INZ To begin employers compliance checks
Immigration New Zealand (INZ) implemented the Accredited Employer Work Visa (AEWV) in July 2022, marking a significant reform in the work visa landscape. This change was designed to consolidate several previous visa types while placing a heightened emphasis on the obligations of employers in the work visa process. With the introduction of the AEWV, it has become imperative for employers to secure accreditation to lodge work visa applications. This new requirement not only facilitates the visa application process but also mandates that employers engage in settlement support activities to maintain their accreditation status and renew their obligations.
While the initial application for accreditation is relatively straightforward, lacking the demand for extensive supporting evidence, it raises potential concerns regarding compliance. As the system evolves, the lack of verification measures during the application process may create grounds for compliance issues down the line. INZ has taken proactive measures to ensure that accredited employers adhere to the AEWV framework. To this end, INZ recently announced the commencement of compliance checks across a selection of accredited organisations. This initiative aims to confirm whether these organisations are fulfilling their responsibilities under the AEWV.
For employers, the prospect of compliance checks necessitates careful preparation. It is advisable to develop a comprehensive strategy to ensure adherence to the standards set forth by INZ. Assigning a dedicated individual or team to oversee post-accreditation compliance will prove invaluable. This proactive approach not only helps in tracking ongoing compliance but also serves to preempt any issues that may arise during a compliance audit.
Employers who find themselves selected for a compliance evaluation should consider seeking expert immigration advice, particularly if they receive a letter from INZ indicating concerns regarding their compliance. Such correspondence is a critical signal that could lead to serious ramifications. Non-compliance with the AEWV system can lead to significant penalties, including substantial fines and, in severe cases, a permanent prohibition on supporting migrant workers.
In conclusion, the AEWV represents a paradigm shift in how New Zealand manages its workforce through the immigration system. Employers must remain vigilant and adequately prepared to navigate the complexities of compliance. By embracing a proactive stance and securing appropriate immigration advice when necessary, businesses can mitigate risks associated with the AEWV and ensure a harmonious working relationship with Immigration New Zealand. This diligence not only aids in maintaining accreditation but also fosters a robust and compliant operational environment for all stakeholders involved.
