February 20, 2025
The Accredited Employer Work Visa (AEWV) is undergoing significant changes, set to take effect on March 10, 2025. These updates will impact both employers hiring migrant workers and workers applying for AEWVs.
This article provides a detailed overview of the changes, including adjustments to wage requirements, experience criteria, employer obligations, and visa durations.
Key Changes for Employers
1. No More MSD Engagement Check Requirement for Job Checks
- From March 10, 2025, employers applying for a job check will no longer need to submit an Engagement Check from the Ministry of Social Development (MSD).
- Instead, employers must declare that they have engaged with MSD in good faith, including interviewing candidates who might be suitable.
- If an employer received an engagement report from Work and Income before March 10, they may keep it as supporting evidence.
2. Job Check Applications Before March 10, 2025
- Existing applications will continue to be assessed under the current rules.
- However, if the new changes are more beneficial, Immigration New Zealand (INZ) may consider exceptions or hold the application until the new rules apply.
- Employers do not need to request an exception—INZ will contact them if their application qualifies.
3. Removal of Median Wage Requirements
- For job check applications still in progress on March 10, 2025, the previous NZD $29.66 per hour wage requirement remains in place.
- However, once the job check is approved, the hiring employer can offer a lower wage to the migrant, provided it meets the market rate.
- There is no need to update the job check application to reflect this wage adjustment.
4. Reduced Experience Requirements for Migrant Workers
- The experience requirement will decrease from 3 years to 2 years.
- This does not change the job check stage—employers must still specify minimum qualifications and experience required for the role.
5. Revised ANZSCO Skill Level Classifications
- Some ANZSCO skill level 4 jobs will now be classified as skill level 3 from March 10, 2025.
- This affects labour market testing requirements, meaning:
- Employers will only need to advertise the role for 14 days instead of 21 days.
- They will not need to engage with MSD for job checks involving reclassified skill level 3 roles.
- If an employer applied for a job check before March 10, and it was categorized under skill level 4, but after March 10, it would qualify as skill level 3, the employer will not be required to submit MSD engagement evidence or extend job advertisements.
- Example: If an employer applied for a chef job check (ANZSCO skill level 3), but the system classified it as cook (skill level 4), the job check process would still follow skill level 3 rules if processed after March 10, 2025.
Key Changes for Migrant Workers
1. Applying for an AEWV Before March 10, 2025
- Existing AEWV applications will continue to be assessed under current immigration rules.
- However, if the new policies benefit an applicant, INZ may consider an exception or hold the application until the new rules apply.
- Applicants do not need to request an exception. INZ will contact them if it is applicable.
2. No More Median Wage Requirements
- AEWV applications submitted from March 10, 2025, will no longer be required to meet the previous wage threshold of NZD $29.66 per hour.
- Migrant workers can be offered a lower pay rate, provided:
- It meets market conditions, and
- It is at least NZD $23.15 per hour (New Zealand’s minimum wage).
3. Experience Requirement Reduced to 2 Years
- AEWV applications are in progress on March 10, 2025, and they may have already submitted proof of 3 years of experience.
- However, if an applicant only has 2 years of experience, this will now be accepted under the new rules.
4. Longer Visa Duration for Certain AEWV Holders
- Migrants applying for an ANZSCO skill level 4 or 5 role will now be eligible for a 3-year AEWV instead of a shorter duration.
- This applies even if their application was submitted before March 10, 2025, but is still in progress when the changes take effect.
5. Higher Income Threshold for Supporting Dependent Children
- If a migrant worker applies for their dependent child’s first visa after March 10, 2025, a higher income threshold will apply.
- If the child already has a visa or has an application in progress before March 10, the previous lower income threshold will be used.
6. English Language Requirements Removed for Some Roles
- Migrants applying for ANZSCO skill level 4 or 5 jobs are currently required to meet English language requirements.
- From March 10, 2025, if the job is reclassified as skill level 3, the English language requirement will no longer apply, even if the job check was approved under previous criteria.
For Migrants Already Holding an AEWV
1. Applying for a New AEWV with a Reused Job Check
- If an AEWV was issued for less than 3 years, the worker may be eligible for another AEWV from March 10, 2025.
- The maximum AEWV duration will align with the total period a worker is allowed to stay in New Zealand on multiple AEWVs.
- Migrants reapplying for an AEWV can reuse a job token if they:
- Stay in the same role,
- Remain at the same location, and
- Work for the same employer.
2. AEWV Holders in Jobs Paid Less Than the Median Wage
- Workers earning less than NZD $29.66 per hour (the previous median wage) can apply for another AEWV:
- For 3 years, if the job is at ANZSCO skill level 4 or 5,
- For 5 years if the job is ANZSCO skill level 1, 2, or 3.
3. Bringing Family to New Zealand
- The ability to sponsor family visas depends on the ANZSCO skill level of the job.
- Most ANZSCO skill level 4 and 5 AEWV holders cannot support family visas.
- However, from March 10, 2025, AEWV holders in jobs reclassified as ANZSCO skill level 3 will be eligible to support partner and dependent child visas, even if their AEWV was granted before March 10.
- AEWV holders in reclassified roles can also extend their stay for up to 5 years instead of 3.
Final Thoughts
The upcoming changes to the Accredited Employer Work Visa (AEWV) bring several positive adjustments for both employers and migrant workers. These modifications aim to streamline processes, reduce wage and experience barriers, and provide longer visa durations for certain roles.
If you are an employer hiring migrant workers or a worker applying for an AEWV, it is important to stay informed and understand how these updates may affect your application.
For further guidance on visa eligibility and application processes, consider consulting ICL Licensed Immigration Adviser.
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