Information guide for international students, not individual legal, tax or medical advice. The rules depend on citizenship, course and visa conditions: before paying or submitting an application, always check the updated text of the indicated authority.

Allowed hours: read the eVisa

From November 3, 2025 many eligible student visas allow up to25 hours a weekduring the study, but the actual status is the one on your eVisa. Anyone who still has a 20 hour condition must comply with it until they get the variation or a new visa. Full-time in scheduled breaks and research students’ rights depend on the individual text. Exceeding the hours can compromise your visa even if the employer suggests it.

Employment agreement and salary

Each employee must have a written employment agreement. Read role, location, guaranteed hours, pay cycle, trial period if legally applicable and holiday entitlements. The minimum wage is updated by the government; check the current rate from April 1st of the year and whether you are an adult, starting-out or training worker. The employer must keep wage/time and holiday/leave records.

Essential rights

Migrant workers have the same minimum employment rights. Annual leave, public holidays, sick leave and rest/meal breaks depend on law and situation. Don’t accept an “all inclusive” rate without understanding what it covers. Record hours and shifts, maintain bank statements and verify deductions. An independent contractor is not simply an employee with an invoice: the reality of the relationship counts.

Exploitation and unpaid work

Paying to get a job, paying back wages, working outside your paycheck or being threatened with a visa are red flags. A short work trial must be truly evaluative; Free productive work may violate the law. For curricular placements, check with providers and INZ how they count towards the visa.

If something doesn’t add up

Collect eVisa, agreements, rosters, messages, timesheets and payments. Employment New Zealand offers Early Resolution and mediation; the Labor Inspectorate deals with minimal violations. Migrant Exploitation Protection Work Visa addresses specific situations and requirements, so don’t quit your job or change status based on rumors - ask for expert assistance.

Official sources to open before acting

Calculate the 25 hours correctly

The limit is weekly if so written on the eVisa. All work counts, even with multiple employers. Don’t average between baseless weeks. Scheduled breaks and full-time work depend on schedule and conditions; maintains academic calendar. Thesis/research student may have different rights, but must read their visa.

Individual and collective agreement

The written agreement must identify parties, duties, location, hours, pay, resolution process and public holiday provisions. Take a copy away before you start. An availability provision must meet requirements and compensation; Illegal zero-hour arrangements do not become legal with a vague clause.

Minimum wage and records

The rate changes on April 1st. Check adult, starting-out or training rate and do not accept deductions that take you below the baseless minimum. The employer keeps wages/time and holidays/leave records; you keep independent timesheet. The pay record must allow you to understand gross, PAYE and deductions.

Holidays and leaves

Annual holidays accrue according to the Holidays Act; public holiday, alternative holiday, sick and bereavement leave depend on requirements. “8% holiday pay” is not correct for any ongoing relationship. Ask how it is treated and check final pay.

Trial and probation

Trial period is valid only if requirements and signature occur before the start; not all employers can use it in the same way. Probation does not eliminate good faith and fair process. An unpaid trial must be short and truly evaluative, not a productive shift.

Contractor or employee

Control, integration, risk, tools and independence matter. A contractor manages tax, ACC levies and leaves and may incur losses; it’s not a shortcut to paying below minimum. Seek advice if the client imposes hours and uniform but demands invoices.

Health and safety

You are entitled to induction, training and PPE. Report risks and incidents; WorkSafe is about health and safety. You can cease unsafe work in foreseen circumstances. Don’t accept dangerous shifts for fear of visa.

Solve problems

Write to the employer with hours/amounts and requested solution. Early Resolution, mediation, the Labor Inspectorate and the Employment Relations Authority have different roles. Personal grievance is often 90 days – move soon. Community Law, Citizens Advice and unions can help.

Practical case manual

These scenarios do not replace an individual assessment: they serve to recognize the problem, stop the risky action and identify the next control.

  • Case 1— You have two jobs: add weekly hours of both and maintain roster; every employer does not check the total for you.
  • Case 2— The visa indicates 20 hours: respect them as long as the variation is granted, even if new students have 25.
  • Case 3— The employer offers cash without PAYE: refuse opacity and ask for written agreements and records.
  • Case 4— A trial produces work for clients: ask for payment; Free trial must be limited and truly evaluative.
  • Case 5— You are called a contractor but receive shifts and full control: check status with Employment NZ/Community Law.
  • Case 6— You are not receiving correct holiday pay: compare agreement, duration and Holidays Act; 8% is not valid in any case.
  • Case 7— Suffer deduction for uniform: ask for consent and basis; not every business cost is transferable.
  • Case 8— Work is dangerous: report, ask for PPE and use WorkSafe; the visa does not reduce health and safety rights.
  • Case 9— You are threatened with deportation: keep evidence and contact migrant exploitation support; the employer does not decide the visa.
  • Case 10— Sudden dismissal: ask for reasons and final pay, note the process and act within the personal grievance deadline.

Personal payroll audit

Each pay cycle compares rosters, hours started/finished, breaks, classification, base rate, increases, allowances, deductions and net received. Record mandatory training, opening/closing and work requested out of shift separately. Don’t wait months: small repeated errors become difficult to reconstruct and some actions have short deadlines.

Keep evidence in a personal account, not just in the employer’s app. Download agreement, payslip and roster; Photograph timesheets if permitted and save messages about changes. Don’t bring customer data or company secrets: document your relationship without violating other people’s privacy.

Evaluate an offer

Before accepting, ask for the company’s legal name/number, location, duties, employment status, guaranteed hours, rate, pay cycle, proof, notice and responsible person. Compare travel costs and times with study and visa. A seemingly high contractor salary may be lower after tax, insurance, leave and non-billable time.

Refuse payments to obtain shifts, mandatory purchase of sponsorship, refund of cash and withheld documents. Do not sign blank sheets or fake timesheets. If housing and work depend on the same person, prepare an alternative plan: losing both increases the power of blackmail.

Proportionate escalation

For a simple error, send calculation and request with a reasonable deadline. For lack of salary, security, discrimination or migratory threat, immediately use the competent body, union, community legal service or student support. In an emergency, protect the person before the tests. Don’t accept a settlement or resignation without understanding waivers, taxes and visa consequences.

Verified: 2026-08-14. Next scheduled review: 2026-11-14.