The Accredited Employer Work Visa (AEWV) scheme continues to be the primary pathway for New Zealand employers seeking to hire migrant workers. However, the government has introduced a number of changes to the scheme throughout 2025 and into 2026 that employers in Auckland need to be across.

What Is the AEWV?

The AEWV replaced the former Essential Skills Work Visa in 2022. Under this system, employers must first become accredited with Immigration New Zealand, then obtain a Job Check for the specific role, before the migrant worker can apply for the visa itself. The three-step process is designed to ensure that New Zealand workers are given genuine opportunities to fill roles before employers look offshore.

Key Changes to Be Aware Of

Median Wage Threshold Adjustments

The median wage threshold - which determines certain visa conditions and the maximum duration of an AEWV - is updated periodically. Employers should check the current median wage figure, as it affects whether a role is classified as above or below the median. Roles below the median wage are subject to additional restrictions, including a shorter maximum visa duration and stricter labour market testing requirements.

Strengthened Accreditation Standards

Immigration New Zealand has signalled a more rigorous approach to employer accreditation renewals. Employers are expected to demonstrate genuine compliance with employment law, health and safety obligations, and immigration conditions. Businesses that have had employment standards complaints or breaches may face additional scrutiny during the renewal process.

Sector-Specific Restrictions

Certain sectors - particularly those with historically high rates of migrant exploitation - may face additional requirements. If your business operates in hospitality, construction, agriculture, or transport, it is especially important to stay current with sector-specific policy changes.

Labour Market Testing

The Job Check process requires employers to demonstrate that they have made genuine efforts to recruit New Zealand citizens or residents before offering the role to a migrant worker. Immigration New Zealand continues to refine what constitutes adequate advertising and genuine recruitment efforts. We recommend keeping detailed records of all recruitment activity.

Compliance Obligations for Employers

Once accredited, employers have ongoing obligations, including:

  • Paying the migrant worker at least the wage specified in the Job Check
  • Providing the hours and conditions of work described in the employment agreement
  • Notifying Immigration New Zealand of any significant changes - for example, if the migrant's employment ends prematurely
  • Maintaining records that demonstrate compliance with employment standards
  • Cooperating with any compliance checks or audits carried out by Immigration New Zealand

Failure to meet these obligations can result in penalties, including loss of accreditation, financial penalties, and being stood down from hiring migrant workers for a specified period.

Practical Steps for Employers

  • Check your accreditation expiry date - Start the renewal process well in advance, as processing times can vary.
  • Review employment agreements - Ensure all migrant worker agreements comply with current visa conditions and employment law.
  • Maintain proper records - Document recruitment activity, wage payments, and any communications with Immigration New Zealand.
  • Stay informed - Policy changes can be announced at short notice. Subscribe to Immigration New Zealand updates or speak with an immigration lawyer regularly.

How Indus Legal Can Help

Our immigration team advises Auckland employers on all aspects of the AEWV process, from initial accreditation through to Job Checks, visa applications, and ongoing compliance. We help businesses navigate the system efficiently and avoid costly mistakes.

If you are an employer looking to hire migrant workers - or if you need to renew your accreditation - contact us on 09 869 4888 or email office@induslegal.co.nz.