The AEWV is the main temporary work visa in New Zealand.

It is designed to ensure New Zealanders are first in line for jobs and makes it easier for employers to hire skilled migrants where genuine skill or labour shortages exist.

It also helps combat migrant exploitation by ensuring only employers who are accredited can hire migrant workers.

All applications are made through Immigration Online.

Key information and statistics:

Accreditation applications opened on 23 May 2022, Job Check applications opened on 20 June 2022 and work visa applications opened on 4 July 2022. 

As at 3 June 2024 Immigration New Zealand (INZ) has approved 120,472 AEWV applications, and there are 35,264 accredited employers.

On 7 April 2024, changes were announced to the Accredited Employer Work Visa scheme. These include:

• Introducing an English language requirement for migrants applying for low skilled ANZSCO level 4 and 5 roles.
• A minimum skills and work experience threshold for most AEWV roles.
• For roles that fall into the ANZSCO level 4 and 5, employers will need to engage with Work and Income before approval to bring in migrants will be granted.
• Reducing the maximum continuous stay for most ANZSCO level 4 and 5 roles from 5 years to 3 years.
• Disestablishing the franchisee accreditation category and for these businesses to apply to bring in workers from overseas through the standard, high-volume, or triangular employment accreditation.

→Changes to the Accredited Employer Work Visa (AEWV)

Accreditation process:

Before employers can invite a worker to apply for an AEWV they must apply to us for employer accreditation, advertise the role if they need to, and apply for a Job Check.

Under the AEWV there are a range of verification steps at the application process through the accreditation, Job Check and work visa steps, as well as post-accreditation checks.

We constantly review and adjust our settings to ensure they are fit for purpose and strike the right balance between bringing in the migrants that New Zealand needs and protecting the integrity of the immigration system.

→The accreditation process

Post-accreditation checks:

Post-accreditation checks can occur at any time. We aim to check about 16% of accredited employers each year. As part of the application process, employers are advised there may be follow-up checks to ensure the undertakings and declarations they make during the application are correct and they are a good employer.

→Meeting your AEWV accredited employer obligations

The 16% of post-accreditation checks we undertake are made up from a combination of:

• random selection
• targeted checks on a sample of all accredited employer types
• all controlling third party business models
• any businesses that have been referred to us through a complaint or issue raised.

Post-accreditation checks are a routine process introduced as part of the scheme. They are not related to investigations into employers of potential concern involving migrant workers holding an AEWV.

We expect employers to take their responsibilities seriously and comply with AEWV conditions, and there are penalties for employers who do not comply with employment or immigration laws.

As at 3 June 2024:

• INZ has undertaken 3,704 post-accreditation checks on 2,881 employers. An additional 502 are underway.
• The Ministry of Business, Innovation and Employment (MBIE) has received 3,403 complaints against accredited employers. This number only indicates an allegation involving an accredited employer has been received, not whether the allegation can be substantiated.
• There are currently 255 active investigations on 246 accredited employers underway.
• 314 employers have had their accreditation revoked and 52 have had their accreditation suspended.
• 50 employers are under assessment to have their accreditation revoked and 1 employer is currently under assessment to have their accreditation suspended. Revocations and suspensions can occur due to a range of reasons, and a number are due to liquidation.

Revoking and suspending employer accreditation:

Revocations and suspensions can occur due to a range of reasons, and a number are due to liquidation.

An employer’s accreditation can be suspended if there is an active case to confirm whether the employer or its key people are compliant with immigration, employment or business standards that would prevent them from being accredited if proven. This includes formal investigations or verification and compliance activities.

Employers being actively investigated for any breach of accreditation may have their accreditation suspended. Suspending an employer’s accreditation minimises immigration harm where there are reasonable concerns that an employer is not complying with the relevant immigration, employment or business standards.

We can revoke an employer’s accreditation if breaches of accreditation standards are found.

There is a due process followed when considering whether to suspend or revoke an employer’s accreditation. The cases are assessed individually, with all related business areas across MBIE, including INZ, working together.

The vast majority of employers are doing the right thing and treat their migrant workers fairly and well. They are relying on much-needed workers from overseas to fill positions that have been hard to fill within the domestic market.

MBIE — of which INZ is a part — actively monitors employers and will take action where there are concerns.

→Immigration law for employers

Job Change process: