Hiring a skilled worker from overseas can help fill a genuine vacancy. But with the Accredited Employer Work Visa (AEWV), the order of the steps matters. A missed requirement can delay recruitment or leave a worker unable to take up a role as planned.
Here’s a clear guide for New Zealand employers and workers. It covers the process, employer obligations, job checks, location rules and a recent English-language change. Always confirm current requirements with Immigration New Zealand (INZ).
The AEWV process: three steps, in the right order
For a standard AEWV, the main steps are:
- Employer accreditation. The employer applies to INZ and must receive approval.
- Job check. Once accreditation is approved, the employer applies for approval of the specific role.
- Worker’s visa application. After the job check is approved, the employer can invite an eligible worker to apply for an AEWV.
The order is important. Accreditation must be approved before the employer lodges a job check. Planning recruitment or preparing paperwork early can help, but it does not replace approval.
Approval at one stage does not guarantee approval at the next. The employer, the role and the worker each need to meet the relevant requirements. See INZ’s AEWV accreditation and job check process.
Accreditation obligations employers often overlook
Initial employer accreditation lasts 12 months. Employers should track the expiry date and check renewal requirements in good time. An accreditation that has lapsed can disrupt plans for a new job check.
There are other key obligations:
- Keep costs with the employer. Do not pass accreditation, job-check or recruitment costs to the worker.
- Choose the right Work and Income contact. The contact person must be a business decision-maker, not the immigration adviser handling the application.
- Meet ongoing commitments. Employers must keep meeting their accreditation obligations and follow New Zealand employment and immigration law.
Accreditation is not a one-time formality. INZ may check whether an employer continues to meet its requirements. Review INZ’s employer accreditation obligations and ask for advice if the business or workforce changes.
What a job check needs to establish
A job check is about a specific position. The employer should be ready to show that the vacancy is genuine and that the role and offer meet the relevant rules.
Depending on the job and its circumstances, this may involve:
- Advertising the role to New Zealanders and making genuine efforts to attract and recruit suitable local candidates.
- Engaging with Work and Income where required for the role.
- Meeting applicable pay threshold requirements.
- Providing clear employment offer terms, including the job’s duties, location, hours and pay.
- Showing how the role’s requirements match the proposed worker’s skills and experience.
Advertising requirements can depend on the role. The advert should accurately describe the position and its terms. If it does not, the application may need extra explanation, or may run into problems. Check INZ’s current job advertising rules and job-check steps.
Work locations: a change employers must plan for
From 30 September 2026, employers must specify work locations in job checks. That detail matters if a role involves different branches, job sites or regions.
An AEWV holder may work outside their approved location for up to 30 working days in any 12-month period. If the worker is expected to go beyond that limit, the employer must obtain a new job check and the worker must have an approved Job Change before starting work at the new location.
So, if a role regularly moves between sites, do not treat location as a minor detail. Identify the locations the job requires and include them in the job-check planning. INZ explains the location rules in its job-check guidance.
English requirements for skill level 3 roles
From 1 June 2026, English-language requirements were extended to AEWV applications for roles classified at skill level 3. A worker may need to provide an approved English test result or other acceptable evidence, depending on their circumstances.
Exemptions exist for some applications, including Job Change applications and certain further AEWV applications. They are not universal. Check the worker’s circumstances and the current INZ rules before assuming an exemption applies.
Read INZ’s announcement about the skill level 3 English requirement and its AEWV English-language requirements.
Common mistakes, and practical fixes
A few avoidable errors come up repeatedly:
- Accreditation lapses. Keep expiry and renewal dates in a central calendar.
- Advertising is incomplete or incorrect. Check the wording against the actual role and current INZ requirements.
- Costs are passed to the worker. Confirm who is paying each cost before recruitment begins.
- The wrong Work and Income contact is named. Use an appropriate business decision-maker, not the adviser.
- Work-location limits are ignored. Map work sites early and arrange a new job check and approved Job Change before a move that exceeds the permitted limit.
If something has already gone wrong, pause before taking the next step. Review the current INZ guidance and get advice on the employer’s and worker’s options.
How Skillage Nimbus can help
Skillage Nimbus helps employers and skilled workers understand New Zealand visa pathways, prepare applications and check how the steps fit together. We can review the employer, vacancy, job-check evidence and worker’s circumstances before an application is lodged.
Ashish Thapa, the founder of Skillage Nimbus, is a Registered Migration Agent (MARN 2217972) and a Licensed Immigration Adviser (New Zealand, IAA 202503676). He works with New Zealand employers on accreditation, job checks and AEWV applications, and with Australian employers on sponsorship and skilled migration.
If you are considering both New Zealand and Australia, keep in mind that each country has separate rules and that the right pathway depends on individual circumstances. An experienced migration agent Adelaide can help you assess which route fits your business or your career, and our Australian employer sponsorship services cover the equivalents of the AEWV process on this side of the Tasman.
General information disclaimer
This article is general information, not immigration advice for your individual circumstances. Immigration settings change frequently. Requirements can vary by employer, role and worker, and meeting one step does not guarantee approval of another. Verify current requirements, including accreditation, job checks, locations, pay and English evidence, directly on immigration.govt.nz before acting.
Learn More
Need help checking the right sequence for your employer or application? Book a consultation with Skillage Nimbus. You can also call +61 8 9131 6011.
Frequently Asked Questions
1. Can an employer lodge a job check while accreditation is still pending?
No. The employer must have approved accreditation before lodging a job check. The worker’s AEWV application follows after the job check is approved.
2. How long does initial AEWV accreditation last?
Initial accreditation lasts 12 months. Check the current INZ renewal requirements and plan ahead to avoid a lapse.
3. Can an employer pass accreditation or recruitment costs to a worker?
No. Employers must not pass these costs to the worker. Confirm current INZ requirements before arranging recruitment or payment.
4. Who should be the Work and Income contact person?
The contact person should be a business decision-maker, not the immigration adviser managing the application.
5. How long can an AEWV holder work outside the approved location?
An AEWV holder may work outside the approved location for up to 30 working days in a 12-month period. If the work will exceed that limit, a new job check and an approved Job Change are required before the worker starts at the new location.
6. Do skill level 3 AEWV workers need to meet English requirements?
The English requirement was extended to skill level 3 AEWV applications from 1 June 2026. Some exemptions apply, depending on the application and circumstances. Check the current INZ rules before relying on an exemption.