INZ Immigration Update – What Employers and Migrant Workers Need to Know
New Zealand’s immigration system has seen a wave of important updates over the past few weeks, affecting Accredited Employer Work Visas (AEWV), Job Checks, seasonal recruitment, and residence pathways for skilled migrants.
Whether you are an employer relying on migrant talent or a worker planning your future in Aotearoa, understanding these changes is essential to staying compliant and making strategic decisions.
At Aspiring Immigration, we break down the latest announcements and explain what they mean for your organisation or visa journey.
1. AEWV Job Change Process Strengthened
Immigration New Zealand has refined the simplified Job Change process to ensure smoother transitions for workers affected by business sales, mergers, restructures, or transfers between connected entities.
Key changes:
A new Job Check is required only if the role’s occupation or location changes.
INZ now has the power to pause Job Change applications if the new employer is under investigation, has had accreditation revoked, or presents compliance concerns.
If accreditation is reinstated, the application resumes; if revoked, it is declined.
What this means for employers
If your business is planning structural changes, maintaining accreditation and strong HR compliance is critical to protecting your migrant workforce and preventing unexpected delays.
2. Redesigned AEWV Job Check (From 29 September 2025)
A redesigned Job Check system aims to reduce errors, improve consistency, and encourage decision-ready applications.
What’s new:
A new online Job Check form with improved validation.
More contextual information required (e.g., business size, purpose of the role).
Employment agreements no longer uploaded at Job Check stage; employers instead make stronger declarations.
Multi-location roles must include advertising evidence for each location.
Low-risk employers may receive faster decisions; higher-risk profiles may face additional checks.
Employer takeaway
Ensure your job descriptions, advertising, NOL/ANZSCO coding, and wage offers are aligned before submitting your Job Check.
3. New Seasonal Visas Opening 8 December 2025
Two new visa categories are replacing older seasonal work pathways and will operate under the AEWV framework.
a) Global Workforce Seasonal Visa (GWSV) – For skilled seasonal roles
Ideal for returning specialists such as winemakers, snow sports instructors, mountain guides, and technical experts.
Highlights:
Visa valid for up to 3 years
Requires 3 seasons of experience in the last 6 years
No labour market test for roles on INZ’s seasonal list
Must spend 3 months outside NZ each year
No dependants or residence pathway
b) Peak Seasonal Visa (PSV) – For entry-level seasonal roles
For horticulture, agriculture, forestry, wool handling, seafood processing, and similar sectors.
Highlights:
Up to 7 months in NZ + 4-month stand-down
Requires 1 season of experience in the last 3 years
Labour market test required
Health insurance required for roles over 3 months
Employer note
Planning seasonal recruitment early is now more important than ever to ensure compliance and workforce stability.
More information from INZ here
4. Expansion of National Occupation List (NOL) for AEWV
More Level 1–3 occupations have been added to the National Occupation List, replacing some ANZSCO constraints and offering greater flexibility for employers.
Why this matters:
More roles are now eligible for AEWV Job Checks and longer visa durations.
Some migrants currently in non-qualifying roles may be able to shift into a recognised occupation—if they have the required experience or qualification.
These newly recognised occupations currently do not contribute to residence eligibility.
Employers should review job titles and adjust coding where appropriate to ensure compliance with the new NOL structure.
5. Skilled Migrant Category (SMC): New Pathways From August 2026
The Government has announced two new residence pathways to support long-term skilled migrants.
a) Skilled Work Experience Pathway
For migrants with 5+ years of relevant experience, including 2 years in NZ at or above 1.1× median wage.
b) Trades & Technician Pathway
For specified occupations requiring Level 4+ qualifications and 4+ years post-qualification experience, including 18 months in NZ paid at or above the median wage.
Additional updates:
NZ work experience requirements being simplified (roughly capped at 2 years).
NZ university qualifications will attract more points.
Wage thresholds at residence stage will align with median wage, not a higher rate.
These changes create clearer residence options for experienced workers and long-term employees.
More information from INZ here
6. ⚠️ Important for Employers: Median Wage & Risk to Residence Pathways
Under the current AEWV rules, many migrants are legally allowed to work below the median wage depending on their occupation.
However, this has significant consequences for residence eligibility.
Why it matters
Most residence pathways—both the current SMC and the upcoming 2026 pathways—require employment at or above the median wage, and in some cases 1.1× median wage or even higher, for the qualifying period.
If a migrant worker is paid below the median wage, they may:
Become ineligible for Skilled Migrant Category residence
Fail to meet wage thresholds for residence pathways launching in 2026
Need to change roles or employers to progress toward residence
Lose long-term settlement potential, affecting employer retention
Employer recommendation
If you hope to retain your migrant workers long-term:
👉 Consider aligning wages with the median wage or above, especially for staff planning to apply for residence.
This ensures continuity for your business and protects your employees’ ability to stay in New Zealand.
At Aspiring Immigration, we can advise on tailored retention and wage strategies based on your workforce.
7. What Employers and Migrants Should Do Now
For Employers
Check your accreditation status and any implications of the new Job Change rules.
Plan ahead for seasonal recruitment in 2025–26.
Review job titles and coding under the updated National Occupation List where relevant.
Assess wage levels for staff you aim to support toward residence.
Identify which employees may qualify for the current or future SMC pathways, or the Green List pathways, for example.
For Migrant Workers
Keep track of your wage level and how it impacts residence eligibility.
Maintain clear documentation of work history, pay, and qualifications.
Seek advice to determine whether to apply under the current SMC system or wait for 2026.
Need Professional Immigration Support?
At Aspiring Immigration, we specialise in helping employers and migrant workers navigate New Zealand’s complex immigration landscape with clarity and confidence.
We offer:
AEWV accreditation support
Job Check preparation
Full representation for work visas
Residence eligibility assessments
Seasonal workforce strategy
Compliance guidance for HR teams
If you’d like personalised advice or need help implementing these changes, feel free to get in touch or book a consultation.
Ngā mihi nui,
Tatiana Elvery
Licensed Immigration Adviser (IAA Licence 202101015)
Aspiring Immigration
📞 +64 204 120 4596
🌐 info@aspiringimmigration.kiwi
