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.
Asking for your company? Discuss employee visas →
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.
Which visa fits your situation?
Start with what your business needs to do. Each answer leads to a different route.
- Transfer a senior manager or specialist from the multinational abroad to its New Zealand businessIntra-company transferSpecific Purpose Work Visa, for up to three years at first
- Second a senior or specialist employee to a New Zealand company for a short termShort-term secondmentSpecific Purpose Work Visa, for up to 12 months
- Hire someone from overseas for a role in New ZealandAccredited Employer Work VisaYour business holds accreditation and the role passes a Job Check
Only sending staff to meetings or negotiations, for up to three months? They usually need a Business Visitor Visa, or an NZeTA if their passport is from a visa-waiver country such as Germany, Austria, Switzerland or the United Kingdom. Neither is a work visa. Visitor visas →
For the Specific Purpose Work Visa, the requirements and the length of stay depend on the purpose of the assignment. Use this to find the route to read about first. It does not assess your case; each route has further requirements, and Immigration New Zealand decides every application.
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 three types: standard accreditation for businesses hiring up to five migrants, high-volume for six or more, and triangular employer accreditation for businesses that place workers with a controlling third party.
- 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, or until the employer's accreditation ends.
- 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
Advertising the job before the Job Check
Unless the job is exempt, advertise it on a national job site such as Seek or Trade Me for at least 14 days (skill level 1 to 3) or 21 days (skill level 4 or 5), then apply for the Job Check within 90 days of the advert closing. For skill level 4 or 5 jobs, you must also work in good faith with Work and Income. Green List jobs and jobs paying at least NZD 70 an hour need no advert.
- 05
Employment agreement that follows New Zealand employment law
You no longer upload the employment agreement. Instead you give its details and confirm it follows New Zealand employment law, with no trial period and no unacceptable bonding clause.
- 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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Choosing standard accreditation when the business will hire more than five migrants; standard covers up to five, so a business hiring more needs high-volume accreditation.
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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 an employment agreement that breaks New Zealand employment law, such as one with a trial period or an unacceptable bonding clause; the Job Check asks you to confirm the agreement is lawful.
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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 · 1-2 wk
Employer accreditation
Application lodged with Immigration New Zealand for standard, high-volume or triangular employer accreditation. Evidence of business viability, compliance, and settlement support capacity required.
03 · 3-5 wk
Job Check
Application to INZ to check the specific role, with advertising evidence, pay details, the job description and a declaration on the employment agreement.
04 · 2-6 wk
Visa application
Migrant worker lodges the Accredited Employer Work Visa application once the Job Check token is issued.
05 · 2-5 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 for businesses hiring up to five migrants, high-volume accreditation for six or more, and triangular employer accreditation for businesses that place workers with a controlling third party. 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, unless the job is exempt, that it was advertised and, for skill level 4 or 5 jobs, that the employer worked with Work and Income. The Job Check is valid for six months, or until the employer's accreditation ends, 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?
Your first accreditation lasts 12 months. A renewal lasts 24 months for standard or high-volume accreditation and 12 months for triangular employer accreditation. Apply to renew before it runs out.
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Can a small business apply for employer accreditation?
Yes. Standard accreditation is for businesses hiring up to five migrants, whatever their size. The business still has to show it is viable and genuinely operating, and meet INZ's requirements for supporting its migrant workers. 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.