Immigration Advice for New Zealand Employers – Hire and retain Skilled Migrants
Finding the right staff can be difficult. For many New Zealand businesses, migrant workers are essential to meet skills shortages, seasonal demand, growth plans, project deadlines and long-term workforce needs.
However, employer-assisted immigration processes can be technical, time-sensitive and compliance-heavy. A mistake with employer accreditation, a Job Check, advertising, employment details, a worker’s visa conditions, or Immigration New Zealand requirements can cause delays, refusals or compliance concerns.
Aspiring Immigration provides professional immigration advice to New Zealand employers who need to hire, retain or support migrant workers.
You are supported by Tatiana Elvery, Licensed Immigration Adviser, IAA Licence No. 202101015, based in Wanaka and assisting employers across New Zealand.
Book an employer immigration consultation
Get clear advice before hiring a migrant worker, renewing accreditation, applying for a Job Check, planning seasonal labour, changing a worker’s role, or responding to Immigration New Zealand.
Employer Immigration Services
Aspiring Immigration assists New Zealand employers with immigration advice and support relating to:
Accredited Employer Work Visas;
Green List, Skilled Migrant Category and other resident visas for skilled workers;
employer accreditation;
accreditation renewal;
Job Check applications;
seasonal migrant workers;
Global Workforce Seasonal Visa and Peak Seasonal Visa matters;
Recognised Seasonal Employer-related matters;
Specific Purpose Work Visa options where relevant;
migrant worker visa strategy;
employment details for immigration purposes;
job advertisements and labour market requirements;
worker eligibility issues;
changes in role, location, pay or hours;
business sales, restructures and ownership changes;
retaining key migrant staff;
residence pathway planning for valued employees;
post-accreditation obligations;
responding to Immigration New Zealand requests or concerns.
Whether you are hiring your first migrant worker or managing several migrant employees, early advice can help reduce risk, avoid delays and support better workforce planning.
Accredited Employer Work Visa Advice
The Accredited Employer Work Visa, commonly known as the AEWV, is one of the main visa pathways used by New Zealand employers to hire migrant workers.
The process generally involves:
the employer holding AEWV accreditation;
the employer obtaining a Job Check where required;
the migrant worker applying for their visa using the relevant job token.
Immigration New Zealand states that a worker applying for an AEWV must have a job offer from an AEWV-accredited employer and that the employer must send the worker a link to the online application form. The AEWV can allow a worker to stay in New Zealand for up to five years, depending on the job offered.
We can assist employers to understand:
whether your business needs employer accreditation;
whether your current accreditation is sufficient;
whether you need a Job Check;
whether the role details are suitable for immigration purposes;
what evidence or information may be needed;
whether the proposed worker appears likely to meet visa requirements;
what timing issues may affect the process;
what steps need to happen before the worker can apply.
Book a consultation or reach out to us before starting the AEWV process if you are unsure whether the role, business, worker or timing is suitable.
Employer Accreditation and Accreditation Renewal
Employer accreditation is required for employers who want to support migrant workers under the AEWV system. Immigration New Zealand states that employers can apply to become accredited and hire migrants for up to five years by recruiting and supporting them to apply for an AEWV. Accreditation is also needed to support seasonal AEWV visas and some resident visas.
We can assist with:
all types of employer accreditations;
accreditation renewal;
assessing whether your business may meet accreditation requirements;
identifying risk areas before applying;
preparing or reviewing supporting information;
understanding ongoing employer obligations;
advising where the business has changed since accreditation was granted.
This can be particularly important if your business has changed structure, ownership, trading position, staffing levels or financial circumstances.
Job Check Advice
A Job Check is required before a migrant worker can apply for an AEWV.
Immigration New Zealand states that accredited employers need to apply for a Job Check if they are hiring workers on a regular AEWV or seasonal AEWV, including the Global Workforce Seasonal Visa and Peak Seasonal Visa. Depending on the role and visa type, employers may need to advertise, engage with Work and Income, or obtain an endorsement before applying.
We can assist with:
checking whether a Job Check is required;
reviewing the proposed role before the Job Check;
considering the job title, duties, pay, hours and location;
reviewing the minimum skills and experience required;
advising on advertising requirements;
advising on Work and Income engagement where relevant;
identifying whether an advertising exemption may apply;
preparing or reviewing the Job Check strategy;
advising on whether an existing Job Check may be reused or whether a new one is needed.
A strong Job Check strategy can reduce the risk of delays and avoid problems later in the worker’s visa application.
Recruitment, Advertising and Labour Market Requirements
Employers often need practical advice before advertising a role or supporting a migrant worker.
We can advise on:
whether advertising is required;
what information should appear in the job advertisement;
how to align the advertisement with immigration requirements;
whether Work and Income engagement may be needed;
whether the role may be exempt from advertising;
how recruitment steps may affect the Job Check.
Immigration New Zealand states that employers must advertise unless the job is on the Green List and meets Green List requirements, pays at least twice the median wage, or is on the Global Workforce Seasonal Visa jobs list. Immigration New Zealand also states that employers do not need to advertise when applying for a Job Check after a business sale or restructure.
Seasonal Workforce and Short-Term Labour Needs
Many New Zealand businesses rely on seasonal or short-term migrant workers to manage harvests, tourism peaks, hospitality demand, events, agricultural work, viticulture, horticulture, construction-related peaks and other workforce pressures.
Seasonal immigration options can be technical. The correct pathway depends on the industry, role, duration, season, worker location, employer status and whether the work fits within a recognised seasonal visa category.
We can assist employers with advice relating to:
seasonal workforce planning;
short-term migrant labour needs;
Global Workforce Seasonal Visa matters;
Peak Seasonal Visa matters;
seasonal AEWV Job Checks;
Recognised Seasonal Employer Limited Visa matters;
Specific Purpose Work Visa options for eligible time-limited work;
whether employer accreditation is required;
whether the role, timing and duration align with visa requirements;
what the worker may need to show for their visa application;
compliance obligations when employing seasonal migrant workers.
Immigration New Zealand states that employers need to be AEWV-accredited to hire seasonal migrant workers on seasonal AEWVs, including the Global Workforce Seasonal Visa and Peak Seasonal Visa.
A consultation can help you identify which seasonal pathway may be relevant before you commit to recruitment, contracts or staffing assumptions.
Candidate Eligibility Checks Before You Commit
Employers sometimes complete accreditation and Job Check steps before discovering that the proposed worker has an eligibility issue.
This may involve qualifications, work experience, occupational registration, health, character, previous immigration history, family circumstances, English language requirements or timing.
We can assist with preliminary advice on whether the candidate appears suitable for the proposed pathway, including:
whether their experience appears aligned with the role;
whether qualifications or registration may be required;
whether their immigration history may create risk;
whether health or character matters need careful handling;
whether family circumstances could affect timing or strategy;
whether the worker may need a new visa or variation of conditions.
Early advice can help avoid wasted time and reduce the risk of a worker being unable to take up the role.
Employment Agreements, Job Descriptions and Role Details
The employment offer and supporting role information must be consistent with the relevant immigration pathway.
We can assist with immigration-related review of:
job title;
role description;
duties and responsibilities;
minimum hours;
pay and benefits;
work location;
employment term;
required skills and experience;
offer letters;
employment details required for the worker’s visa application.
This is particularly important where the role is skilled, senior, technical, seasonal, part of a residence pathway, or different from the worker’s previous visa conditions.
Role Changes, Promotions and Changes in Employment Conditions
A migrant worker’s visa may be linked to a specific employer, role, location, pay, hours or employment conditions.
We can advise employers where:
a worker is being promoted;
the worker’s duties are changing;
the worker is moving to another branch or worksite;
pay or hours are changing;
the business is restructuring a role;
the employer is unsure whether the current visa still matches the employment arrangement;
the worker may need a Job Change, variation of conditions or new visa.
Immigration New Zealand’s guidance states that if a business plans to change an AEWV worker’s job in a restructure, the worker may need to apply for a Job Change, also known as a variation of conditions.
Seeking advice before changing employment conditions can help reduce the risk of breaching visa conditions.
Business Sales, Mergers, Restructures and Ownership Changes
Business changes can affect accreditation, Job Checks and migrant workers’ visa arrangements.
We can advise where:
the business is being sold;
ownership or shareholding is changing;
the employing entity is changing;
there is a merger or restructure;
staff are being transferred between related entities;
migrant workers are affected by a change in employer;
the new entity needs accreditation;
a worker needs a Job Change or new visa.
Immigration New Zealand has specific guidance for AEWV workers affected by business sale, merger or restructure, including priority processing in some circumstances and the need for employers to apply for accreditation promptly.
Immigration advice should be obtained early in a business sale or restructure so that migrant workers are not accidentally placed in a difficult position.
Retaining Key Migrant Workers
For many employers, the real issue is not just hiring migrant staff. It is keeping them.
We can advise on immigration strategy where:
a valued worker’s visa is expiring;
a worker is anxious about their future in New Zealand;
the business wants to retain skilled staff;
the employee may have a pathway to residence;
the role, pay or duties need to be reviewed;
several workers require coordinated visa planning;
the business wants to reduce the risk of losing staff due to immigration uncertainty.
A clear immigration strategy can help both the employer and the worker plan with more confidence.
Residence Pathway Planning for Employees
Many migrant workers want to know whether their employment may help them move towards residence.
Employers do not always need to manage the worker’s residence application, but they often play an important role in providing employment documents, role information and ongoing support.
We can advise employers and workers on how employment may relate to:
Skilled Migrant Category residence;
Green List Straight to Residence pathways;
Work to Residence pathways;
wage thresholds;
occupational registration;
skilled work experience;
role duties and evidence;
timing for future residence applications.
Helping a valued worker understand their long-term pathway may improve retention and reduce uncertainty for the business.
Migrant Worker Onboarding and Settlement Support
Accredited employers have ongoing obligations after hiring migrant workers.
Immigration New Zealand states that giving workers information about working and living in New Zealand is a requirement of being an AEWV-accredited employer.
We can advise on immigration-related onboarding and settlement obligations, including:
settlement information;
worker rights information;
employment and visa condition awareness;
record-keeping;
internal processes for migrant staff;
compliance risks if a worker’s employment changes.
Having a clear process helps employers manage their obligations consistently.
Recruitment Costs, Worker Rights and Compliance
Employers must be careful about recruitment costs, deductions, employment law compliance and migrant worker rights.
Immigration New Zealand states that employers hiring AEWV workers must follow New Zealand employment laws and standards and pay all recruitment-related costs for hiring the worker.
We can advise employers where they are unsure about:
what costs the employer must pay;
what costs cannot be passed on to the migrant worker;
whether deductions or repayment clauses may create immigration risk;
whether the employment arrangement could raise concerns;
how to reduce immigration and reputational risk;
how to respond if an issue has already arisen.
This can be particularly important where recruitment agents, offshore workers, relocation arrangements or third-party costs are involved.
Post-Accreditation Checks and Immigration New Zealand Compliance Reviews
Employer accreditation is not just a one-off application. Employers may need to show that they continue to meet their obligations.
We can assist where:
Immigration New Zealand requests further information;
the employer is selected for a post-accreditation check;
accreditation renewal is approaching;
the business has changed since accreditation was granted;
settlement support records need to be reviewed;
there are concerns about worker conditions or employment changes;
the employer is unsure whether current practices remain compliant.
Taking a proactive approach can help reduce risk before problems escalate.
Responding to Immigration New Zealand
If Immigration New Zealand contacts your business about accreditation, a Job Check, employment offer, migrant worker, business changes or compliance issue, it is important to respond carefully.
We can assist with:
Requests for Information;
concerns about role genuineness;
concerns about business viability;
questions about pay, hours or employment terms;
questions about advertising or recruitment;
questions about worker eligibility;
post-accreditation checks;
urgent employer-related immigration matters.
A clear, well-evidenced response can help address concerns and reduce avoidable complications.
Urgent Employer Immigration Issues
Employers often seek advice when something has already become urgent.
We can assist where:
a worker’s visa is expiring soon;
a key worker may need to stop working;
a Job Check or visa application is delayed;
the worker’s role no longer matches their visa conditions;
the employer has discovered an error in documentation;
a restructure or business sale is affecting migrant workers;
Immigration New Zealand has raised concerns;
the business needs to know what can be done quickly and lawfully.
Early advice is always preferable, but urgent issues can still often be assessed and managed strategically.
Why Work With Aspiring Immigration?
Aspiring Immigration combines immigration knowledge with practical business understanding.
Tatiana Elvery is a Licensed Immigration Adviser with previous experience in finance, HR and operations management. This means employer matters are approached not only from a visa perspective, but also with an understanding of workforce planning, business documentation, risk management and operational realities.
Aspiring Immigration assists employers in Wanaka, Queenstown, Cromwell, Central Otago, across New Zealand and overseas.
When Should an Employer Book a Consultation?
You should consider booking an employer immigration consultation if:
you want to hire a migrant worker;
you are unsure whether you need accreditation or a Job Check;
your accreditation is expiring;
you need seasonal workers;
you want to retain a key employee;
a worker’s role, location, hours or pay is changing;
your business is being sold or restructured;
you have received questions from Immigration New Zealand;
you want to support an employee towards residence;
you need to understand your obligations before making a decision.
A consultation can help you identify the correct process, avoid common mistakes, and decide whether further professional assistance is required.
Book an Employer Immigration Consultation
If your business needs to hire, retain or support migrant workers, a consultation is the best place to start.
We can discuss your business needs, the role, the worker’s situation, the relevant visa pathway, timing, risks and next steps.