Hiring Foreign Workers in New Zealand
Need to hire skilled migrants in New Zealand? Get expert help with employer accreditation, job checks & AEWV compliance from Intergate Emigration.
- Licensed advice
- Evidence and timing
- Next step
The Accredited Employer Work Visa (AEWV) system requires New Zealand employers to complete three sequential stages before a migrant can start work: employer accreditation, a Job Check confirming the role meets market-rate standards, and then the migrant worker's individual visa application. Each stage has its own evidence requirements and processing time, making the total process more complex.
Eligibility
- 01
Employer must hold current accreditation from Immigration New Zealand
Before lodging a Job Check or supporting a visa application, the employer must obtain accreditation from Immigration New Zealand. There are different accreditation types depending on business size and employment practices; choosing the wrong type is a common and costly error.
- 02
Role must pass a Job Check demonstrating market-rate pay
Each role for which a migrant will be hired must pass a Job Check. The role must pay at or above the market rate for the occupation, and the job description must accurately reflect the duties being performed. The Job Check is valid for six months.
- 03
Migrant applicant must be suitably qualified for the specific role
The migrant worker must hold qualifications, trade certification, or relevant work experience that satisfies the requirements of the nominated occupation. The employer and applicant together must demonstrate suitability; neither party alone can carry the application.
- 04
Labour market testing where required by the occupation category
Certain roles require the employer to demonstrate that no suitable New Zealand citizen or resident was available for the position. The labour market testing process has specific evidence standards; inadequate advertising or insufficient recruitment records lead to Job Check failure.
- 05
Employment agreement meeting INZ wage and conditions standards
The employment agreement must comply with New Zealand employment law and INZ standards, including hours, pay rates, and leave entitlements. Immigration New Zealand reviews the employment agreement as part of the Job Check assessment.
- 06
Health, character, and English requirements for the migrant worker
The migrant worker must meet health and character standards. English language requirements apply in many roles; the threshold depends on the occupation category and whether an exemption applies.
Mistakes that cost a refusal
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Applying for the wrong accreditation type for the business; standard accreditation versus high-volume accreditation have different obligations, and selecting the wrong type creates downstream compliance issues.
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Submitting a Job Check with inadequate labour market testing evidence; the advertising must meet specific requirements for duration, placement, and content, and gaps in the record cause the check to fail.
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Using employment agreements that do not meet New Zealand employment standards; agreements that reference offshore pay rates, lack leave provisions, or contain unenforceable clauses are rejected at Job Check.
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Underestimating the timeline; the three-stage process (accreditation, Job Check, visa application) must run sequentially, and each stage has its own processing time.
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Non-compliance with post-accreditation obligations such as filing employer compliance checks or reporting changes to the workforce mix; breaches can result in accreditation revocation.
From first call to grant
01 · 1-2 wk
Strategy
Accreditation type selection, occupation and wage analysis, labour market testing requirement review, and timeline planning for the hire.
02 · 2-8 wk
Employer accreditation
Application lodged with Immigration New Zealand for standard or high-volume employer accreditation. Evidence of business viability, compliance, and settlement support capacity required.
03 · 3-8 wk
Job Check
Application to INZ to check the specific role, including labour market testing records, employment agreement, and market salary evidence.
04 · 2-6 wk
Visa application
Migrant worker lodges the Accredited Employer Work Visa application once the Job Check token is issued.
05 · 2-8 wk
Decision and grant
INZ assesses the visa application. Employer notified of outcome. Onboarding and arrival support coordinated.
What that buys you
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Licensed Immigration Advisers advise on the correct accreditation type before the employer commits to a hire, preventing the common and expensive error of selecting the wrong category.
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Labour market testing management: advisers prepare the advertising brief, track recruitment records, and ensure the evidence meets INZ's specific standards before the Job Check is lodged.
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Employment agreement compliance review ensures that agreements meet both employment law and INZ requirements before they are submitted as part of the Job Check.
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Employer sponsors carry ongoing compliance obligations after accreditation; advisers monitor reporting deadlines and advise on workforce changes that require INZ notification.
We work on a transparent flat fee, quoted at the consultation. We do not publish prices because the right number is the case-specific one.
The Three-Stage AEWV System
Stage one is employer accreditation. Standard accreditation is available to businesses of any size; additional accreditation types apply for higher-volume hiring and for franchisee or triangular employment structures, each with its own obligations. All require the employer to demonstrate financial viability, employment law compliance, and a commitment to supporting migrant worker settlement.
Stage two is the Job Check. For each role, the employer must submit a Job Check confirming the position pays at or above market rate and, where required, that labour market testing was conducted to confirm no suitable New Zealand candidate was available. The Job Check token is valid for six months and is specific to the role described.
Stage three is the individual migrant worker's Accredited Employer Work Visa application. Errors at the earlier employer stages flow through to the worker's application; a deficient Job Check will cause the visa to fail even if the migrant is fully qualified. Ongoing compliance obligations apply after accreditation, including reporting changes to the workforce mix and renewing accreditation before expiry.
FAQ
Frequently Asked Questions
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How long does employer accreditation last?
Employer accreditation is valid for 12 months from the date of approval and must be renewed annually. Thereafter renewed accreditation is valid for 24 months from the date of approval. Renewal applications must be lodged before expiry to avoid a gap in accreditation status.
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Can a small business apply for employer accreditation?
Yes. Standard accreditation is available to businesses of any size, provided they can demonstrate financial viability, compliance with employment and immigration law, and commitment to supporting migrant workers through settlement. Very small businesses may find the settlement-support obligations challenging; we advise on how to meet them.
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Does the Job Check mean the migrant is guaranteed a visa?
No. The Job Check confirms the role meets INZ requirements but does not guarantee the migrant worker's visa. The migrant must independently meet health, character, English, and qualifications requirements. A passed Job Check does not transfer to a different worker; each individual needs their own assessment.
Next step
Speak with a licensed advisor about your visa options.
A focused consultation routed to the right licensed advisor. Continue independently after the call, or proceed with us and have the consultation fee deducted from the service fee.