wage threshold during the counting period:

Date range	Twice median hourly rate
29 September 2021 – 3 July 2022	$54.00
4 July 2022 – 26 February 2023	$55.52
27 February 2023 – 27 February 2024	$59.32
28 February 2024 – 17 August 2025	$63.22
18 August 2025 – 8 March 2026	$67.12
From 9 March 2026	$70.00
[SR5.20]

Leave counting

Any leave consistent with section 16 of the Holidays Act 2003 (including parental leave and ACC leave) taken during a period of work in New Zealand earning at least twice the median wage can be counted towards the 24 months. [SR5.20]

Care Workforce: Work to Residence requirements (SR6.5)

The objective of the Care Workforce: Work to Residence sub-category is to provide for the grant of resident visas to people who have worked in New Zealand for at least 24 months in a Care Workforce sector occupation listed in Appendix 14 [SR6.5]. The applicant must meet the following core requirements:

• Meet health and character requirements for residence (see A4 and A5) and the applicable minimum standard of English or pre-purchase ESOL tuition (see SR2.10). [SR6.5]
• Hold a work visa or a critical purpose visitor visa with work conditions at the time the residence application is made. [SR6.5]
• Be paid at or above $28.25 per hour or the equivalent salary in a Care Workforce sector occupation listed in Appendix 14. [SR6.5] The acceptable employment requirements are defined in SR6.10.
• Have completed 24 months in a Care Workforce sector occupation listed in Appendix 14. [SR6.5] Further details on counting the 24 months are in SR6.15.
• Be aged 55 or younger at the time the residence application is made. [SR6.5]

Evidence (SR6.5.1)

To demonstrate meeting the requirements, the applicant can provide: [SR6.5]

• For acceptable employment in the specified occupation: an employment agreement and job description specifying the occupation.
• For acceptable work in New Zealand: employment agreement and job description (previous and current) stating the duration of employment, position, remuneration, and a summary of earnings from Inland Revenue confirming at least 24 months' work.
• For pay rate: employment agreement and job description stating occupation, hours, and remuneration; and a summary of earnings from Inland Revenue if the applicant has worked in New Zealand.

If the immigration officer is not satisfied with the evidence, further evidence (e.g., full bank statements or payslips) may be requested. [SR6.5]

If any details material to the application (such as remuneration) have changed since the applicant's most recent work visa application, the applicant must include updated evidence of those changes as set out in SR6.5.1. [SR6.5] An immigration officer may consider evidence and information from previous work visa applications when determining whether the applicant has 24 months of acceptable work in New Zealand or meets the pay rate requirement. [SR6.5]

Acceptable employment in a Care Workforce sector role (SR6.10)

To meet the acceptable employment requirement for the Care Workforce: Work to Residence sub-category, an immigration officer must be satisfied that:

• the principal applicant holds current employment or an offer of employment for an occupation listed on the Care Workforce sector occupation list in Appendix 14; [SR6.10]
• the Care Workforce employment is paid at or above $28.25 per hour or the equivalent salary; [SR6.10]
• the employment or offer of employment is with an employer who is accredited (and their accreditation is not suspended) at the time the residence application is either made or decided; [SR6.10]
• the employment is full-time (at least 30 guaranteed hours per week for every week worked); [SR6.10]
• the employment is permanent or for a fixed term of at least 12 months from when the application is made; [SR6.10]
• the employment is genuine and is not offered as a result of payment (see SR2.1.5). [SR6.10]

Despite the occupation requirement, acceptable employment also includes current employment in an occupation that was previously listed on the Care Workforce sector occupation list in Appendix 14 at some point during the applicant's 24-month work period, provided the applicant has completed 24 months work in New Zealand in that occupation (see SR6.15). [SR6.10]

For roles that do not require occupational registration, an immigration officer may need to assess whether the employment matches the Care Workforce sector occupation list in Appendix 14. In making this determination, the officer may undertake a substantial match assessment (see SR2.1.1). [SR6.10]

Requirements for 24 months of work in a Care Workforce sector role (SR6.15)

To satisfy the 24‑month work in New Zealand requirement for Care Workforce: Work to Residence, applicants must have worked for at least 24 months in a Care Workforce sector occupation listed in Appendix 14 on and after 29 September 2021. [SR6.15] During this period the applicant must be paid at or above the applicable wage rate for the Care Workforce sector (see wage table below) and work full‑time (at least 30 hours per week). [SR6.15]

The work must have been performed while holding one of the following visas: [SR6.15]

• any work visa;
• a critical purpose visitor visa with work conditions;
• an interim visa granted while the applicant held a work visa or a critical purpose visitor visa with work conditions and had applied for a further work visa; or
• any interim visa with work conditions.

The 24 months of work must be gained during the 30‑month period immediately before the date the residence application is made. [SR6.15]

When counting starts and stops

Work starts to count when the applicant’s remuneration is at or above the wage rate specified at SR6.15(k) (or the equivalent salary) at that time, provided they hold a qualifying visa. [SR6.15] Counting stops if any of the following occur: [SR6.15]

• the applicant ceases to hold a qualifying visa listed above;
• the applicant changes employment and their new income is below the rate in SR6.15(k) at that time; or
• the applicant’s remuneration decreases and the new rate is below SR6.15(k) at that time.

Effect of wage rate increases

If the specified hourly wage rate in immigration instructions increases, work continues to be counted as long as the applicant’s income does not decrease below the hourly rate that applied when their visa was granted and they have not changed employment. [SR6.15] For example, a personal care assistant must be paid $28.25. An applicant could start counting work experience from 29 September 2021 earning $27.00 an hour (the wage rate in effect at that time). When the wage requirement increased to $28.25 an hour on 1 July 2022, the applicant could keep counting their work if they remained in the same job earning $27.00 an hour. [SR6.15]

Leave

Any leave consistent with section 16 of the Holidays Act 2003 (including parental leave and ACC leave) taken during a period of work in a Care Workforce sector role can be counted towards the 24 months. [SR6.15]

Occupation removed from the list

If an occupation is removed from the Care Workforce sector occupation list in Appendix 14 after the applicant has started counting work, the work can continue to be counted if the applicant remains in the occupation and continues to be paid at or above the wage rate at SR6.15(k) for the duration of the 24‑month period. [SR6.15]

Combining with other Skilled Residence pathways

If an applicant has worked in New Zealand for at least 24 months in the last 30‑month period but has not maintained a Care Workforce sector role for the full 24 months, they can still be considered for the grant of residence if they meet the acceptable work in New Zealand requirements for the balance in one of the following: [SR6.15]

• Green List: Work to Residence (see SR5.15);
• Transport Sector Work to Residence (SR7.15);
• work in New Zealand earning at least twice the median wage (see SR5.20).

The 24 months of work does not have to be gained consecutively and can be a total of different periods, for example two 12‑month periods with a gap of six months between. Additionally, it can be made up of different types of work in New Zealand, for example 18 months in a Care Workforce sector occupation and six months in a Tier 2 Green List role. [SR6.15]

Wage rates for the Care Workforce sector Work to Residence category

The applicable wage rates across time, as specified at SR6.15(k), are:

Date range	Wage rate
1 July 2022 onwards	$28.25
29 September 2021 to 30 June 2022	$27.00
[SR6.15]

Effective 08/04/2025.

Transport Sector: Work to Residence (SR7)

The Transport Sector: Work to Residence sub-category is a Skilled Residence visa under the SR instructions that provides a pathway to residence for people who have worked in New Zealand for at least 24 months in a specific transport occupation. [SR7.1]

Objective (SR7.1)

The objective of the Transport Sector: Work to Residence sub-category is to provide for the grant of resident visas to people who have worked in New Zealand for at least 24 months in one of the following transport occupations: [SR7.1]

• Ship’s Master
• Deckhand

Effective 07/04/2024

Requirements summary (SR7.5)

To be granted a Transport Sector: Work to Residence visa, all applicants must: [SR7.5]

• meet health and character requirements for residence (see A4 and A5); [SR7.5]
• meet the applicable minimum standard of English or, where instructions allow, pre-purchase ESOL tuition (see SR2.10). [SR7.5]

In addition, the principal applicant must: [SR7.5]

• hold a work visa or a critical purpose visitor visa with work conditions at the time the residence application is made; [SR7.5]
• meet acceptable employment requirements in an occupation specified under SR7.10(a)(i); [SR7.5]
• have completed 24 months in an occupation specified under SR7.15(b); [SR7.5]
• be aged 55 or younger at the time the residence application is made. [SR7.5]

Applications must be made using the approved online form provided on the Immigration New Zealand website. [SR7.5]

Evidence (SR7.5.1)

To demonstrate meeting specified evidential requirements for a Transport Sector occupation (see SR7.10(a)(i)), the applicant can provide the following: [SR7.5]

• Qualification – a copy of the New Zealand qualification. [SR7.5]
• Licencing requirements – a copy of the licence, as specified under SR7.10(a)(i). [SR7.5]
• Acceptable employment in a specified occupation – an employment agreement and job description. [SR7.5]
• Acceptable work in New Zealand – an employment agreement and job description (previous and current) stating the duration of employment, position and remuneration and a summary of earnings from Inland Revenue confirming a period of at least 24 months’ work. [SR7.5]

Note: Where an immigration officer is not satisfied that sufficient information has been provided, further evidence may be requested such as full bank statements showing salary payment or payslips. [SR7.5]

In cases where any of the details listed have changed since an applicant’s most recent work visa application and these details are material to their application (for example, if their remuneration has changed and they are relying on work in New Zealand in a role paid at least twice median wage (see SR5.20)), an applicant must include evidence of these changes as set out in SR7.5(a). [SR7.5]

An immigration officer may consider evidence and information provided in previous work visa applications to determine whether the applicant: [SR7.5]

• has a total of 24 months of acceptable work in New Zealand; or
• meets the requirements specified under SR7.15(b). [SR7.5]

Effective 28/02/2024

Acceptable employment in a Transport Sector role (SR7.10)

An immigration officer must be satisfied that the principal applicant meets the following requirements for acceptable employment in a Transport Sector occupation: [SR7.10]

• Holds current employment or an offer of employment for one of the following occupations and meets the specified requirements: [SR7.10]
  • Ship's Master (231213) – paid at least the median wage ($35.00) and holds either a Skipper Restricted Limits Certificate of Competency with 500GT or 3000GT endorsement, or an STCW Certificate of Competency recognised by Maritime New Zealand that entitles the holder to perform the duties of a Ship's Master on a vessel of 500 gross tonnes or more. [SR7.10]
  • Deck Hand (899211) – paid at least the median wage ($35.00) and holds either a Qualified Deck Crew Certificate of Proficiency or a Deck Watch Rating Certificate of Proficiency recognised by Maritime New Zealand. [SR7.10]
• The employment or offer is with an accredited employer (whose accreditation is not suspended) at the time the application is made. [SR7.10]
• The employment is full-time (at least 30 guaranteed hours per week for every week worked). [SR7.10]
• The employment is permanent or for a fixed term of at least 12 months from when the application is made. [SR7.10]
• The employment is genuine and not offered as a result of payment (see SR2.1.5). [SR7.10]

The licensing and qualification requirements are not required to begin accruing the 24 months of work in New Zealand (see SR7.15). [SR7.10] The median wage of $35.00 reflects the June 2025 quarter median wage data published by Statistics New Zealand. [SR7.10]

Despite the above, acceptable employment also includes current employment in an occupation that was previously listed under SR7.10(a)(i) at some point during the applicant’s 24-month work period, provided the applicant has completed 24 months of work in New Zealand in that occupation (see SR7.15). [SR7.10]

For roles that do not require occupational registration, an immigration officer may need to assess whether the employment is substantially consistent with the ANZSCO ‘Occupation’ (6-digit) level description for that occupation and with the tasks listed at the ANZSCO ‘Unit Group’ (4-digit) level description, excluding any tasks which are not relevant to the occupation description (see SR5.10). To be considered a substantial match, the tasks relevant to the applicant’s employment must comprise most of that role. [SR7.10]

Effective 09/03/2026

Requirements for 24 months of work in a Transport Sector role (SR7.15)

Applicants must have worked for at least 24 months in New Zealand in a Transport Sector occupation or occupations, on and after 29 September 2021. [SR7.15]

To be considered as having worked in a Transport Sector occupation, the applicant must have met the requirements for their occupation for the full 24-month period as follows: [SR7.15]

Occupation	ANZSCO code	Requirements
Bus Driver	731211	Paid at least $28 per hour, and employed by an employer who has signed the Waka Kotahi “All Parties Memorandum of Understanding on Improving Driver Terms and Conditions” for the region, or as a school bus driver on a Ministry of Education-funded school bus service, or on a service directly contracted to a school.
Truck Driver, Aircraft Refueller, Furniture Removalist, Tanker Driver, Tow Truck Driver	733111, 733112, 733113, 733114, 733115	Employed to drive class four or five vehicles, paid at least the median wage (see median wage table below), and hold a New Zealand or overseas equivalent class four or five driver's licence.
Ship's Master	231213	Employed as a Ship's Master, paid at least the median wage (see median wage table below).
Deck Hand	899211	Employed as a Deck Hand, paid at least the median wage (see median wage table below).

The 24 months can be made up of different types of work within one of the four Transport Sector occupation groups (e.g., 6 months as a Deckhand and 18 months as a Ship's Master). [SR7.15]

During the 24 months, the applicant must have been working full-time (at least 30 hours per week) and held one of: [SR7.15]

• any work visa;
• a critical purpose visitor visa with work conditions; or
• an interim visa granted while the applicant held a work visa or a critical purpose visitor visa with work conditions and had applied for a further work visa.

The 24 months must be gained during the 30-month period immediately before the residence application is made. [SR7.15]

When counting starts and stops

Work starts to count when the applicant’s remuneration reaches the rate specified in the table above (provided a qualifying visa is held). [SR7.15] Counting stops if: [SR7.15]

• the applicant ceases to hold a qualifying visa;
• the applicant changes employment and the new income is below the required rate for that occupation at that time; or
• the applicant's remuneration decreases and the new rate is below the required rate for that occupation at that time.

Effect of wage rate increases

If the specified hourly wage rate in immigration instructions increases, work continues to be counted as long as the applicant’s income does not decrease below the hourly rate that applied when their visa was granted, and they have not changed employment. [SR7.15] For example, a Deck Hand required to be paid $35.00 per hour from 9 March 2026 could start counting work from 25 October 2022 if earning $27.76 per hour (the rate then in effect). When the wage requirement increased to $29.66 an hour on 27 February 2023, the applicant could continue counting work if still in the same job at $27.76 an hour. [SR7.15]

Leave

Any leave consistent with section 16 of the Holidays Act 2003 (including parental leave and ACC leave) taken during the work period can be counted. [SR7.15]

Occupation removed from the list

Where an occupation is removed from the Transport sector occupation list under SR7.10(a)(i), the applicant may count work in New Zealand after the removal date if they: [SR7.15]

• started to count work before the removal date; or
• applied for an AEWV to work in that occupation on or before 6 April 2024; or
• held a non-AEWV work visa (or had applied and was granted), and had an offer of employment or signed employment agreement for that occupation on or before 6 April 2024, and started work in that occupation within four weeks of signing the agreement or being granted the visa. [SR7.15]

Combining with other Skilled Residence pathways

If the applicant has worked in New Zealand for at least 24 months in the last 30-month period but has not maintained a Transport Sector role for the full 24 months, they can still be considered for residence if they meet the acceptable work requirements for the balance in: [SR7.15]

• the Green List Work to Residence visa (see SR5.15);
• the Care Workforce Work to Residence visa (see SR6.15); or
• work in New Zealand earning at least twice the median wage (see SR5.20).

The 24 months need not be consecutive and can be made up of different types of qualifying work (e.g., 18 months in a Transport sector role and 6 months earning twice the median wage). [SR7.15]

Median wage rates for Transport Sector Work to Residence

Date range	Median wage
19 July 2021 – 23 October 2022	$27.00
24 October 2022 – 26 February 2023	$27.76
27 February 2023 – 27 February 2024	$29.66
28 February 2024 – 17 August 2025	$31.61
18 August 2025 – 8 March 2026	$33.56
From 9 March 2026	$35.00
[SR7.15]

Effective 09/03/2026

Skilled employment conditions (SR3.20)

In addition to the wage thresholds and accredited employer requirement, the employment or offer of employment must meet the following detailed conditions under SR3.20:

• Full‑time: At least 30 guaranteed hours per week. [SR3.20]
• Duration: Permanent, or for a fixed term of at least 12 months. [SR3.20]
• Genuine: Not offered as a result of a payment (see SR2.1.5). [SR3.20]

Contract for services

A contract for services may be accepted instead of an employment agreement if:

• the applicant has at least 12 months of skilled work experience in New Zealand (see SR3.35); [SR3.20]
• the applicant has a consistent history of contract work; [SR3.20]
• the applicant has a current contract or contracts totalling at least 6 months duration; and [SR3.20]
• an immigration officer is satisfied that the contract work is likely to be sustained. [SR3.20]

Evidence of skilled employment

Applicants must provide an employment agreement and job description specifying the occupation, hours, and remuneration. [SR3.20]

For independent midwife practitioners, a letter of authority to claim under the Maternity Notice issued pursuant to section 94 of the Pae Ora (Healthy Futures) Act 2022, together with evidence of registration with the Midwifery Council, is sufficient to meet the requirements relating to full‑time/permanent employment and the contract for services criteria. [SR3.20]

Determining skilled employment and suitability (SR3.20.1–SR3.20.5)

An immigration officer determines whether the employment is substantially consistent with the ANZSCO occupation (6‑digit level) description for that occupation, and may undertake a substantial match assessment (see SR2.1.1) and/or a suitably qualified assessment. [SR3.20]

An applicant will be assessed as suitably qualified if they:

• hold a relevant qualification meeting SR3.25.5(b) at or above the NZQCF level corresponding to the indicative ANZSCO skill level; [SR3.20]
• have the relevant work experience that ANZSCO indicates may substitute for the required qualification; [SR3.20]
• are in a skill level 1 occupation and have five years of relevant work experience; [SR3.20]
• are in a skill level 2 or 3 occupation and have three years of relevant work experience; or [SR3.20]
• hold current registration for an occupation listed at SR3.30 or Appendix 16 (occupations requiring registration by law). [SR3.20]

Qualifications are relevant if the major subject area is directly applicable to the employment, or the officer is satisfied the qualification was a key factor in the employer's decision. [SR3.20] Work experience is relevant if the employer considers, and the officer is satisfied, that the experience is directly applicable to the employment or the offer could not reasonably have been made without it. [SR3.20]

Where employment is in an occupation requiring registration by law, the applicant must hold full or provisional New Zealand registration (or a letter of eligibility from the New Zealand Medical or Dental Council) to be considered suitably qualified. [SR3.20]

Assessment of employment (SR2.1)

An immigration officer must assess the applicant's employment or offer of employment against the following tests: [SR2.1]

• Substantial match (SR2.1.1): The officer determines whether the employment is substantially consistent with the ANZSCO occupation description (6‑digit level) for that occupation and with the tasks listed at the ANZSCO Unit Group (4‑digit level), excluding any tasks not relevant to the occupation description. [SR2.1] To be considered a substantial match, the tasks relevant to the ANZSCO occupation description must comprise most of the applicant's role. [SR2.1]

  • Where no description is stated at the 6‑digit level, the officer should refer to the 4‑digit unit group description or a higher ANZSCO group (3‑digit or 2‑digit) to determine a substantial match. [SR2.1]
  • The officer may consider the scope and scale of the employer's organisation (size of the operation, number of staff and managers, and whether management functions are centralised at a head office or undertaken by other managers). [SR2.1]

• Genuine employment (SR2.1.5): Employment will not be considered genuine if the offer is the result of a payment made by the applicant (or their agent or a third party) to the employer (or their agent or a third party) in exchange for securing the offer. [SR2.1] The officer may also consider whether the remuneration offered for the position is comparable to the market rate for New Zealand workers in that occupation. [SR2.1]

• Compliance with employment and immigration law (SR2.1.10): Employers must comply with all relevant employment and immigration laws (see Compliance with employment and immigration law). The applicant's employment must be compliant. [SR2.1]

Calculating remuneration (SR2.5)

Remuneration is calculated on the basis of guaranteed payment per hour, according to the hours of work stated in the employment agreement. [SR2.5] To meet a minimum pay threshold, the average guaranteed remuneration for each hour of work within a pay period (including any paid leave) must be at or above that threshold. [SR2.5]

Where payment is by annual salary, the hourly rate is determined by dividing the annual salary by 52 weeks and then by the number of hours to be worked each week; if the salary period is other than annual, the appropriate number of weeks is used. [SR2.5] If the remuneration is unconfirmed but within a range, the lowest rate applies. [SR2.5]

Remuneration includes:

• the value of any reasonable deduction from salary or wages for goods or services specified in the employment agreement; [SR2.5]
• accommodation provided in connection with the employment: the value of any reasonable deduction from salary or wages for that accommodation, or if an accommodation allowance is provided, the amount of that allowance, as specified in the agreement. [SR2.5] (The value of accommodation included in remuneration reflects the definition of accommodation and its value under section CE 1 of the Income Tax Act 2007.) [SR2.5]

Remuneration excludes:

• other employment-related deductions or allowances (e.g., tool or uniform allowances); [SR2.5]
• piece rates, commissions, or bonuses that are dependent on performance and not guaranteed, even if reasonable. [SR2.5]

Variable hours (SR2.5.1): Hours of work are considered variable if the employment agreement allows the employer to request or require additional hours from time to time. [SR2.5] If hours are variable and payment is other than by the hour (including salary), an immigration officer may request a declaration from the employer of the range of hours (including the maximum) in order to calculate remuneration. [SR2.5] When evidence of a range is provided, the maximum hours are used for the calculation. [SR2.5]

Overnight hours (SR2.5.5): Where employment requires the employee to work overnight but allows sleep during that time, sleeping hours may be excluded from the maximum hours calculation provided that [SR2.5]:

• the employee is paid at or above the minimum wage for any sleeping hours; [SR2.5]
• hours during which the employee must perform duties are paid at least their normal rate; [SR2.5]
• the employee is guaranteed a minimum of 30 hours per week at the normal rate required by any minimum pay threshold; and [SR2.5]
• the employment is in the Aged, Residential Care or Disability Care industry. [SR2.5]

English language requirements (SR2.10)

The Skilled Residence instructions set minimum English language standards for both principal and non-principal applicants. [SR2.10]

Principal applicants

A principal applicant meets the minimum standard of English if they provide acceptable English language test results no more than two years old, obtained by sitting the test in person at a test centre (remote tests including 'at home' tests are not acceptable). [SR2.10] Acceptable tests and minimum scores are:

Test	Minimum overall score
International English Language Testing System (IELTS) – General or Academic Module	6.5
Test of English as a Foreign Language Internet-based Test (TOEFL iBT)	79
Pearson Test of English Academic (PTE Academic)	58
B2 First (First Certificate in English) or B2 First for Schools	176
Occupational English Test (OET)	Grade C+ in all four skills (Listening, Reading, Writing, Speaking)
[SR2.10]

Alternatively, the following evidence can satisfy the English requirement: [SR2.10]

• Citizenship of Canada, the Republic of Ireland, the United Kingdom, or the United States of America, provided the applicant has spent at least five years working or in education in one or more of those countries, Australia, or New Zealand. [SR2.10]
• A qualification meeting the requirement at SR2.10.1(e) comparable to a New Zealand level 7 bachelor's degree, gained in Australia, Canada, New Zealand, the Republic of Ireland, the United Kingdom, or the United States of America as a result of at least two academic years' study in one or more of those countries. [SR2.10]
• A qualification meeting the requirement at SR2.10.1(e) comparable to a New Zealand level 8 or above qualification, gained in one of those countries as a result of at least one academic year's study. [SR2.10]

If a qualification is used, the applicant must provide an International Qualification Assessment (IQA) from NZQA, unless the qualification is on Appendix 17 (List of Qualifications Exempt from Assessment) or the applicant has full or provisional registration with a New Zealand occupational registration body that assessed the overseas qualification as comparable to a listed exempt qualification. [SR2.10]

Even where an applicant has provided alternative evidence, an immigration officer may still require an English language test result; the test result will then determine whether the minimum standard is met. [SR2.10] An application must be declined if the principal applicant does not meet the minimum standard of English. [SR2.10]

Non‑principal applicants

Partners and dependent children aged 16 or older included in the application must either show they meet a minimum standard of English or pre‑purchase ESOL tuition. [SR2.10] They meet the standard by providing English language test results no more than two years old, obtained in person, with the following minimum scores: [SR2.10]

Test	Minimum overall score
IELTS – General or Academic Module	5.0
TOEFL iBT	35
PTE Academic	36
B2 First or B2 First for Schools	154
OET	Grade C in all four skills
[SR2.10]

Alternative evidence (citizenship, qualifications) is available under the same conditions as for principal applicants. [SR2.10] An immigration officer may require a non‑principal applicant to provide an English language test; the test result will then determine compliance. [SR2.10] When deciding to request a test, the officer must give full consideration to all evidence provided and document the reasons. [SR2.10]

Pre‑purchase of ESOL tuition

Non‑principal applicants who do not meet the minimum standard may instead pre‑purchase ESOL tuition by paying a charge to INZ (on behalf of the Tertiary Education Commission). [SR2.10] The charge depends on their English language test scores, as set out in the following table (to be paid before a resident visa is granted): [SR2.10]

Test score range	Charge	ESOL entitlement
IELTS 4.5–<5.0, TOEFL 32–34, PTE 30–35, B2 First 147–153	NZ$1,735	NZ$1,531.82
IELTS 4.0–<4.5, TOEFL 31, PTE 29, B2 First 142–146, OET failed to achieve Grade C but at least Grade D in all four	NZ$3,420	NZ$3,063.64
IELTS 3.5–<4.0	NZ$5,110	NZ$4,600.00
IELTS <3.5, TOEFL <31, PTE <29, B2 First <142, OET failed to achieve Grade D in all four	NZ$6,795	NZ$6,131.82
[SR2.10] The charge includes the ESOL tuition entitlement plus INZ and TEC administration costs. [SR2.10] If an applicant does not submit test results when requested, the maximum charge of NZ$6,795 applies. [SR2.10]

Applicants who pre‑purchase ESOL must sign an Agreement with TEC, return it to INZ with payment within the specified time, and then TEC will arrange tuition from an approved provider. [SR2.10] The ESOL tuition must be completed within five years from payment; no refund is given if not taken up within that period, except where the principal applicant and family do not take up residence and a written refund request is made within six months after the travel conditions expire. [SR2.10] Refunds cover only the ESOL entitlement, not the administration costs. [SR2.10] If the Agreement is not signed and returned within the time specified, the resident visa application will be declined. [SR2.10]

Evidence for SMC assessment (SR3.10.1)

• An immigration officer may consider evidence and information provided oil previous visa applications and submissions to INZ when assessing whether the applicant meets the requirements for a Skilled Migrant Category visa. [SR3.10]
• If details have changed since the most recent visa application (e.g., remuneration, job role), the applicant must include evidence of the changes. [SR3.10]
• If the officer is not satisfied, further evidence may be requested (e.g., bank statements, payslips). [SR3.10]

Interpretation & edge cases

• The substantial match assessment requires consideration of the employer's organisational scope and scale, which may affect whether the role matches the ANZSCO description. [SR2.1]
• Where no ANZSCO occupation description exists at the 6‑digit level, officers refer to higher-level group descriptions; this may affect how occupations are classified. [SR2.1]
• The SR instructions are new; applications under the former SM instructions may still have transitional provisions. Advisers should consult the full operational manual for any transitional arrangements.
• The effective date for SR2.1 is 09/10/2023. [SR2.1]
• The effective date for SR2.5 is 09/10/2023. [SR2.5]
• The automated invitation system's decision is treated as an immigration officer's decision, so applicants have the same rights of review and complaint as for a human decision [SR3.5].
• The strict nature of SR3.5.5 means an applicant can be penalised for false or misleading information even if the error was made by an agent without the applicant's knowledge. Advisers should ensure EOI information is accurate and advise clients of the obligation to notify INZ of any material changes before a visa is granted [SR3.5].
• The 4-month application window is strictly enforced; if the invitation is revoked or expires, the application cannot be made [SR3.5].
• The ANZSCO immigration view version 1.3 applies to all SMC assessments under SR2, which may affect occupation classification in edge cases. [SR3.10]
• The evidence provision allows officers to rely on previous visa information; applicants should ensure consistency across applications. [SR3.10]
• Meeting income thresholds based on the basis for invitation reinforces the importance of accurate EOI claims. [SR3.10]
• The effective date for SR3.10 is 09/03/2026.
• The effective date for SR3.20 is 09/03/2026. [SR3.20]
• The effective date for SR5.1 (Green List: Work to Residence objective) is 09/10/2023 [SR5.1].
• The effective date for SR6.5 is 07/04/2024. [SR6.5]
• The effective date for SR6.15 is 08/04/2025.

Citations

• S-skilled-migrant-residence-instructions
• A-appendix-17-list-of-qualifications-exempt-from-assessment-fr — Appendix 17 – List of Qualifications Exempt from Assessment
• SR1.1 — Overview
• SR2.1 — Assessment of employment
• SR2.5 — Calculating remuneration
• SR2.10 — English Language Requirements
• SR3.1 — Objective
• SR3.5 — Applying for a Skilled Migrant Category Visa
• SR3.10 — Summary of requirements
• SR3.20 — Skilled employment
• SR4.1 — Objective
• SR4.5 — Summary of requirements (Green List: Straight to Residence)
• SR4.10 — Acceptable employment in a Tier 1 Green List role
• SR5 — Green List: Work to Residence
• SR5.1 — Objective
• SR5.5 — Summary of requirements (Work to Residence)
• SR5.10 — Acceptable employment in a Tier 2 Green List role
• SR5.15 — Requirements for 24 months of work in New Zealand in a Tier 2 Green List role
• SR5.20 — Work in New Zealand earning at least twice the median wage
• SR6.1 — Care Workforce: Work to Residence objective
• SR6.5 — Summary of requirements (Care Workforce: Work to Residence)
• SR6.10 — Acceptable employment in a Care Workforce sector role
• SR6.15 — Requirements for 24 months of work in New Zealand in a Care Workforce sector role
• SR7.1 — Transport Sector: Work to Residence objective
• SR7.5 — Transport Sector: Work to Residence summary of requirements
• SR7.10 — Acceptable employment in a Transport Sector role
• SR7.15 — Skilled Residence: Transport Sector Work to Residence requirements for 24 months of work in New Zealand