Employers
Employer Accreditation Levels in New Zealand
If you're an employer in New Zealand looking to hire migrant workers, understanding the accreditation levels under the Accredited Employer Work Visa (AEWV) scheme is essential. The appropriate accreditation level depends on the number of migrant workers you plan to employ, your business type, and compliance with employment standards. Below is an overview of the accreditation tiers, requirements, fees, and the latest updates from Immigration New Zealand (as of August 2025).
Accreditation Tiers
There are three main accreditation categories under the AEWV scheme: Standard Accreditation, High Volume Accreditation, and Triangular Accreditation. Each has specific requirements tailored to the scale and nature of your business.
Standard Employer Accreditation
Standard accreditation is designed for businesses planning to employ 1 to 5 migrant workers at any one time. This option is ideal for small businesses or low-risk employers. To qualify, you must:
• Meet minimum employment and financial standards.
• Demonstrate compliance with New Zealand’s employment laws.
• Complete mandatory checks to ensure your business is viable and adheres to fair workplace practices.
Duration: Initial accreditation is valid for 12 months, with renewals granted for 24 months.
High Volume Employer Accreditation
High Volume Accreditation is for businesses intending to hire 6 or more migrant workers within a 12-month period. This tier has stricter requirements, including:
• Enhanced checks to ensure compliance with employment standards.
• Evidence of efforts to attract, train, and retain New Zealand workers.
• A commitment to maintaining high workplace standards.
Duration: Initial accreditation lasts 12 months, with renewals valid for 24 months.
Triangular Accreditation
Businesses operating as labour hire companies, under Triangular agreements (where migrants are placed with a controlling third party), or as franchisees face additional requirements. These include:
• Stricter scrutiny of recruitment practices.
• Evidence of training and upskilling opportunities for New Zealand workers.
• Potential site visits to verify compliance with employment and immigration standards.
Duration: Both initial accreditation and renewals are valid for 12 months.
What is the Job Check?
The Job Check is a mandatory process for accredited employers to demonstrate that they have attempted to fill a vacant role with a New Zealand citizen or resident before hiring a migrant worker under an AEWV. It applies to roles under specific occupational codes within the same region and ensures compliance with New Zealand’s immigration policies while addressing local labor market needs.
Key Principles of the Job Check Process
1. Exemptions from Advertising
You may not need to advertise the job in certain cases:
• Green List Roles: If the role is on the Green List and the candidate meets specified requirements (e.g., qualifications, experience, or professional registration), advertising is not required. High-demand occupations include healthcare professionals, engineers, and skilled trades, offering pathways to residence.
• High-Paid Roles: If the role pays at least twice the median wage (currently NZD $59.32 per hour or $123,385.60 per annum for a 40-hour week), advertising is not necessary, regardless of the occupation.
2. Advertising Requirements for Non-Exempt Roles
For roles not on the Green List or below the high-pay threshold, employers must:
• Advertise the job on an acceptable platform with appropriate content, including minimum and maximum pay or estimated earnings.
• Demonstrate genuine efforts to recruit a New Zealander, including considering candidates who are "readily trainable" (upskilled within six months through on-the-job training).
• For ANZSCO Skill Level 4 or 5 (lower-skilled) roles:
◦ Advertise the role for at least 21 days (14 days for Levels 1-3).
◦ Engage with Work and Income to identify suitable New Zealand candidates.
3. Job Check Approval and Job Tokens
Once the Job Check is approved, Immigration New Zealand issues a job token (or multiple tokens if multiple roles are justified).
• Tokens are valid for six months and allow employers to offer the role to a suitable migrant candidate.
• Each token is typically used for one AEWV application, but can be reused in cases where an offer is withdrawn before visa approval.
4. Employer Due Diligence
Before offering a job token, employers must verify that the candidate:
• Is suitably qualified for the role.
• Meets minimum requirements, including relevant work experience (two years for ANZSCO Level 4-5 roles starting March 2025) or relevant qualifications.
• For Green List roles, meets specific criteria such as wage thresholds or professional registration.
Failure to conduct proper due diligence can result in:
• Revocation of employer accreditation.
• Infringements and potential listing on the Immigration Standdown List, which publicly identifies non-compliant employers.