A working holiday visa (WHV) is a government permit that lets young adults from certain countries work abroad while they travel—think of it as a gap year with a paycheck.
These visas were created to promote cultural exchange, but they’ve become something more practical: a way for twenty-somethings to fund their wanderlust by picking up temporary work along the way.
This matters because WHV holders are already in your country, legally allowed to work, and looking for short-term gigs. They’re not trying to immigrate—they just want to work for a few months, maybe a year, before moving on to their next adventure. For companies needing seasonal help or temporary talent, these visa holders can be exactly what you’re looking for. But there are rules about who qualifies, how long they can work, and what kind of jobs they can take. Get it wrong, and you’re looking at compliance issues that make the help not worth the hassle.
Who is eligible?
Eligibility for a WHV is dependent upon an existing bilateral agreement between two countries.
In general, the working holiday visa applicant must be young: between 18 and 30 years old (up to 35 years for some countries).
Common requirements are:
- Appropriate citizenship. The applicant must be a citizen of the participating country. For example, U.S. citizens are eligible for working holiday visas in six countries: Australia, Canada, Ireland, New Zealand, Singapore, and South Korea.
- No dependents. Most programs do not allow applicants to bring dependent family members.
- Proof of funds. Applicants must demonstrate they have the financial means for travel to and from the host country. For example, the U.K. requires £2,530 in savings.
- Health insurance. Health insurance is usually required or strongly encouraged.
- No previous participation. WHVs are only available once per person, per country agreement. For example, if a U.S. citizen receives a WHV for Singapore, they are no longer eligible for that visa type in Singapore.
Countries with popular working holiday programs
Australia, New Zealand, Canada, the U.K., and South Korea are among the most popular destinations for young people participating in Working Holiday Visa programs. These countries consistently attract international applicants due to their well-established WHV arrangements, along with cultural appeals and the availability of jobs.
For employers, these host countries are relevant, as they host large numbers of temporary young workers each year.
| Host country | Eligible countries | Max duration |
|---|---|---|
| Australia | Canada, Germany, Japan, U.K., and 15 other participating countries | 12–36 months |
| New Zealand | Canada, France, U.K., U.S., and 41 other countries | 12–36 months |
| Canada | Australia, Germany, Ireland, and 31 other countries | 12–24 months |
| U.K. | Australia, Canada, New Zealand, South Korea, and six other countries | 24 months |
| South Korea | Germany, Japan, New Zealand, Sweden, and 24 other countries | 12–24 months |
Quick heads up: These rules aren’t set in stone. Countries make side deals with each other all the time, creating exceptions you won’t find in the standard requirements. Before you assume someone does or doesn’t qualify, check with the relevant embassies. They’ll have the real story on who’s actually eligible—not just what the general guidelines say.
How to apply for a working holiday visa
While each country has unique requirements, the general steps include:
- Check the bilateral agreement. Applicants must verify that a WHV arrangement exists between their home country and the intended host country before applying. These bilateral or reciprocal agreements outline which nationalities are eligible and define the conditions of participation.
- Confirm eligibility. Prospective applicants must thoroughly review the eligibility requirements for a working holiday visa before starting the application process. Criteria differ by country.
- Submit an application. Applications are submitted through the official embassy or immigration portal of the host country. Each country typically provides an online application system or requires documentation to be delivered to a designated consular authority.
- Provide necessary documentation. Requirements by country vary, but common documents requested during the Working Holiday Visa application process are proof of health insurance, a return ticket receipt or proof of funds to purchase one, and the purpose of the visit to the host country.
- Receive visa grant notice. This notice typically includes entry deadlines and rules about in-country work. For instance, in South Korea, WHV holders are not allowed to work more than 25 hours per week.
What you need to know before hiring WHV holders
Employers hiring individuals with a working holiday visa must be aware of:
- Work limitations. Most countries restrict the duration of work to one employer. Although exceptions exist (especially for high-demand industries like agriculture), many WHV holders can only work for six months for one employer. Fewer countries impose limitations on the amount of time a Working Holiday Visa holder can work each week.
- Contract structure. Short-term, seasonal, or project-based roles are best suited for WHV holders.
- Tax implications. Employers should be aware of specific tax obligations and regulatory requirements tied to this unique employment category. For example, WHV holders may be subject to special tax rates, which vary by country. Meanwhile, employers must inform the in-country tax authority of their intention to hire a foreign national with a working holiday visa.
- Sponsorship (none required). WHV holders generally do not need employer sponsorship.
- Nonrenewable status of the visa. Most Working Holiday Visas cannot be extended or converted into long-term work visas. Those who seek to stay and work in the country for longer must apply for another visa type.
Before onboarding, employers should verify the visa holder’s work authorization and ensure compliance with local labor laws.
FAQs
Can I hire someone on a WHV for full-time work?
It depends. Some countries only permit part-time work. Most countries restrict long-term or permanent work contracts. Check local laws for limits.
Do I need to sponsor an employee with a working holiday visa?
No. These visas are obtained independently by the individual and do not require employer sponsorship.
Can a WHV holder become a long-term employee?
Only if they secure a different visa type that permits ongoing employment, such as a skilled worker or employer-sponsored visa.
Are there legal risks for employing WHV holders?
Yes. If employers exceed visa duration limits or misclassify an employee, they may face penalties or non-compliance issues.
Are you considering hiring a WHV holder for short-term work?
The reality is that working holiday visa rules change depending on which country you’re in, which country they’re from, and sometimes which way the wind is blowing. What’s perfectly legal in Australia might get you fined in Canada. That’s where Pebl comes in. As an Employer of Record (EOR), we’ve already figured out the rules in 185+ countries—including all the annoying exceptions and fine print about visa holders.
We handle the compliance puzzle so you don’t have to become an immigration expert overnight. Whether you’re hiring a WHV holder for harvest season or bringing on temporary tech talent, we make sure everything’s done right: proper contracts, correct pay, right benefits, zero compliance headaches. You get the help you need, they get the job they want, and everyone stays on the right side of the law.
Ready to hire international talent without the international headaches? Contact us to see how we make temporary hiring as simple as it should be.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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