Reforms to the Accredited Employer Work Visa announced

The Government has announced a series of reforms to the Accredited Employer Work Visa (AEWV), which are set to roll out in four stages throughout 2025, commencing in January. These changes aim to enhance the visa process while addressing key workforce concerns and reducing the cost of doing business, reflecting the government’s commitment to balancing the needs of the migrant workforce with domestic employment priorities.

Removing the median wage requirement

• Wage thresholds for all AEWV and Specific Purpose Work Visa (SPWV) roles will be removed.
• Employers still need to advertise and offer AEWV and SPWV employees the market rate for their position and workplace location. This change does not affect existing employment agreements. There are no changes to the wages that AEWV or SPWV workers must earn to apply for residence.
  
  

New earning threshold

• AEWV migrants will need to earn at least NZ$55,844 a year to bring children, along with meeting other criteria. This threshold has not been updated since 2019.
  
  

Reducing the experience requirement for migrants

• The experience requirement for migrants will be reduced from 3 years to 2. This ensures migrants are sufficiently skilled while addressing key issues raised during consultation.
  
  

Introducing new pathways for experienced seasonal workers

• In November 2025, 2 new pathways for seasonal workers will be introduced, including a 3-year multi-entry visa for experienced workers and a 7-month single entry visa for lesser-skilled workers. The existing temporary seasonal pathways will remain available until then.
  
  

Increasing the visa duration for ANZSCO Level 4 or 5 AEWV holders to 3 years

• Following feedback through consultation, the visa duration will increase to 3 years for new AEWVs issued for jobs assessed as skill level 4 or 5 on the Australian and New Zealand Standard Classification of Occupations (ANZSCO). The visa length will change from 2 years (with the option of 1 additional year) to 3 years to align with the total time these workers can stay in New Zealand (their maximum continuous stay). Those currently on a 2-year visas will be able to apply for a further AEWV for 1 year if they meet the requirements.
  
  

Amending the Work and Income engagement requirement

• The current requirement for employers to engage with the Work and Income will be amended to be declaration based. Employers must declare that they have, in good faith, advertised ANZSCO skill level 4 or 5 jobs with Work and Income and interviewed candidates who could have been suitable for the job. This can be done alongside the recruitment that employers will already be undertaking in the domestic labour market. There will also no longer be a set 21-day timeframe for the engagement with Work and Income.
  
  

Greater work rights for those on interim visas

• From April 2025, interim work rights will be extended to AEWV applicants who are applying from any work visa type or from a student visa that allows them to work during term time, supporting migrants to maintain employment while their visa is processed.
  
  

Removing the requirements for completion of Employment New Zealand online modules

• The requirements regarding online modules will be removed from 27 January 2025 for all current and future accredited employers and Recognised Seasonal Employers (RSE).
• INZ will instead provide employers and workers with links to freely available Employment New Zealand or INZ webpages that set out employment rights and obligations at the most appropriate points in the immigration process.

Changes to Employment New Zealand module requirements and domestic workforce threshold for AEWV coming into effect

Reducing the domestic workforce threshold for certain construction roles

• The domestic workforce threshold for employers of certain construction roles is being reduced from 35 per cent to 15 per cent.

Changes to Employment New Zealand module requirements and domestic workforce threshold for AEWV coming into effect

 Employers should prepare for these changes to ensure compliance and maintain a skilled workforce.

Looking ahead, policy work will continue at pace, with residency pathways for those in technical/trade level occupations, international education, RSE (compliance re: accommodation and confirmation of the cap), and legislative change. 

For further information or assistance, visit Immigration New Zealand’s official website or contact Business Canterbury at hradvice@cecc.org.nz.