Navigating New Zealand's Evolving Immigration Landscape: Key Changes to the Accredited Employer Work Visa (AEWV)

New Zealand's immigration instructions are continuously updated, and staying abreast of these changes is crucial for both employers seeking to hire migrant workers and individuals aspiring to work in Aotearoa. Recent amendments to the Accredited Employer Work Visa (AEWV) framework, effective from 29 September 2025, aim to streamline processes, particularly the Job Check stage, and enhance clarity for all involved parties.

We understand the complexities of these changes and are here to help you navigate them. This blog post will delve into the significant updates impacting employer accreditation, job checks, job tokens, and the work visa application process itself.

Understanding Employer Accreditation: Your First Step to Hiring Migrants

The Accredited Employer Work Visa (AEWV) scheme is designed to attract skilled migrants for genuine labour shortages while safeguarding New Zealanders' employment opportunities and working conditions. The journey to securing an AEWV begins with employer accreditation – a three-step process:

1. Employer Accreditation: The employer must first gain approval for their accreditation (WA2).

2. Job Check: An approved Job Check from Immigration New Zealand (INZ) for each vacancy to be filled by a non-New Zealand citizen or resident (WA3).

3. Work Visa: The non-New Zealand citizen or resident worker applies for the Accredited Employer Work Visa (WA4).

There are three types of employer accreditation: Standard Accreditation; High Volume Accreditation and Triangular Employment Accreditation. Standard Accreditation is suitable for employers who will have no more than 5 jobs associated with them at any one time. High Volume Accreditation is required for employers with more than 5 jobs. Triangular Employment Accreditation is for those who have triangular employment arrangements (such as temp agencies or businesses who contract their staff to other business (including related entities).

To gain immigration accreditation, all employers must meet generic requirements, including being a genuinely operating business, completing settlement support activities for AEWV holders, and complying with specific immigration, employment, and business standards. This includes ensuring the business is viable (e.g., registered with IRD, positive cash flow, or sufficient capital), and providing information on accommodation, transport, healthcare, and community services to new AEWV employees within one month of their start date.

Crucially, employers must not pass on recruitment, training, or equipment costs to AEWV applicants or holders, nor can they charge unlawful fees. Employment agreements for AEWV holders must also explicitly exclude trial period provisions.

Accreditation can be granted for 12 or 24 months, depending on whether it's an initial application, a renewal, or if it involves triangular employment. Interestingly an automated electronic system may even process and grant employer accreditation, treating such decisions as if made by an immigration officer. Employers who have a good track record and provide good evidence with their applications could benefit from fast decision making.

Streamlining the Job Check Stage: What's New?

Significant changes have been made to the Job Check stage to enhance efficiency. The instructions now explicitly remove the requirement to provide a draft employment agreement with a Job Check application, simplifying the initial submission process. Several subsections have also been consolidated and reordered for greater clarity.

When applying for a Job Check, an accredited employer must use the approved online form and pay the required fee. Multiple jobs can be included in a single Job Check application if key details like occupation, location, remuneration, and employment type are identical.

A Job Check will be approved if the employer continues to meet their accreditation requirements, the employment is acceptable, and (if applicable) the labour market test is met. For Standard Accreditation holders, approval must not result in more than 5 associated jobs.

Key clarifications for the Job Check include:

• Advertising Evidence for Multiple Locations: Employers must now provide proof of acceptable advertising for each location where the job will be carried out if the work is across multiple sites.

• Consistency in Job Requirements: The minimum work experience, skills, or other specifications in the employer's advertising must be substantially consistent with those in the application form, rather than exactly the same, allowing for minor discrepancies.

• New Definitions: A new definitions page has been introduced, clarifying terms like "genuine employment" for Job Check applications. Genuine employment is work that hasn't been created to facilitate a visa, is currently available or required within six months, and has a genuine need to be based in New Zealand.

A labour market test is generally required for job checks unless the proposed remuneration is $67.12 per hour or above, or the occupation is on the Green List. This test requires genuine attempts to recruit New Zealand workers through advertising on national job listing websites for at least 14 days (skill level 1-3) or 21 days (skill level 4-5). For ANZSCO skill level 4 or 5 roles, employers must also engage in good faith with Work and Income.

Understanding Job Tokens: Your Key to an AEWV

Upon approval of a Job Check, an employer is granted one or more job tokens. These tokens are essential as they allow the employer to support an Accredited Employer Work Visa application for a non-New Zealand citizen or resident worker.

Job tokens are typically valid for 6 months or until the employer’s accreditation lapses or is revoked, whichever comes first. An approved Job Check specifies details such as the occupation, remuneration range, location, and the number of tokens granted. Job tokens can be cancelled if the employer no longer requires them, if the employment is determined not to be genuine or acceptable, or if the token was granted in error.

One significant update concerns the re-use of job tokens. While generally a token supports only one AEWV application, it can be re-used in specific circumstances, such as when a previous application made on its basis is withdrawn or declined. Applicants whose current AEWV was submitted on or before 9 March 2025, a job token can be re-used for a subsequent AEWV for the same role with the same employer, and in such cases, it has no expiry date.

Applying for the Accredited Employer Work Visa (AEWV)

Once a Job Check is approved and a job token issued, the final step is for the non-New Zealand citizen or resident worker to apply for their Accredited Employer Work Visa. This application must include a copy of the employment agreement, a signed offer of employment, and the specific job token number.

The offer of employment must be genuine and consistent with the details approved in the Job Check, including location, occupation, hours, and remuneration.

AEWV applicants must meet generic work visa requirements, be suitably qualified for the job offered, and meet a minimum skills threshold. The minimum skills threshold generally requires two years of relevant work experience (evidenced by third parties) or a relevant qualification at NZQCF Level 4 or higher. Exemptions apply for Green List occupations or roles paying twice the median wage.

For roles assessed at ANZSCO skill level 4 or 5, applicants must also meet a minimum standard of English language, typically demonstrated through acceptable test results (e.g., IELTS overall score of 4 or more).

AEWV holders are subject to a maximum continuous stay period, which is generally 5 years for skill level 1-3 roles, Green List occupations, or certain sector agreements, and 3 years for ANZSCO skill level 4 or 5 roles. Once this period is reached, individuals must leave New Zealand for at least 12 consecutive months before being eligible for a new AEWV. The work visa will specify conditions regarding the employer, occupation, location, full-time work, and remuneration.

Navigating Complexity with Expert Guidance

The recent amendments bring welcome efficiencies and clarifications, but also introduce new nuances that can be challenging to interpret without expert assistance. Whether you are an employer seeking immigration accreditation and navigating job checks and job tokens, or a migrant worker applying for an Accredited Employer Work Visa, professional advice is invaluable.

Our team is dedicated to providing up-to-date, comprehensive guidance to ensure your applications are compliant and successful. Don't let the complexities of employer accreditation, job checks, and AEWV applications hinder your goals.

Contact us today for personalised advice on your work visa and immigration accreditation needs.