First, the status matters
On 11 October 2026, New Zealand First announced a proposal to abolish the Accredited Employer Work Visa (AEWV) and replace it with a shortage-led “Skilled Work Visa”.
This is an opposition-party policy proposal made during election campaigning. It is not law. Nothing has changed for current AEWV holders or applicants because of the announcement. Detailed rules and timing have not been published.
The proposal was reported by RNZ on 11 October 2026. It is not a change announced by Immigration New Zealand (INZ).
Proposal disclaimer: This article describes an announced political proposal, not a change to New Zealand immigration law. The detail and timing are unconfirmed. The proposal summary is based on the party’s announcement as reported by RNZ. Verify current visa requirements and any changes directly on immigration.govt.nz before making a visa, employment or recruitment decision.
How the AEWV works today
The AEWV is New Zealand’s main temporary work visa for people hired by accredited employers. It follows a three-step process:
- Employer accreditation: The employer applies to INZ for accreditation.
- Job Check: The accredited employer seeks approval for the role. Depending on the job, this can involve advertising and engaging with Work and Income.
- Worker’s visa application: Once the Job Check is approved, the worker can apply for an AEWV.
The specific steps and evidence depend on the role and circumstances. See INZ’s AEWV employer and Job Check information.
An AEWV is generally tied to the conditions on the worker’s visa. These can specify the employer, job and work location. A worker who wants to change those conditions may need an approved Job Change or variation. Check the individual visa conditions and INZ’s guidance on changing work visa conditions before changing jobs or locations.
What the proposal could change
New Zealand First has described a model that would focus work visa access on evidenced shortages tied to a particular occupation and region. In principle, that would shift the focus away from the current employer accreditation model and toward whether the shortage is genuine and where it exists.
The party has also announced policy intentions to focus access on genuine shortages, require meaningful recruitment of New Zealand workers, introduce a wage floor, and strengthen enforcement and transparency.
But the public announcement does not provide a full visa design. It does not set out how shortages would be measured, how regional or occupation limits would work, or what transition arrangements might apply to current visa holders and pending applications. It also does not confirm a start date.
The proposal is described as moving away from visas tied to a specific employer. However, the published information does not explain exactly how a future visa would work in practice, or whether it would be entirely independent of an employer. That detail remains unconfirmed.
What has not changed today
The announcement does not replace the AEWV system. For now:
- Employers must continue to meet current accreditation requirements.
- Employers must complete a Job Check where one is required.
- Workers must follow the conditions on their current visa.
- Applicants must meet the requirements that apply to their application.
- Current AEWV holders do not gain new work rights because of the proposal.
A policy proposal does not give a worker permission to change employers, jobs or locations. If your circumstances change, check your visa conditions and get advice before acting.
For employers: keep meeting current accreditation, Job Check and employment obligations.
For workers: do not resign, change employers or delay a visa step based only on a proposal that has not become law.
Recent AEWV rules that are in effect
The proposal is separate from AEWV requirements already in force.
Work outside the approved location
Workplace location requirements took effect on 30 September 2026. Under INZ’s current guidance, an employer must specify the location or region where the work will be based in the Job Check application. If a role regularly requires work across multiple locations, each location must be included in the Job Check, with evidence that the job was advertised in those locations.
An AEWV worker may be temporarily sent outside the location approved in the Job Check for up to six weeks, described as 30 working days, in a 12-month period. Beyond that limit, the employer must complete a new Job Check, and the worker must have an approved Job Change before starting work at the new location. INZ may also look back over the previous 12 months when checking compliance. Employers should review the latest INZ Job Check location guidance before assigning work outside an approved location.
English requirement for skill level 3 roles
INZ says the minimum English-language requirement was extended to AEWV applications for ANZSCO or National Occupation List skill level 3 roles from 1 June 2026. Some transitional arrangements and exemptions apply. INZ says current visas are not affected retrospectively while valid.
Check the official English-language requirement update and the applicant’s circumstances.
How it compares with Australia’s Skills in Demand visa
Australia’s Skills in Demand visa (subclass 482) is also employer-sponsored. Applicants must be nominated for a skilled position by an approved sponsor and meet the applicable visa criteria. See the Department of Home Affairs’ subclass 482 information.
So, Australia’s system remains employer-nomination based. The proposed New Zealand model is described as linking access more directly to occupation, region and demonstrated shortages. Its final design is not known.
Neither system guarantees a visa or residence outcome. Eligibility depends on the person, the job and the rules in force.
Practical next steps
If you employ AEWV holders: continue meeting current obligations. Check accreditation, Job Check details, location conditions and each worker’s visa conditions. Do not change recruitment processes in anticipation of an unlegislated proposal.
If you hold an AEWV or are applying: follow the requirements that apply to your case. Do not make employment or visa decisions based only on campaign announcements. Check current information directly with INZ.
If you are comparing New Zealand and Australia: check the rules for both countries before committing to a pathway. Skillage Nimbus assists with New Zealand immigration matters through its Licensed Immigration Adviser credential, IAA 202503676. The founder also holds Australian Registered Migration Agent credential MARN 2217972.
General information disclaimer: This article provides general information only. It is not immigration advice for your specific situation. Immigration rules and policy proposals can change without notice, and outcomes depend on individual circumstances. No visa outcome is guaranteed. Verify current requirements with Immigration New Zealand or the Department of Home Affairs, or seek advice from a licensed professional.
Skillage Nimbus can also discuss Australian migration options, including South Australia skilled migration. State nomination settings and the State Nomination Occupation List can change. Ask us about pathways such as SA 190 nomination, SA 491, the subclass 190 visa, the subclass 491 visa and the skilled work regional visa 491. Eligibility depends on individual circumstances. See our migration services or Adelaide migration agent service.
Whether you are looking for a migration agent Adelaide, a migration agent Australia-wide or an immigration lawyer Adelaide, get advice based on your specific situation.
Need help with your options? Call Skillage Nimbus on +61 8 9131 6011 or contact our migration team.
Learn More
A consultation can help you understand the rules that apply to your circumstances and identify practical next steps. No visa outcome is guaranteed.
Book a consultation with Skillage Nimbus — or call +61 8 9131 6011 to speak with our team.
Frequently Asked Questions
Has New Zealand First replaced the AEWV?
No. New Zealand First announced a policy proposal on 11 October 2026. It is not law, and the AEWV remains the current work visa system.
Will current AEWV holders lose their visas?
The proposal itself does not change any current visa. Holders should continue to follow their visa conditions and check official INZ updates.
Can an AEWV holder change employers now?
Possibly, but the worker must follow their visa conditions. A Job Change or variation may be required, and the new employer and role must meet applicable requirements. Check with INZ before changing jobs.
What would the proposed Skilled Work Visa require?
The proposal is described as focusing on evidenced shortages linked to occupation and region. Detailed eligibility criteria, evidence requirements and transition arrangements have not been published.
What is the 30-working-day location rule for AEWV holders?
Workplace location requirements took effect on 30 September 2026. An AEWV worker may work outside the approved location for up to six weeks (30 working days) in a 12-month period. Beyond that limit, the employer must complete a new Job Check and the worker must have an approved Job Change before starting work at the new location. INZ may also look back over the previous 12 months when checking compliance. Employers should review INZ's Job Check location guidance directly before assigning work outside an approved location.
Does Australia’s Skills in Demand visa work the same way?
No. Australia’s subclass 482 is employer-sponsored and requires nomination for a skilled position by an approved sponsor. The proposed New Zealand approach is described differently, but its final design is not known.
General information disclaimer
This article provides general information only. It is not immigration or legal advice and does not assess individual eligibility. Immigration rules can change, and outcomes depend on personal circumstances. Verify current requirements on Immigration New Zealand’s official website or seek advice from a suitably licensed professional.