Immigration Minister Unveils Easier Job Check Rules for Employers

Key Takeaways

• Starting March 10, 2025, the Job Check process for the AEWV will feature a simplified declaration-based system and no median wage requirement.
• Migrant workers now need two years of experience (down from three), and lower-skilled roles gain three-year visa durations.
• Employers must comply with simplified local hiring rules, paying minimum NZD $23.50/hour by April 2025, ensuring fair market wages.

On March 6, 2025, New Zealand 🇳🇿 Immigration Minister Erica Stanford unveiled significant updates to the Accredited Employer Work Visa (AEWV) process. The core of these updates centers around transforming the Job Check stage, a critical step in securing skilled migrant workers. These changes, which aim to simplify requirements and reduce processing times, are scheduled to take full effect by mid-2025. According to Minister Stanford, these reforms are designed to address ongoing labor shortages in New Zealand and ensure that both local workers and migrants benefit from a fair and transparent process.

What is the Job Check?

In immigration terms, the Job Check is the process where employers must prove there are no suitable New Zealand applicants for a specific job vacancy before they are allowed to hire a migrant worker under the AEWV scheme. The Job Check has been flagged in the past as overly complex and time-consuming, which frustrated employers trying to legally bring skilled workers into the country.

Erica Stanford, acknowledging these concerns, announced streamlined updates to reduce delays and challenges, particularly for low-risk employers—those who have a strong history of compliance.

Major Changes to the Job Check Process

Starting March 10, 2025, significant updates will change how the Job Check operates. Here are the most impactful changes explained in simple terms:

1. Simplified Labor Market Test:
   Previously, employers had to hold formal discussions with the Ministry of Social Development (MSD) to determine labor availability. The new process requires only a straightforward declaration. Employers will still need to advertise locally and show they considered New Zealand applicants fairly, but this paperwork has now been simplified significantly. Essentially, employers will just confirm through a declaration that they followed the rules.

2. Elimination of Median Wage Threshold:
   As of March 10, 2025, the requirement to pay migrant workers above the median wage will no longer apply. However, employers must still pay at least the minimum wage, which will rise to NZD $23.50 per hour starting April 1, 2025, and ensure that wages match what is typically paid for similar jobs in the same region.

3. Lower Work Experience Requirement:
   The previous rule required lower-skilled migrant applicants to have at least three years of experience. This threshold has now been reduced to two years, making it easier for qualified workers to meet the eligibility criteria.

4. Longer Visa Duration for Certain Roles:
   Applicants for jobs categorized as ANZSCO skill levels 4-5 (which includes roles often labeled as lower-skilled) will now receive visas valid for three years, up from the prior two-year limit.

5. Broader Recognition for Certain Occupations:
   In a noticeable update, jobs such as cooks, pet groomers, and fitness instructors will be reclassified under ANZSCO skill level 3, which is considered mid-skilled. This adjustment reduces the obligations employers face when hiring workers for these roles.

These initiatives aim to provide more flexibility to employers while maintaining fair opportunities for domestic workers.

Practical Impact on Employers

For employers across industries, these changes represent a major shift in how they can access skilled talent. Below are some of the expected outcomes for businesses:

• Faster Approvals:
  One persistent issue employers reported was the long wait time for approvals. With Immigration New Zealand (INZ) already reducing the median Employer Accreditation approval period to just 14 days, this expedited approach to the Job Check promises further time savings.

• Lower Administrative Costs:
  By moving to simpler, declaration-based approvals, employers can save a significant amount of time and resources. The removal of mandated MSD consultations is particularly beneficial for compliance-heavy industries.

• Expanded Talent Pools:
  Reducing the skill and wage requirements means more workers are now eligible for AEWVs. Industries struggling to meet staffing demands, such as construction or hospitality, will likely benefit the most.

• Fewer Barriers for Lower-skilled Migrants:
  Many industries rely on migrants for roles classified as lower-skilled. Easier access to these workers through reduced experience requirements ensures employers can meet labor gaps without unnecessary delays.

Recent and Related Changes to the AEWV

To provide additional context, these Job Check amendments are part of a broader series of AEWV changes that will help employers and workers alike. Here are some additional updates to be aware of:

1. Construction Industry Rule Adjustments:
   For construction labor hire companies, the local workforce percentage threshold required for certain positions in this sector has been significantly lowered, from 35% to 15%. This change took effect on January 27, 2025. It allows construction companies greater freedom to bring in overseas workers without stringent local employment benchmarks.

2. Interim Work Rights Extended:
   From April 2025, migrants waiting for AEWV decisions while on other types of visas, such as work or student visas, will have their work rights extended. This ensures they can stay employed during processing periods.

3. Higher Income Threshold to Support Dependents:
   To bring dependent children into New Zealand under the AEWV, applicants must now earn a higher salary (adjusted for inflation) of NZD $55,844 per year, effective March 10, 2025. Previously, the income threshold was NZD $43,322.

4. Removal of Online Employer Training Requirements:
   Accredited employers previously needed to complete mandatory online courses about employment rights. These modules, which some employers saw as redundant, will be discontinued. Relevant information will now be freely accessible on official Immigration New Zealand websites.

5. Seasonal Visas Proposed:
   The government is working toward launching two new seasonal visas later in 2025 to provide targeted services for businesses that face predictable, temporary labor shortages. For example, industries like agriculture or tourism may benefit.

Future Directions: A Redesigned Job Check

Even with these substantial updates, the Job Check process itself is being further redesigned. Immigration New Zealand has confirmed that by mid-2025, it will implement new structural safeguards and improvements for employers deemed “low-risk.” Businesses that have demonstrated consistent compliance can expect smoother pathways to secure talent.

This ongoing evolution in the AEWV process ties into the government’s broader goal: balancing international worker availability with local workforce protection. As reported by VisaVerge.com, policymakers aim to create flexible yet accountable systems that meet economic demands while maintaining fair conditions for every stakeholder. These reforms are part of a carefully crafted strategy rather than isolated concessions to employers.

Implications for Migrant Workers

For skilled migrants, these changes carry several benefits:

• Easier Qualification for Jobs:
  Relaxing experience requirements and recognizing skill levels for various occupations opens doors for a wider range of workers.

• Extended Visa Durations for Stability:
  Increased visa durations mean migrants in eligible roles can stay longer without undergoing repetitive application cycles.

• Better Wage Transparency:
  Removing the median wage threshold aligns pay levels more closely with true market conditions, ensuring fair compensation.

However, it remains important for migrant workers to review all contract offers thoroughly and seek clarity about market-standard wages before accepting any job position under the AEWV framework.

Challenges and Considerations

While these changes are mostly beneficial for employers and workers, questions remain:

1. Labor Standards Oversight:
   Critics may argue that the simplified labor market checks could open avenues for unfair hiring practices. Safeguards will be essential to ensure local workers are not overlooked.

2. Administrative Adjustments for Employers:
   Businesses must ensure they fully understand new compliance rules, especially with the declaration-based system, to avoid future penalties.

3. Sector-Specific Challenges:
   Despite the overall flexibility, certain industries may still find gaps in aligning worker availability with job requirements.

The government, led by Erica Stanford, continues to meet with various stakeholders to fine-tune its policies, and officials remain open to future adjustments as needed.

Conclusion

These Job Check updates, among other AEWV reforms, demonstrate how New Zealand 🇳🇿 is responding to its evolving labor demands. By prioritizing efficiency without compromising fairness, Immigration Minister Erica Stanford aims to simplify the hiring process for employers while safeguarding local employment opportunities.

For businesses, this means a faster and less disruptive way to recruit workers. For migrants, the changes improve access to opportunities in New Zealand’s workforce. Nonetheless, all parties should stay informed about these updates. For authoritative information, consult official sources such as New Zealand Immigration’s Accredited Employer link for the latest requirements and guidelines.

Employers and workers alike are encouraged to plan ahead and adapt to the evolving legal landscape. These reforms hold promise to foster sustainable growth for New Zealand’s economy while keeping labor forces balanced and fair.

Learn Today

Accredited Employer Work Visa (AEWV) → A visa program allowing New Zealand employers to hire skilled migrant workers when suitable locals are unavailable.
Job Check → A verification process where employers prove no suitable local candidates exist before hiring migrant workers under the AEWV.
ANZSCO Skill Levels → A classification system categorizing jobs based on skill level and qualifications, used to determine job eligibility for visas.
Labor Market Test → A step requiring employers to demonstrate efforts to hire local candidates before employing migrant workers.
Median Wage Threshold → A wage benchmark previously required for migrant workers, ensuring pay exceeded the middle point of national earnings.

This Article in a Nutshell

New Zealand’s Immigration Minister Erica Stanford unveiled major Job Check reforms for Accredited Employer Work Visas. Starting mid-2025, requirements will simplify, with reduced processing times, lower experience thresholds, and extended visa durations. These changes address labor shortages, benefiting both employers and migrants while ensuring fair opportunities for local workers. A win-win overhaul!
— By VisaVerge.com

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