Published: 17 December 2024 | Reading Time: 3 minutes In a landmark move set to reshape New Zealand’s immigration landscape, the new government has announced sweeping changes to visa rules starting January 2025. These updates aim to tackle persistent challenges, simplify processes, and open doors for both skilled migrants and employers. From scrapping the median wage requirement to introducing family-friendly income thresholds and creating dedicated pathways for seasonal workers, these reforms promise a brighter future for businesses and families alike. Whether you’re an aspiring migrant or a local employer, these changes could redefine your opportunities. What’s Changing? A Snapshot of the Key Updates 1. Median Wage Requirement Removed: Goodbye to the median wage benchmark! From 2025, Accredited Employer Work Visa (AEWV) applicants will need to meet only the minimum wage . This change creates a fairer, more inclusive system that makes it easier for businesses to hire the talent they need. 2. Family-Friendly Earning Thresholds: Want to bring your kids to New Zealand? AEWV holders will now need an annual income of NZD $55,844 to sponsor dependent children. This ensures family stability while helping migrants reunite with loved ones. 3. Reduced Work Experience Requirements: AEWV applicants will require just 2 years of work experience instead of 3, opening doors for skilled workers and helping employers overcome recruitment challenges. 4. Dedicated Seasonal Worker Pathways: Industries like agriculture and horticulture can rejoice! Two new visa pathways for seasonal workers will roll out in late 2025, helping these sectors bridge critical labour gaps. 5. Longer Visas for Low-Skilled Jobs: Roles classified under ANZSCO skill levels 4 or 5 will now qualify for 3-year AEWVs. This change aligns visa duration with the allowable stay period, giving workers and employers greater stability. 6. Simplified MSD Engagement for Employers: The 21-day waiting period for employers to engage with the Ministry of Social Development (MSD) will be a thing of the past. A new, declaration-based system will save time and streamline hiring. 7. Extended Interim Work Rights: From April 2025, AEWV applicants (including some on student or work visas) will gain interim work rights while their applications are being processed. This means less downtime and uncertainty for all. 8. Removal of Employment Modules: Starting 27 January 2025, employers won’t need to complete Employment New Zealand’s online modules. Instead, Immigration New Zealand (INZ) will integrate these resources into the process to reduce red tape. 9. Support for the Construction Sector: To meet growing demand, the domestic workforce threshold for certain construction roles will drop from 35% to 15%, allowing businesses to recruit overseas talent more effectively. Additional Enhancements to Look Forward To Improved Job Check Process:  Low-risk employers can expect faster approvals and a smoother experience. Enhanced Resources:  INZ will provide better tools to guide employers through every step of hiring. Why These Changes Matter For migrants , these updates mean fewer barriers, greater job opportunities, and better chances to bring your family along. For employers , expect quicker processing times, simpler compliance requirements, and access to a larger talent pool to meet business demands. These reforms reflect New Zealand’s commitment to attracting skilled workers, supporting industries, and fostering growth. Timeline of Changes January 2025: Removing the requirements for completion of Employment New Zealand online modules Reduction of domestic workforce thresholds for certain construction roles. March 2025: Removing the median wage requirement New earning threshold to bring dependent children over Reducing the experience requirement for migrants from 3 years to 2 years Increasing the visa duration for ANZSCO Level 4 or 5 AEWV holders to 3 years Amending the Work and Income engagement requirement April 2025: Greater work rights for those on interim visas Mid-2025: Redesigned Job Check process for faster and more efficient approvals. November 2025: Introducing new pathways for experienced seasonal worker How I Can Help Navigating immigration changes can be complex, but you don’t have to do it alone. As a licensed immigration adviser, I’m here to guide you through these updates and ensure your migration or hiring process is as seamless as possible. Have questions about how these reforms could impact you? Let’s chat and make 2025 your year of opportunities! Feel free to contact me at audrey@abeona.co.nz —I’ll gladly help guide you through the process.

When applying for an Accredited Employer Work Visa (AEWV), meeting the skill requirements is essential for a successful application. There are two main sets of skill requirements that applicants must meet: The minimum skill threshold set by Immigration New Zealand (INZ) The skill requirements specified by the employer in the job advertisement and job check. That being said, there are several exceptions  that could exempt applicants from needing to submit extensive evidence of their qualifications or work experience. Let’s explore these exceptions under WA4.10.5 (suitably qualified assessment) and WA4.10.6 (minimum skill threshold) . Exemptions Under WA4.10.5 – Suitably Qualified 1. Green List Occupation Circumstance : If the job is on the Green List and the applicant meets the current Green List requirements (as outlined in Appendix 13), no additional skills evidence is required. 2. Previous Assessment Circumstance : If you have been previously assessed by an immigration officer and accepted as meeting the qualifications, work experience, or skills required for the job, you are not required to provide new evidence. 3. Occupational Registration Circumstance : If you hold full or provisional occupational registration for the role, and the specifications required for that registration were used to assess your skills, you will not need additional evidence. 4. Dairy Cattle Farm Workers (Temporary Exemption) Circumstance : If you apply for a Dairy Cattle Farm Worker role (ANZSCO code 841512) between 7 April 2024 and 2 August 2024, and are in New Zealand on 2 August 2024, you are exempt from showing skills evidence due to animal welfare protections during the 2024 calving season. Exemptions Under WA4.10.6 – Minimum Skill Threshold 1. Green List Occupation Circumstance : As with WA4.10.5 (b)(ii), if your occupation is on the Green List If the job is on the Green List and you meet the Green List requirements (Appendix 13), no further evidence of skills is required. 2. High Remuneration Circumstance : If your offered salary is double the median wage or higher, you do not need to provide further evidence of skills. The high pay level acts as a substitute for the usual skill evidence. 3. Previous Assessment Circumstance : As with WA4.10.5 (c)(i), if you have already been assessed and accepted as meeting the minimum skill threshold in a prior application, no new skills evidence is needed. 4. Occupational Registration Circumstance : If you have full or provisional occupational registration, where the specifications required for registration were used to assess your skills, you are exempt from submitting additional skills evidence. 5. Dairy Cattle Farm Workers (Temporary Exemption) Circumstance : Similar to WA4.10.5, if you are applying for a Dairy Cattle Farm Worker role (ANZSCO code 841512) within the specified dates and are in New Zealand on 2 August 2024, you do not need to submit skills evidence due to the exemption related to the calving season. 6. Sector Agreements and Exemptions Circumstance : If your occupation is listed in Appendix 14 and you are applying under specific sector agreements or exemptions, you may not need to provide skill evidence. Examples : Capped Meat Processing Sector Agreement : Applications submitted by 31 August 2025. Capped Seafood Processing Sector Agreement : Applications submitted by 31 October 2025. Tourism and Hospitality Wage Exemption : Applicants with a valid Accredited Employer work visa under this exemption expiring by 31 March 2025, applying for a further visa for the same role. Care Workforce Sector Agreement : If you were granted an Accredited Employer work visa between 4 July 2022 and 23 November 2023 for a role paying at least $26.16 per hour, and you’re applying for a further one-year visa. Conclusion While skill requirements are a key part of the Accredited Employer Work Visa (AEWV) application process, several exemptions allow applicants to bypass the usual documentation. These include Green List occupations, previous assessments, occupational registration, and specific sector agreements. Additionally, high-paying roles or those falling under temporary exemptions, like dairy cattle farm worker roles, also provide relief from the standard skill evidence requirements. Understanding these exemptions can make the application process smoother, especially if you fall into one of the exempt categories. If you're unsure whether you qualify for an exemption, please reach out to me at audrey@abeona.co.nz .

Published: 4 December 2024 | Reading Time: 4 minutes When applying for an Accredited Employer Work Visa (AEWV), meeting the skill requirements is essential. There are two key sets of requirements to consider: the minimum skill threshold set by Immigration New Zealand (INZ), and the skill requirements determined by the employer, which are outlined in the job advertisement and job check. In some cases, applicants can meet these requirements through their qualification. However, when the applicant's qualification is below NZQF Level 4 or irrelevant to the job, or if the applicant lacks formal qualifications altogether, the only way to meet the skill requirements is by providing evidence of relevant work experience. Thorough and well-documented work experience is essential to demonstrate that you meet the necessary skills for the role. Note: In some limited situations, applicants may not need to provide evidence of their skills if they meet other criteria that satisfy INZ's requirements. Here is why this matters and how you can ensure your documentation is both robust to maximise your chances of approval: Why Proper Documentation Matters Verifying Skills and Experience INZ independently assesses your qualifications and work experience to ensure you meet the skill requirements set by your employer in the Job Check but also the minimum skill threshold which is separate. Providing third-party evidence is vital to substantiate your claims. Avoiding Discrepancies Inconsistencies or falsified information in your CV, reference letters, or supporting documents can harm your credibility, leading to application decline and complications with future visa applications in New Zealand but also in other countries. Meeting INZ’s High Standards INZ requires comprehensive documentation that clearly demonstrates your skills and experience for the role you have been offered. Missing or inadequate evidence can result in delays or even decline of your application. It is your responsibility to demonstrate that you possess the skills required for the job being offered. What Immigration New Zealand Expects When providing evidence of your work experience, ensure your documentation includes the following: Job Details:  Your title, key responsibilities, and specific tasks performed. Employment Dates:  Start and end dates for each role. Work Hours:  The average number of hours worked per week. Location:  Where the work was performed. Employer Verification:  Contact details of your employer(s) and/or manager for verification. Relevance:  How your experience aligns with the job you have been offered in New Zealand. Important:  These documents must be on official company letterhead and signed by an authorised person. Note:  A CV alone is not considered sufficient evidence of work experience. Best Practices for Documenting Work Experience To support your AEWV application, collect as much verifiable documentation as possible. Employer Documents Reference Letters: Letters from previous employers detailing your role, duties, and duration of employment. Ensure letters include your role, responsibilities, duration (with exact dates), and employer contact details. Job Contracts or Agreements:   Signed contracts outlining your role, responsibilities, and employment terms. Performance Reviews/Appraisals:   Past performance evaluations showcasing your skills, contributions, and professional growth. Payslips and Tax Filings:   Provide a selection of payslips with corresponding tax documents or bank statements to verify your employment and income. If You Worked Overseas, Work Permits or Visas:   Previous permits or visas demonstrating lawful employment in these roles. Additional Supporting Evidence Work Schedules/Rosters:  Copies of rosters or schedules to corroborate your time on the job. Photos/Videos of Work:  Visual evidence of you performing job-related tasks, especially for specialised or hands-on roles (e.g., design, architecture, construction, culinary arts). Project Documentation:  Reports, plans, or records of projects or tasks you worked on, demonstrating your responsibilities. Client or Customer Feedback:  Testimonials or feedback from clients highlighting your performance and skills in customer-facing roles. Promotions or Recognitions: Internal newsletters, promotion notices, or similar materials recognising your contributions. Training Certificates:  Certificates from relevant training programs, professional development, or on-the-job training. Employment ID or Badges: Employee identification cards or other official documentation proving your association with previous employers. Country-Specific Documentation For workers from the Philippines, include relevant documentation from the nearest Consulate or POLO (Philippine Overseas Labour Office). Common Mistakes to Avoid Lying or Exaggerating Your Claims Misrepresentation of your work experience or skills can have severe consequences. INZ conducts thorough checks, including contacting employers, verifying tax records, reviewing bank statements provided as part of your application If inconsistencies are found—such as inflated job titles, fabricated responsibilities, or falsified employer's reference letter or bank statement—your visa application may be declined. Worse, being caught in a lie will affect your credibility for future visa applications and harm your reputation with potential employers. Overlooking Key Details Every document you submit must be accurate, complete, and aligned with your CV and application. Double-check: Dates : Ensure all employment dates match across reference letters, payslips, and tax records. Responsibilities : Clearly describe your duties and ensure they are consistent with the skills required for the job. Employer Contact Information : Include up-to-date contact details for your referees, as INZ may reach out to verify your claims. Missing or inconsistent details can raise doubts about your credibility and result in processing delays or visa denial. Relying Solely on Employer’s Reference Letters While reference letters are important, they alone may not satisfy INZ’s requirements. INZ requires robust, third-party evidence to substantiate your skills and experience. Strengthen your application by including as many relevant evidence as possible. Failing to provide diverse evidence may result in your application being deemed insufficient, even if your employer's letter is favorable. By avoiding these costly mistakes and providing detailed, verifiable evidence, you can greatly improve your chances of a successful application and a smooth pathway to your future in New Zealand. Final Thoughts Providing detailed, third-party evidence of your work experience strengthens your AEWV application and protects your future visa prospects. Working closely with a Licensed Immigration Adviser can help ensure that your documents are thorough, consistent, and fully compliant with INZ’s expectations. By investing time and effort into preparing the right evidence, you will simplify the application process and significantly improve your chances of success. If you need assistance with preparing a strong and credible application, feel free to contact me at audrey@abeona.co.nz —I’ll gladly help guide you through the process.

Published: 7 October 2024 | Reading Time: 4 minutes If you are a migrant worker on an Accredited Employer Work Visa (AEWV), changes in your employer’s circumstances—such as a business sale or restructure—can lead to uncertainty. For Accredited Employer, understanding how these transitions affect their accreditation is also crucial. With recent updates to immigration rules, it is more important than ever to stay informed and ensure compliance. This article will guide you through two common scenarios: 1.      Redundancy Due to the Sale of a Business 2.      Transfer of AEWV holders to a New Employer After a Sale Scenario 1: Redundancy Due to the Sale of a Business When a business is sold, the new owner may choose not to retain the existing migrant staff. In this case, migrant workers on an AEWV could face redundancy. What Happens to the AEWV Holder? If your role is made redundant because of the sale of the business, it is essential to be proactive and to act quickly to maintain your immigration status. Notify Immigration New Zealand (INZ) : As soon as you are made redundant, you must inform INZ. Failure to notify them promptly could lead to complications with your visa status. Explore New Visa Options : Depending on your situation, you may be eligible for: A Visitor Visa  to give you more time to find another job. A Job Change/Variation of Conditions  if you secure a position with another accredited employer but for the same role and in the same location. A New Accredited Employer Work Visa  if you secure a position with another accredited employer with a different job title and/or in a different location. Plan Your Departure if Necessary : If you cannot find new employment or obtain a new visa in a reasonable time, you may need to leave New Zealand. What Can Employers Do to Support Their Workers? For employers selling their business, it is crucial to manage redundancy with care and empathy: Clear Communication : Notify affected employees as soon as possible and advise them to contact INZ immediately to discuss their visa options. Maintain Compliance : Promptly notify INZ of the redundancies. Provide Support : While you cannot continue employing them, offering references, sharing job opportunities, or connecting workers with support services (such as Immigration Lawyers, Licensed Immigration Advisers or Community Law Centres) can help employees to remain lawfully in the country and plan the next steps. Scenario 2: Retaining AEWV holders In some cases, the new owner may wish to retain existing employees. This is possible, but it requires following specific steps to ensure all immigration laws are being followed. What Happens for the New Employer? If the new employer intends to hire the existing employees, they must meet certain requirements: Apply for Employer Accreditation : If the business structure and/or the New Zealand Business Number (NZBN) changes, the new employer must apply for accreditation with INZ to be able to hire migrant workers. The new employer must meet all the mandatory accreditation requirements, including demonstrating financial stability and ability to sustain their migrant workers employment. Update the Employee’s Work Visa : INZ require all AEWV holders who remain in the same role/location but with a new employer (due to business sale or restructure) to apply for a Job Change/Variation of Conditions: From 6 November 2024, if the role and location remain unchanged, the migrant worker can apply directly for a  Job Change/Variation of Conditions  to update their visa with the new employer’s details, without the employer needing to apply for a Job Check first. INZ can now approve a job change before the new employer's accreditation application is fully processed, helping to reduce delays and ensure the worker's employment continues during the accreditation process. If the role or location changes, the new employer will need to apply for a Job Check  before the AEWV holder can apply for a Job Change / Variation of Conditions  to update their visa. Quota and High-Volume Accreditation: It is important to note that AEWV holders transferring to a new employer will count within the new employer’s AEWV quota. If the new employer expects to need more than five AEWV workers, they must apply for high-volume accreditation  before employees can submit a Job Change application. Conclusion: By acting quickly and working together, both employers and migrant employees can minimise disruption to business operations and the employee’s employment during the transition. If you need guidance on navigating these changes, do not hesitate to get in touch with me at audrey@abeona.co.nz  for tailored advice.

Published: 25 October 2024 | Reading Time: 2 minutes Great news for migrant families in New Zealand! Starting 2 December 2024 , partners of various work visa holders will regain open work rights. This significant update means that partners will be able to work for any employer across the country, providing much-needed flexibility and opportunity. Why This Change Matters Open work rights are a big step forward from the current rules, which often restrict partners to specific jobs with accredited employers. With these new rights, partners will have more job options, allowing them to better support their families and communities. Who Will Benefit? From 2 December 2024 , the following groups will be eligible for open work rights: Partners of Accredited Employer Work Visa (AEWV) Holders : Those working in roles classified as ANZSCO Level 1-3 and earning at least NZD $25.29 per hour  (80% of the standard median wage). Partners of AEWV holders who were already supporting a partner for a work visa on 26 June 2024  and earning at least $25.29 per hour . Partners of AEWV Holders in ANZSCO Level 4-5 Roles : If they earn: At least $47.41 per hour  (150% of the standard median wage), or At least $31.61 per hour  in a role on the Green List, meeting the relevant requirements, or At least $25.29 per hour  in roles specified in the Transport or Care Sector Agreements (whichever is higher). Next Steps for Applicants If you currently hold a partnership-based work visa with conditions, and your partner qualifies under the new rules, you can apply for a variation of your visa conditions to gain open work rights starting 2 December 2024 . Additionally, if your partner is overseas and the new conditions make moving to New Zealand appealing, now is a great time to discuss starting a partnership-based visa. How We Can Help Navigating immigration processes can be complex, but you don’t have to do it alone. As a licensed immigration adviser, I can assist you in understanding your eligibility, preparing applications, and ensuring you make the most of these new opportunities.

Published: 3 October 2024 | Reading Time: 2 minutes The 2023 Census data is out, and it’s time to dive into what it means for Aotearoa! To make sense of all the numbers, let’s imagine our country as a village of just 100 people. This perspective helps us visualise our diverse population and their lifestyles in a relatable way. Key Insights from the Census Population Growth and Gender Breakdown As of 2023, our "village" has a population of 4,993,923 , up from 4,699,755  in 2018—a solid 6.3% increase . In our village of 100: 49  are male 50  are female 1  identifies as a different gender This snapshot shows the growing recognition of gender diversity in Aotearoa. Age Distribution Understanding age demographics is crucial for planning services. Here’s how our village breaks down: 19  are under 15 19  are aged 15-29 45  are between 30-64 17  are 65 or older The median age is 38.1 , highlighting a mature population with unique needs. Cultural Diversity Aotearoa is a melting pot! In our village: 71  were born here 29  were born overseas, including: 12  from Asia 5  from the UK and Ireland 4  from the Pacific Islands Language diversity is also rich, with 95  speaking English, while others use Māori, Samoan, and Hindi, adding to our cultural tapestry. Ethnic Representation The ethnic breakdown is equally revealing: 68  identify as European 18  as Māori 17  as Asian 9  as Pacific peoples This diversity strengthens our community and invites greater understanding among us all. Education and Employment Looking at education and employment gives us insight into our workforce. Among those aged 15 and over: 12  have no qualifications 26  have basic qualifications (Levels 1-3) 12  hold bachelor’s degrees or higher In terms of work status, in our village of 100: 42  are employed full-time 11  part-time 2  are unemployed These stats show where we can focus on upskilling and job creation. Home Ownership and Income Home ownership is a key issue: 38  own or partly own their homes 37  do not own their homes The median annual income for those aged 15 and over is $41,500 , with a chunk earning below $30,000 . This indicates ongoing challenges with affordability. Read more about what makes Aotearoa so unique, by visiting this page: https://www.stats.govt.nz/infographics/aotearoa-new-zealand-as-a-village-of-100-people/

Published: 3 October 2024 | Reading Time: 2 minutes New Visa Charges Effective 1 October 2024 As of 1 October 2024 , new visa charges are now in place, including updated fees and levies. These changes aim to keep our immigration system efficient and self-sustaining. The government announced these increases on 9 August 2024  to help maintain the integrity and functionality of immigration services in New Zealand. Key Changes: International Visitor Conservation and Tourism Levy (IVL) : The IVL fee has increased from NZD $35.00  to NZD $100.00  for most international visitors applying for visas or the NZeTA (New Zealand Electronic Travel Authority). Visa Fees : A comprehensive table detailing the new fees and levies is now available. This table is a general guide, and you can find specific amounts by using the “fees, decision times, and where to apply” tool on the Immigration New Zealand website. Who is Affected? Most international visitors will need to pay these updated charges, particularly those applying for: Visitor visas (excluding partner and dependent categories) NZeTAs Student visas (excluding dependent child category) Working Holiday and Work Exchange schemes Specific Purpose Work visas Support for Pacific Countries New Zealand is committed to supporting its Pacific neighbours, so subsidised visa fees will continue for applicants from Pacific countries. English Language Support New policies will require those using the immigration system to fund 80%  of the costs for English for speakers of other languages (ESOL) programmes in schools, while the government will cover the remaining 20% . Stay Updated For more detailed information about these changes, including the exact fees and levies that apply to your situation, check out the Immigration fee and levy table effective from 1 October 2024 . If you have any questions or need assistance, feel free to reach out through our contact page.