Major revisions to the Accredited Employer Work Visa have been announced by New Zealand’s government, with an increase in visa duration for ANZSCO Level 4 or 5 roles. Extensive consultations and feedback led to this decision, aiming to better align visa lengths with the total time migrant workers can remain in New Zealand. Extending the visa duration from two years to three years is intended to enhance predictability and provide a more stable framework for businesses reliant on lower-skilled workers.
Occupations categorized under ANZSCO Levels 4 and 5 are typically considered lower-skill jobs when compared to those in higher ANZSCO levels. These roles generally require minimal formal qualifications, often involving on-the-job training, brief experience, or secondary education rather than advanced credentials. Such workers are commonly brought in to address labor shortages in sectors like agriculture, hospitality, and retail, where local workforce availability may be insufficient. The AEWV program ensures that these workers are employed by accredited employers who are required to meet certain standards. These include offering fair wages and maintaining proper working conditions, thereby promoting ethical labor practices.
In early 2024, the New Zealand government introduced changes to the AEWV, particularly affecting ANZSCO Levels 4 and 5. A key change was the reduction in the maximum stay duration for workers in these roles. Previously, workers could stay for up to 5 years, but under the new update, the maximum stay was limited to 3 years, with a 2-year initial visa term and the possibility of a 1-year extension, after which workers were required to leave New Zealand for at least 12 months before reapplying. The government raised skill and qualification requirements for AEWV applicants in Level 4 and 5 jobs. Workers had to demonstrate at least 3 years of relevant work experience or a Level 4 or higher qualification and English language proficiency became a requirement for these roles.
Employers hiring for ANZSCO Level 4 and 5 positions also faced new obligations, including advertising jobs for 21 days, engaging with Work and Income, and ensuring that candidates met the updated skill requirements. These changes were meant to improve the quality of migrant labor and address labor shortages in specific sectors, which in turn had placed additional stress on companies. The government has eased this rule, now, this has been changed to a more flexible, declaration-based system. Employers must declare that they have genuinely advertised these jobs with Work and Income and interviewed suitable candidates. This can be done alongside their regular recruitment processes. Removing the 21-day requirement provides greater flexibility and reduces the administrative burden, making the hiring process more efficient while ensuring local candidates still have access to job opportunities.
From January 27, 2025, the requirement for completing Employment New Zealand’s online modules will be removed for all current and future accredited employers and Recognised Seasonal Employers. Instead, links to freely available Employment New Zealand or INZ webpages outlining employment rights and obligations will be provided to employers and workers at the most relevant stages of the immigration process.
The feedback gathered during the consultation process highlighted several challenges faced by employers of lower-skilled workers, particularly those in industries such as construction and agriculture. Employers reported that the current two-year visa duration was too short to ensure long-term staffing and retention, which had significant operational implications. By extending the visa duration, the government hopes to alleviate some of these concerns and support businesses in critical sectors that are struggling to fill vacancies.
ANZSCO Level 4 and 5 roles such as personal care assistants, aged or disabled carers, nursing support workers, fishing and Farmworkers and clerks etc. These positions are important across various sectors, including healthcare, logistics, and maintenance. Workers in these roles now receive a bit more assurance with the recent changes in visa regulations, as the maximum stay for these jobs has been extended. This gives both employers and workers more stability and predictability, allowing workers to focus on their jobs without the immediate concern of visa renewals and extensions. This change not only benefits the businesses that rely on these essential workers but also provides a sense of security and continuity for the workers themselves.
Additionally, those already holding a two-year AEWV will not be left behind. They will be eligible to apply for an additional one-year extension, provided they meet the required criteria. This ensures that existing workers who have been contributing to New Zealand’s economy are not disadvantaged by the changes, and can continue to stay and work in the country as long as they comply with immigration regulations.
This adjustment to the AEWV scheme also contributes to the wider policy aim of improving the efficiency and responsiveness of New Zealand’s immigration system. INZ has already made several operational changes to streamline visa processing, including reducing the Employer Accreditation processing time from 62 days to just 14. This, in turn, has contributed to increased productivity in processing Job Check applications, which is unavoidable for employers looking to recruit skilled migrants on time. While prioritizing employment opportunities for New Zealanders, the policy ensures that migrant workers continue to fill gaps in the labor market. Employers are now required to show, through a declaration process, that they have made genuine efforts to hire locally before offering positions to migrant workers.
