On October 20, 2026, the India-New Zealand Trade Agreement (FTA) entered into force.
The FTA includes two new Temporary Employment Entry (TEE) visa categories, expanded post-study work rights for some Indian graduates, commitments around in-study work rights for Indian students, and a new working holiday scheme.
The new TEE visa pathways available from October 20, 2026, are for highly skilled occupations and a small number of professions considered iconic to India (yoga instructor, Indian chef, music teacher or AYUSH practitioner).
These allow up to 5,000 TEE visa holders in New Zealand at any one time, with most places allocated to skilled occupations already identified on New Zealand’s Green List.
Applicants must still meet all relevant immigration requirements, including holding a qualifying job offer from an accredited employer, meeting relevant qualifications and English language requirements, and meeting health, character and identity requirements. TEE visas will be valid for 3 years and do not provide a pathway to residence.
From November 16, 2026, post-study work rights will be expanded, with Indian graduates who have New Zealand PhDs becoming eligible for post-study work visas of up to four years, rather than three years.
Eligible students of all nationalities, including Indian students, can currently work up to 25 hours each week while studying. Should policy settings change in the future, the FTA confirms a commitment of 20 hours in-study work each week for Indian students.
A new working holiday scheme for Indian nationals aged 18 to 30 will be introduced within two years of the FTA entering into force. This will be capped at 1,000 places annually and allow successful applicants to spend up to 12 months in New Zealand.
New pathways introduced under the FTA will operate within New Zealand’s existing immigration framework, and visa holders must continue to meet relevant requirements.
Erickson Insights & Analysis
Erickson Immigration Group will continue to monitor developments and share updates as more news becomes available. Please contact your employer or EIG attorney if you have questions about anything we’re reporting above or if you have case-specific questions.