New Zealand Wants Rich Foreigners to Come Live There. Americans Are Beating a Path.
A new Golden Visa is luring wealthy Americans to New Zealand with minimal stay requirements and a fast track to permanent residency—just as uncertainty grows back home.
3 min
New Zealand has created a new, easier path to residency for wealthy people, and it’s attracting attention from Americans looking for an alternative to living in the U.S.
According to New Zealand Trade and Enterprise—the government’s international business development agency—70% of incoming inquiries into a revised program leading to permanent residency in the country are from the U.S.
A spokesperson with the agency said it remains to be seen whether those inquiries turn into the same level of visa applications. Still, the inquiries are evidence that Americans are interested.
“There’s a huge increase in demand from the U.S.,” said Dominic Jones, managing director of Greener Pastures New Zealand, which helps those applying for the country’s so-called Golden Visa to find investment opportunities.
Many U.S. citizens are seeking residency in New Zealand—as well as other countries —as a “plan B” during President Donald Trump’s administration, according to immigration attorney David Lesperance. Many of these are applicants who worry Trump could exact retribution on them or their families for perceived slights, in addition to those who have family members that could face discrimination because of their sexual orientation. Some are concerned about the future of the U.S. economy.
For those with the money, reallocating $2.88 million in assets from the U.S. to New Zealand for three years—as the new requirements allow—isn’t a heavy lift, Lesperance said. “Depending on foreign exchange and returns on investment over this time, the cost could easily be zero or positive,” he wrote in an April 2 blog post.
Investment visa
The island country is also only requiring applicants to be physically present for 21 days over three years, depending on which category of investment visa they pursue.
“These applicants are people who are in a financial position to look at this as an asset reallocation and one or two vacations in the next three years in exchange for a permanent insurance policy in a first-world country,” Lesperance told Barron’s.
U.S. citizens have long been interested in living in New Zealand. About 38% of applicants to a previous program with stricter requirements that was in effect from September 2022 through April 1 this year were from the U.S., according to the trade and enterprise agency.
That program required a four-year investment of between NZ$5 million and NZ$15 million ($2.88 million and $8.4 million) in the country, with the amount varying depending on the type of investment. It also required being in the country at least 117 days over four years and passing an English language test—which was more an annoyance than an impediment for U.S. citizens.
Wealthy investors consider New Zealand as a residency option because of the country’s lifestyle, climate, and dramatic, beautiful landscapes, according to Jones. It’s also a stable, English-speaking democracy with a free economy, and it’s safe, he said.
“We’re on the other side of the world,” Jones said. “We don’t tend to get involved in global conflicts. The drive to safety isn’t why all people all choose Golden Visas, but it’s why people choose the New Zealand option.”
The revised New Zealand Active Active Investor Plus Visa program that went into effect on April 1 eases up on the previous requirements through the introduction of two categories for obtaining permanent residency.
Growth category
Under a “growth” category, applicants need to invest $2.88 million for three years directly into privately owned New Zealand-based companies that have been approved by the trade and enterprise agency, or in New Zealand managed funds that are invested in the local economy, Jones said.
Applicants are only required to be in New Zealand for 21 days during the three-year investment period, and they don’t have to pass an English test.
A second “balanced” category requires a minimum $5.6 million over five years, but allows it to be invested more passively in listed stocks, government bonds, and New Zealand-based corporate bonds, Jones said. It also requires applicants to be present in the country for at least 105 days over five years.
Once the requirements are met during the three- or five-year period, applicants achieve permanent residency in New Zealand, even if they no longer spend time in the country, according to Lesperance.
The growth category was structured to be quicker and more attractive, to encourage applicants to make meaningful, active investments in the country with the potential to spur economic growth and create jobs.
“What our government is trying to do is attract capital, but also put it into forms of enterprise where the impact on the economy is material,” Jones said.
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As AI productivity trackers reshape workplace evaluations, employees are learning how to manage calendars, activity levels and AI usage to ensure their contributions are recognized.
4 min
What’s more important than being a good employee right now? Looking like a good employee in the eyes of AI productivity trackers that more managers are using to evaluate their teams.
Employee-monitoring systems are especially popular at tech companies and are also used by other white-collar firms that want to probe how people spend company time. The scary thing: You might not even know you’re being watched because many states don’t require disclosure.
Metrics can include performance data that is undoubtedly relevant, such as sales results. But it also can employ dubious proxies like keyboard strokes and how often your computer screen goes into sleep mode.
We generally accepted, or at least understood, heightened surveillance during the work-from-home era. Back then it seemed reasonable for bosses to keep tabs on employees they couldn’t see.
Yet the oversight has only escalated, and tensions are rising, too.
A group of former Meta Platforms employees alleges in a lawsuit that the company used a “constellation of internal artificial-intelligence systems” when it began laying off about 10% of its workforce in May. Meta says humans make termination calls.
However that case shakes out, a couple of things are clear. Companies eager to gauge which employees are locked in now have sophisticated AI monitoring systems at their disposal. And they believe they have leverage in a tepid labor market.
So while we may chafe at having our worth reduced to numbers on the boss’s productivity dashboard, we have to play the game as it’s being played. Here are some tips, based on conversations with people who make employee monitoring systems—and others who game the systems.
Be meticulous about your calendar
Calendar integration is one way that productivity trackers have gotten more advanced and, ostensibly, fairer.
Let’s say you make an old-fashioned phone call or attend an in-person meeting. Your Outlook or Slack status may switch to “away,” making you appear as inactive as if you were taking an extended coffee break.
Employee monitors like one made by a company called Insightful cross-check your online status with your calendar to see whether there is a valid reason for your apparent inactivity. If that call or meeting is on your schedule, then the system will recognize that you are busy offline. If nothing is on the books, it could look like you’re slacking off.
Hit the activity sweet spot, around 80%
Let’s not go any further without addressing the underlying question: How much downtime is permissible during the workday? After all, people have been scared to let managers see anything non-work-related on their screens since personal computers first arrived in offices.
No one knows this better than Roger Wagner, who is widely credited with creating the first “boss button” in the early 1980s. He designed a keyboard shortcut to instantly display a spreadsheet if the boss walked by your cubicle while you were playing a computer game. Boss buttons have been features of countless diversions since. (I confess to using one built into a March Madness streaming app.)
Wagner, the founder of computer-education company 1010 Technologies, says his original design was a joke—more of a commentary on overbearing managers than a cover for lazy employees. Good bosses understand workers need mental breaks throughout the day, he says.
This matches what I heard from Insightful Chief Executive Ivan Petrovic. He says customers that use his company’s workforce-management platform don’t expect employees to stay on task 100% of the time.
“On average companies are aiming for 60% to 80% of your time being utilized for work during the day,” he says.
Go ahead and exhale. It’s probably OK to watch an occasional YouTube video at your desk.
And if you’re going to artificially inflate your activity level, be careful. Hitting 90% could look suspicious.
Get physical
So don’t leave your mouse jiggler on all day. Choose the right one if you must resort to shenanigans.
There are lots of software applications that mimic the movements of a computer mouse, so you can appear to be working while away from your desk. There are also devices that plug into computer ports and do the same thing.
Corporate cybersecurity systems increasingly block these apps and devices, and productivity trackers claim to be able to detect them. But some workers swear by mouse docks, like one made by Tech8 USA, that keep cursors moving. The company originally made mouse-moving software but now focuses on physical jigglers.
“People are drawn to mechanical solutions because they’re so simple and don’t require software,” says Tech8 Marketing Director Sam Matthews. “As monitoring technology becomes more sophisticated, that distinction has become even more relevant.”
Use AI, but not too much
Another popular metric for employee-monitoring systems is AI usage. Companies want to know who is embracing new tools, and it can be tempting to think more is better.
“There’s a performative aspect where employees overblow their usage of AI so that they appear relevant in the organization,” says Andrea Derler, principal researcher at Visier, which helps companies track and analyze employee work habits.
In a recent Visier survey of 1,000 U.S. workers, 48% admitted to exaggerating their AI usage.
This is already an outdated strategy. Using AI for everything used to score points for experimentation. Now it can seem wasteful because many companies are watching AI token spending more carefully.
Look, productivity theater has always been part of work. Most of us aren’t trying to cheat the system, but expectations are changing so quickly that we need to be savvy about what the latest employee trackers are looking for.
Sometimes it takes a little gamesmanship to get full credit for our contributions.
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