New Zealand employers and migrants are increasingly frustrated by the hurdles involved in the Accredited Employer Work Visa (AEWV) process. Many employers feel that Immigration New Zealand (INZ) has made renewing or securing business accreditation more challenging than ever. This growing dissatisfaction has pushed many New Zealand employers to forgo renewing their employers accreditation, creating a ripple effect that significantly impacts migrants hoping to work on AEWV in countries job market.
For migrants, the situation is alarming. Without accreditation, employers cannot hire migrants using AEWVs, leaving countless individuals and, in many cases, their families uncertain about their future in New Zealand. Migrants who had planned to join workplaces under this program are now confronted with limited opportunities as the list of accredited employers dwindles.
INZ Compliance Checks Keep Employers Under Scrutiny
To ensure that accredited employers meet their obligations, INZ conducts compliance checks on a proportion of employers on a regular basis.
During these checks, INZ requests employers to submit detailed information regarding their previously made commitments. Employers failure to provide the required information could lead to the suspension of accreditation. Once the details are reviewed, INZ evaluates whether further action is necessary.
For minor issues, employers may receive guidance on how to improve their compliance. However, severe breaches carry serious consequences. These include loss of accreditation, enforced stand-down periods, fines, infringement notices, legal proceedings, or, in extreme cases, a permanent ban from supporting work visas for migrant workers.
Understanding AEWV Employer Obligations
Given the potential consequences, employers employing migrants need to understand their obligations fully. To maintain accreditation, employers must fulfil all commitments outlined in their initial application. This includes complying with New Zealand employment laws, workplace standards, and the Immigration Act 2009.
Employers must inform INZ of any significant organisational changes, such as structural changes or when a migrant employee leaves the job. Crucially, neither employers nor key individuals within their business may engage in actions such as employing migrants without valid visas, providing false information to INZ, or being involved in immigration breaches through other businesses. Additional prohibitions include being banned from serving as a company director or falling under a stand-down period due to past legal violations.
Why Employers Should Prioritise Accreditation
The AEWV category is critical in New Zealand’s efforts to address skill shortages by allowing employers to recruit migrant workers. However, as scrutiny from INZ intensifies and accreditation requirements become stricter, the process has left many employers and migrants anxious.
For New Zealand businesses to maintain their accreditation, it is imperative to remain well-informed and ensure full compliance with all requirements set forth by INZ. Failure to meet these obligations not only jeopardises an employer's capacity to hire migrant workers but also disrupts the aspirations and livelihoods of individuals seeking to contribute meaningfully to New Zealand’s workforce.
Considering the perspectives of the New Zealand government and INZ, businesses need to align with the required standards to safeguard their operations and employees from potential challenges. Should you require any assistance or guidance, please do not hesitate to contact Immigration Advisers New Zealand Ltd at contact@nzimmigration.info. We are here to support you.
