How the current 6-point system works

• Choose your main pillar (one only):
  Qualification or NZ occupational registration or income. Each can give 3–6 points depending on level.
• Top up with NZ skilled work experience:
  Add up to 3 points for time in skilled work in New Zealand to reach the 6-point threshold.
• Income route
  Higher pay bands earn more points; the top band is 3× median wage = 6 points. Check INZ’s pay-rate guidance before you plan.
• You still need the basics:
  Skilled employment (or a skilled job offer), be 55 or younger, plus health/character/English.

How to earn points now (practical routes)

Qualification route

• Map your highest degree and confirm level/recognition (NZ or overseas).
• If overseas, plan for NZQA comparability where needed so your points are actually recognised.
• Build a clean evidence pack (certificates, transcripts, official letters).
  (Points for qualifications sit within the 3–6 band; check your exact level/recognition before you rely on it.)

Occupational registration route

• If your occupation requires NZ registration or practising certificates, this can be your single, strongest pillar.
• Start early: some boards have multi-step processes or English/competency checks.

Income route (NZ Job)

• Use your current pay rate against INZ’s median-wage bands (evidence must match contracts, payslips, and tax records).
• Remember: the top band (3× median) yields 6 points; lower bands yield fewer points.

NZ skilled work experience (top-up)

• If your pillar gives you <6, add up to +3 for skilled NZ work experience.
• Keep the paper trail tight: contracts, payslips, IR filings, job descriptions that match skilled duties — not just job titles.

What’s changing from August 2026 (and why to plan now)

The Government has announced two additional SMC residence pathways to retain experienced workers — targeted launch August 2026. Expect:

• A Skilled Work Experience pathway (for skilled roles with set experience/wage criteria), and a Trades & Technician pathway (for specified trades/tech roles with defined qualification and NZ work components).
• Adjustments that recognise NZ university-level qualifications more and reduce some NZ work-experience requirements for certain pathways.
• Clarification that wage needs to be maintained through the required NZ experience period rather than re-tested at residence application.
  Final operational settings will be published closer to go-live; use the time to get evidence-ready

Build an approval-grade evidence pack (what INZ actually checks)

• Duties vs. occupation: Map real duties to a skilled occupation; titles alone don’t win points.
• Pay proof: Contracts, payslips, and tax/IRD records must align with the wage band you claim.
• Qualifications/registration: Certificates, transcripts, board verifications, and (if needed) NZQA comparability.
• Work history: Start/end dates, referees, and letters on letterhead for any overseas experience you rely on.
  (INZ’s public pages emphasise the pillars/points, pay-rate thresholds, and that NZ work experience points are “skilled” and evidence-based.)

Quick decision map

• Already at 6 points via one pillar?
  Apply (assuming you meet job/offer + other requirements). You don’t have to wait to build NZ experience.
• Sitting at 3–5 points?
  Plan a top-up: either increase income band, secure registration, or accumulate skilled NZ experience (+1 to +3).
• Eyeing 2026 pathways?
  Use 2025–26 to gather proof (wage, duties, quals) and close gaps so you can move the day settings open.

Bottom line

The SMC 6-point system is designed to be clearer: one skill pillar does the heavy lift; NZ experience just tops you up. If you plan your route (and evidence) now, the 2026 settings should expand, not limit, your options — but only if your documentation is audit-ready.