Accredited Employer Work Visa (AEWV)

At a glance

The Accredited Employer Work Visa (AEWV) is the primary temporary work visa for non‑New Zealand workers who secure a job offer from an employer accredited under immigration instructions. The visa is governed by the Accredited Employer Instructions in section WA of the Immigration New Zealand Operational Manual. [WA]

Under WA4.1, an AEWV holder's minimum guaranteed remuneration determines their ability to support temporary visas for partners and dependent children (refer WA4.10.15, U8.20, WF3.1, V3.10), unless stated otherwise. [WA4.1] A person granted a visa under these instructions may be eligible for either a regular AEWV (using a regular AEWV job token) or, if the offered employment is in an occupation on the list of seasonal occupations (Appendix 19) and specific requirements are met, a Global Workforce Seasonal Visa or Peak Seasonal Visa (using the corresponding job token). [WA4.1]

The grant of an AEWV involves three sequential steps: employer accreditation, a Job Check, and the individual work visa application. [WA1.5]

The Accredited Employer instructions have the following objectives: [WA1]

• incentivising employers to employ more New Zealanders to respond to skill and labour shortages over time;
• ensuring that employers only recruit non-New Zealand citizen or residents for genuine shortages, while not displacing New Zealanders from employment opportunities or hindering improvements to wages or working conditions;
• reducing risks around business models and practices that might enable migrant exploitation;
• ensuring that employers are compliant with specific employment, immigration and business standards.

These instructions are effective from 08/12/2025. [WA1]

The Accredited Employer instructions provide for two work visa pathways: [WA1.10]

• a regular AEWV; or
• a seasonal AEWV, which may be either a Global Workforce Seasonal Visa or a Peak Seasonal Visa.

How to apply

Under the Accredited Employer instructions, the process has three steps: [WA1.5]

1. Employer accreditation: the employer must be granted employer accreditation (WA2). [WA1.5]
2. Job Check: the accredited employer must have a Job Check approved by INZ for any vacancy the employer needs to fill with a non‑New Zealand citizen or resident worker (WA3). [WA1.5]
3. Work visa: the non‑New Zealand citizen or resident worker is granted an AEWV to fill the vacancy for the accredited employer, provided the requirements at WA4 are met. [WA1.5][WA4]

Despite step 2, an application from an AEWV holder for a further AEWV does not require the employer to have obtained a further Job Check approval, provided the applicant submitted the application for their current AEWV on or before 9 March 2025, they are applying for a visa to continue working in the same role with the same employer, and the application meets the requirements at WA4.10.20. [WA1.5]

Making the work visa application

An Accredited Employer work visa application must be submitted using the approved online form on the INZ website. [WA4.5] Applicants must provide evidence that they meet the AEWV instructions, including: [WA4.5]

• a copy of the employment agreement; [WA4.5]
• a copy of the signed offer of employment; [WA4.5]
• a job token from the accredited employer, which must correspond to a job approved through a Job Check and must meet the requirements for job token validity; [WA4.5]
• where the application is for a Peak Seasonal Visa based on an offer of employment for more than three months, evidence of acceptable medical insurance covering the employment period. [WA4.5]

The signed offer of employment does not have to be a separate document from the employment agreement, provided it is signed by the applicant and employer and includes all information required. [WA4.5]

The application must use a job token that was granted under the same AEWV pathway (regular AEWV, Global Workforce Seasonal Visa, or Peak Seasonal Visa) as the visa being applied for. [WA4.5]

Eligibility criteria

Eligibility is determined by the WA instructions. In general, the applicant must have an offer of full‑time employment from an accredited employer, meet health and character requirements, and satisfy any occupation‑specific qualifications or registration requirements. [WA]

Interpretation & edge cases

Because this page represents the overarching WA framework, interpretation points and edge cases are addressed in the specific sub‑instructions under WA. Advisers should consult the applicable instruction for the stage of the process (accreditation, job check, or migrant assessment). [WA]

Employer accreditation (WA2)

Employer accreditation is a mandatory pre-condition for an employer seeking to support a work visa under the Accredited Employer instructions. The accreditation framework is set out at WA2. [WA2]

Under WA2.1, there are two types of employer accreditation: Standard Accreditation and High Volume Accreditation. [WA2.1] All employers must meet the generic requirements for employer accreditation set out at WA2.10 and the requirements for subsequent accreditation set out at WA2.30. These include requirements for the employer as an entity, as well as for key people. The following key definitions (WA2.60) apply:

• Accredited employer means a New Zealand employer who has had an employer accreditation application or interim accreditation approved by INZ under these instructions, and that accreditation has not expired and has not been revoked. [WA2.60.1]
• Direct employer is the employer named on the employment agreement and is the legal entity or legal persons that comprise the accredited employer organisation (including, but not limited to, an incorporated company or society, partners in a partnership, a sole trader, or trustees in a trust). The direct employer is responsible for, but does not necessarily carry out, payment of salaries, PAYE, determining hours, and conditions of employment. [WA2.60.5]
• Key person is defined as: (a) in a company, any person occupying a director position regardless of title; (b) in a partnership, any partner; (c) in a sole trader, the sole trader; (d) in a trust, any trustee; (e) in a crown entity (including schools), the CEO or principal; (f) in a tertiary education facility, a vice-chancellor or CEO; (g) in a body corporate or unincorporated body (other than company, partnership, limited partnership), any person with a comparable position to a director; (h) any other person occupying a position (including unofficial or undeclared) that allows influence over the organisation, where such influence could result in non-compliance with employment or immigration standards. In determining whether a person exercises influence under (h), INZ will consider factors such as whether they provide direction and management, handle finances, file statutory documents, ensure compliance, bind the company to contracts, enforce policies, make hiring decisions, purchase inventory, or profit materially or otherwise from the organisation. [WA2.60.10]
• Triangular employment arrangement is when a direct employer places an employee with a controlling third party that directs or controls the employee's day-to-day work. The employer remains the employer, but the controlling third party exercises, or is entitled to exercise, control similar to that of an employer. This includes labour hire employers, employment agencies sending workers on assignments, secondments, and parent/group/umbrella companies placing employees with subsidiaries. [WA2.60.15]
• Franchisee employer (for accreditation applications submitted before 16 June 2024) is an employer that: (i) was granted accreditation after applying before that date; (ii) purchases the right to use a pre-existing business system mandated by a third party; (iii) is substantially or materially associated with the third party's brand, trademark, advertising, marketing channels, or commercial symbol; and (iv) has the third party controlling certain activities or structures through an agreement, operational guideline, or terms and conditions, such as ongoing financial obligations, payment of fees or profit percentage, restrictions on sourcing/setting-up/running the business, and restricted ability to refuse requests or exit the agreement. Effective 16/06/2024. [WA2.60.20]

Employers who place Accredited Employer work visa holders in triangular employment arrangements (including labour hire employers) must meet the additional requirements at WA2.20 [WA2.20].

Subsequent applications (WA2.30)

When an employer applies for a further accreditation, an immigration officer must assess whether the employer has complied since the previous accreditation with the following: settlement support activities [WA2.10.5]; specific immigration standards as set out at [WA2.10.10(c) to (f)]; business standards as set out at [WA2.10.10(m) to (p)]; if using triangular employment arrangements, requirements at [WA2.20.1(a), WA2.20.5(a) to (g) and WA2.20.10(a) to (e)]; taking reasonable steps to ensure applicants meet qualification and skill requirements [WA2.10.14]; and the requirement to advise INZ of a change in circumstances [WA2.35(a) and (b)]. [WA2.30]

If the employer has not complied, the application must be declined unless the employer has promptly rectified the non-compliance, taken sufficient steps to address the cause, and satisfies INZ it will comply in future. [WA2.30] In determining this, an immigration officer may consider factors including the seriousness and number of non-compliance instances, compliance in previous accreditation periods, and evidence of appropriate preventative measures. [WA2.30]

The onus is on the employer to satisfy INZ. [WA2.30]

Requirements for triangular employment (WA2.20)

An employer who places, or wants to place, AEWV holders in triangular employment arrangements must meet the following additional obligations. In these requirements, "employer" refers to the employer applying for accreditation, not the host organisation where the AEWV holder is placed. [WA2.20]

• Organisation placement restrictions: only place AEWV holders with organisations that have an NZBN (or are a diplomatic mission), are not on the Ministry of Business, Innovation and Employment's (MBIE) non-compliant employer list, have declared that they and their key persons have no relevant immigration or criminal convictions, have no pending cases that would breach those standards, agree to INZ site visits, and agree to provide placement records to the employer. [WA2.20]
• Monitoring plan: implement and maintain a plan to check that the host organisation has effective processes to prevent/address workplace bullying, assess risk, conduct health and safety inductions, understand visa conditions, does not force work inconsistent with the employment agreement or visa, and does not require unsafe working hours. Checks must occur before placement and throughout the placement (at least fortnightly contact for the first two months, then monthly; at least one on-site visit every six months unless risk is low or the site is inaccessible). The employer must provide a direct complaints process for AEWV holders and keep placement records. [WA2.20]
• Issue resolution: have informal and formal disputes/complaints resolution processes. For significant breaches (e.g., risk of harm, forced visa-inconsistent work, unrecorded overtime, recurring issues), the employer must remove the AEWV holder from the host organisation as soon as practicable; re-placement is only allowed after resolution. For moderate issues (e.g., poor workplace culture, bullying), the employer must promptly resolve the issue or remove the worker and not place further AEWV holders until resolved. If an issue affects multiple workers, all must be removed. Evidence requirements include documented processes, investigation records, and communication logs. [WA2.20]
• NZ placement quota: at least 15% of the employer's triangularly placed employees must be New Zealand citizens or residents guaranteed at least 30 paid hours per week, unless the employer places only one employee. [WA2.20]
• Employment history: the employer must have employed staff (not key persons) in New Zealand for the 12 months before the application. An employer may rely on another entity's employment history if at least 66% ownership is shared and both are in the same sector offering the same goods/services. Evidence includes employment records, audited accounts, and ownership proof. [WA2.20]

Requirements for franchisee employers (WA2.25)

An employer who is a franchisee and who applied for accreditation before 16 June 2024 must meet the following requirements: [WA2.25]

• The employer must have been operating (trading or carrying out business) in New Zealand, as a franchisee, for at least 12 months prior to the application being made; and [WA2.25]
• a minimum of 15% of the employer's employees must be New Zealand citizens or residents who are guaranteed at least 30 paid hours per week, unless the employer has no more than one employee. [WA2.25]

An employer may use another legal entity's history of operating as a franchisee to meet the 12‑month requirement if at least 66% of the ownership of the employer and the other entity is the same, and the employer and the other entity are in the same sector and provide the same goods and/or services. [WA2.25]

Evidence of meeting the requirements may include, but is not limited to: [WA2.25]

• certificates of occupancy or lease agreements for business premises or space;
• evidence of bank transactions;
• tax records;
• stock lists/orders;
• evidence of owners of the employer (organisation) and affiliated organisation.

Effective 16/06/2024.

Currency and approval specifications (WA2.45)

Employer accreditation duration depends on whether the employer is being accredited for the first time, whether they use triangular employment arrangements, and whether a previous accreditation lapsed for 12 months or more. [WA2.45]

• 12 months is granted if the employer is being accredited for the first time; or is an employer who places AEWV holders in triangular employment arrangements; or the previous accreditation has lapsed for 12 months or more. [WA2.45]
• 24 months is granted if the employer has previously been granted accreditation, the previous accreditation has not lapsed for 12 months or more, and the employer is not being accredited as a triangular employment employer. [WA2.45]

Despite these durations, an employer who applied for initial accreditation before 4 July 2023 receives an automatic 12-month extension to the accreditation expiry date, before the expiry, without a new application. [WA2.45] Also, employer accreditation granted before 4 July 2022 has an expiry date of 4 July 2023. [WA2.45]

Upgrading accreditation from Standard to High Volume under WA2.5(e) does not change the expiry date of the initial accreditation. [WA2.45]

The accreditation approval will specify the employer's legal name, New Zealand Business Number, the accreditation type (Standard Accreditation, High Volume Accreditation, or High Volume Accreditation – Triangular Employment), the commencement date, and the expiry date. [WA2.45]

Accreditation expires at the beginning of the day after the date specified as the expiry date. [WA2.45]

Interim employer accreditation (WA2.45.1)

An employer who submits a subsequent accreditation application before their current accreditation expires may be granted interim accreditation if they continue to meet the requirements for their current accreditation. [WA2.45] For Standard Accreditation, interim accreditation is only granted if the employer does not have more than 5 jobs associated to them (WA3.35.1). [WA2.45]

Interim accreditation starts when the current accreditation expires and remains valid for three months or until the subsequent application is decided, whichever occurs first. [WA2.45] If not decided, interim accreditation expires at the beginning of the day after its specified expiry date. [WA2.45]

The type of interim accreditation granted is determined by the table at WA2.45.1, based on the current accreditation and the accreditation applied for. In general, an employer holding Standard or High Volume accreditation who applies for a different level may receive an interim accreditation matching the lower of the two, subject to the job limit for Standard Accreditation. Where the interim accreditation granted differs from the accreditation applied for, the employer must adhere to the requirements of the interim accreditation. [WA2.45]

Processing and verification (WA2.35)

Employers must advise INZ within 10 working days of any changes to their key persons or business structure (including changes to the employer's legal entity and NZBN). They must also notify INZ if a regular AEWV or Peak Seasonal Visa holder's employment ends more than a month before their visa expires, or if a Global Workforce Seasonal Visa holder's employment ends more than a month before the end date or period specified in the employment agreement provided with the work visa application. [WA2.35]

Where an accredited employer's business structure changes so that a different legal entity and NZBN employ AEWV holders, that new legal entity must apply for accreditation in its own right. Accreditation cannot be transferred to another legal entity with a separate NZBN, nor acquired by a non-accredited entity amalgamating or merging with an accredited employer. [WA2.35]

As part of assessing an employer accreditation application, INZ may, where necessary, verify information through interviews or site visits, and request evidence from the employer, host organisations in triangular employment arrangements, employees, and other agencies such as WorkSafe, the Labour Inspectorate, the Companies Office, Inland Revenue, or other government bodies. INZ may also consider information supplied by an employee at any time, prior accreditation or Job Check records, and publicly available information about the employer. [WA2.35]

An employer accreditation renewal application may be declined if the employer failed to advise INZ of the required changes within the timeframe. [WA2.35] An accreditation application may be declined if the employer refuses INZ entry to conduct a site visit without reasonable justification, where this results in the immigration officer not being satisfied that the employer meets the accreditation requirements. [WA2.35] An application may also be declined if the employer does not consent to INZ disclosing commercially sensitive or confidential information that INZ considers necessary for the determination of the application. [WA2.35]

Triangular employment verification (WA2.35.1)

For employers using triangular employment arrangements, INZ may directly verify information with the host organisation, including by carrying out site visits. If the host organisation refuses entry without reasonable justification and the immigration officer is not satisfied that the employer meets the requirements, Accredited Employer work visa holders may not be placed with that organisation. [WA2.35]

Verification after accreditation (WA2.50)

INZ may conduct verification activities during the period that Accredited Employer work visa holders are employed by the employer or the employer accreditation period to assess compliance with accreditation requirements, and whether host organisations in triangular employment arrangements meet the requirements at WA2.20.1. [WA2.50]

Where necessary, INZ may conduct a site visit, with permission, to the premises of the employer or host organisation, and request documentation or evidence as part of the verification. [WA2.50]

Suspension and revocation of accreditation (WA2.55)

An immigration officer may suspend an employer's accreditation for up to 3 months at a time, or until there is an outcome of the verification, compliance or investigation activities, whichever occurs first, where there is an active verification, compliance or investigation activities or case pending for potential non-compliance with the requirements of employer accreditation set out in these instructions, taking into account the factors at WA2.10.10(k). [WA2.55]

An immigration officer must suspend an employer's accreditation where there is a prosecution underway for potential non-compliance with WA2.10.10(a) to (j). The suspension remains in place until the outcome of the prosecution. [WA2.55]

Any decision to suspend employer accreditation must be approved by an Immigration Manager. [WA2.55]

Employer accreditation remains with the legal entity that was granted accreditation. Where an accredited employer merges or amalgamates with a non-accredited employer, accreditation is deemed to be revoked where that amalgamation or merger results in the final entity being a new entity, or the existing non-accredited entity. [WA2.55]

An immigration officer will revoke an employer's accreditation where: [WA2.55]

• as a result of verification, an immigration officer determines that the employer does not meet the requirements of employer accreditation set out in these instructions; or
• as a result of verification an employer refuses INZ entry to conduct a site visit without reasonable justification, and this results in the immigration officer not being satisfied that the employer meets the accreditation requirements set out in these instructions; or
• an employer does not provide information to INZ within 10 working days, without reasonable justification, where that information has been requested as part of verification or compliance activities being carried out by an immigration officer.

Any decision to revoke employer accreditation must be approved by an INZ Head of Operations. [WA2.55]

Employers that have their employer accreditation suspended or revoked will be notified and informed of the reasons in writing. [WA2.55]

Employers applying for Standard Accreditation must have no more than 5 jobs associated to them at any one time (effective 29/09/2025). [WA2.15] All other employers who want to have more than 5 jobs associated to them at any one time must apply for High Volume Accreditation. If an employer accreditation application is approved for triangular employment employers or employers seeking more than 5 jobs, they will be granted High Volume Accreditation. [WA2.1]

An automated electronic system may determine whether an employer meets requirements and may grant accreditation; such decisions are treated as decisions of an immigration officer under the Immigration Act 2009. [WA2.1]

Requirements for all employers (WA2.10)

For an employer accreditation application to be approved, the employer must meet four core requirements: [WA2.10]

• be a genuinely operating business or organisation (WA2.10.1);
• complete settlement support activities (WA2.10.5);
• be compliant with specific immigration, employment and business standards (WA2.10.10); and
• take reasonable steps to ensure an applicant meets qualification and skill requirements (WA2.10.14).

If the employer is a sole trader, partners in a partnership, or trustees in a trust, New Zealand must be the primary place of established residence for the sole trader, or at least one partner or trustee. [WA2.10]

The generic work visa requirements set out at W2.10 do not apply to employer accreditation applications made under these instructions. [WA2.10]

Viable and genuinely operating business (WA2.10.1)

A viable and genuinely operating business or organisation must be registered as an employer with the Inland Revenue Department. [WA2.10.1] If the employer is a general partnership or sole trader, the partners or sole trader must not be bankrupt or subject to a No Asset Procedure. If the employer is a limited partnership, the general partners must not be bankrupt or subject to a No Asset Procedure. [WA2.10.1]

The employer must demonstrate financial viability by meeting at least one of the following: [WA2.10.1]

• no loss (before depreciation and tax) over the last 24 months;
• positive cash flow for each of the last 6 months;
• sufficient capital and/or external investment (for example funding from a founder, parent company or trust) to ensure the business remains viable and ongoing; or
• a credible, minimum two-year plan (for example by having contracts for work) to ensure the business remains viable and ongoing.

"Viable and ongoing" includes the ability to meet financial obligations such as paying wages or salaries and all other operating costs and expenses, and to purchase inventory if relevant. [WA2.10.1]

Evidence of financial viability may include financial statements (annual reports, profit and loss statements), evidence of start-up capital and/or funding, cash-flow statements and/or credible revenue forecasts, contracts for work, GST returns, income tax returns, PAYE returns, bank statements, stock lists or orders, and lease agreements for business premises or space. [WA2.10.1]

Settlement support activities (WA2.10.5)

The employer must provide the following information to their AEWV holder employees within one month of the employee beginning their employment: [WA2.10.5]

• accommodation options;
• transportation options (including driving and driver licence information, and public transportation options);
• the cost of living;
• how to access healthcare services;
• Citizens Advice Bureau services;
• relevant community groups;
• how to obtain an IRD number from Inland Revenue;
• any industry training and qualification information and options; and
• specific job or industry hazards.

The settlement support activities do not need to be completed multiple times for the same AEWV holder employee if the information initially provided has not changed. [WA2.10.5]

Evidence of settlement support may include copies of the settlement information, communications to AEWV holder employees with the settlement information, and on-boarding or induction policies, guidelines or plans for new employees. [WA2.10.5]

Where an employer accreditation application was submitted before 27 January 2025 and has not been decided, the employer is not required to confirm that they will provide sufficient time during paid work hours for AEWV holder employees to complete all Employment New Zealand's online modules. [WA2.10.5]

Compliance with employment, immigration and business standards (WA2.10.10)

The employer and any of its key persons (as defined at WA2.60.10) must not currently be included on a list of non-compliant employers for breaches of employment standards, maintained by MBIE. [WA2.10.10] They must also not currently be included on a list of non-compliant employers for offences against the Immigration Act 2009, maintained by MBIE. [WA2.10.10]

The employer or any of its key persons must not have: [WA2.10.10]

• provided false or misleading information to INZ or withheld relevant information from INZ that is prejudicial to the approval of an application, or to the outcome of any verification, investigation or compliance activities;
• allowed a person who is not entitled under the Immigration Act 2009 to work in the employer's service to do that work, or employed a person in a manner inconsistent with a work-related condition of that person's visa for which an infringement notice was not issued;
• received a prison sentence or home detention for an offence under sections 343(1)(d) or 344(d) of the Immigration Act 2009, regardless of when the offence occurred; or
• been convicted at any time of an offence under sections 343(1)(a), 345, 348, 342(1)(b), or 351 of the Immigration Act 2009, or sections 98, 98C or 98D of the Crimes Act 1961.

If the employer or any of its key persons have previously been included on a list of non-compliant employers for offences against the Immigration Act 2009, or have failed to meet any of the requirements for accreditation, the issue must have been rectified, the employer must have taken sufficient steps to prevent it from happening again, and an immigration officer must be satisfied that the employer will comply with their obligations in future accreditation periods. [WA2.10.10]

Where any of the employer's key persons are not New Zealand citizens or residents and are not employed by the employer, that key person must not be in New Zealand without a valid visa or acting as the employer's key person in breach of the conditions of their New Zealand visa. [WA2.10.10]

Where any of the employer's key persons have a history of immigration non-compliance in one or more other organisations they have acted as a key person in (meaning two or more instances), an immigration officer must be satisfied that the employer seeking accreditation has taken sufficient steps to prevent the same non-compliance happening in their organisation. [WA2.10.10]

The employer's key persons must not be prohibited from being a director or promoter of, or being concerned or taking part in the management of, an incorporated company or unincorporated body within New Zealand or overseas, whether by prohibition notice from the Registrar of Companies, by virtue of section 382 of the Companies Act 1993, by disqualification by a court, or by conviction in the last five years of any offences listed in section 382 of the Companies Act 1993 or any equivalent offence in any other country. [WA2.10.10]

Where the employer or any of its key persons have an active verification, compliance, investigation or case pending for any non-compliance that, if proven, would result in the employer not meeting the requirements for accreditation, the application may be put on hold and any existing accreditation suspended for up to 3 months at a time or until there is an outcome, whichever occurs first. This decision must be approved by an Immigration Manager. [WA2.10.10]

Where the employer or any of its key persons is being prosecuted for any non-compliance that, if proven, would result in the employer not meeting the requirements set out above, the application for accreditation must be put on hold and any existing accreditation suspended until there is an outcome of the prosecution. This decision must be approved by an Immigration Manager. [WA2.10.10]

The employer must not pass on recruitment, training or equipment costs, in New Zealand and outside of New Zealand, to AEWV holders or applicants, including advertising costs, recruitment agency fees, employer accreditation and Job Check application fees and other associated costs such as immigration adviser fees, compulsory training and induction costs related to the job (including on-the-job training), health and safety equipment required to undertake employment safely, branded uniforms, trade testing costs (including testing centre, tester accommodation and salary costs), and tools where the ownership of the tools is retained by the employer. [WA2.10.10]

The employer must not charge fees to AEWV holders or applicants outside of New Zealand that would be unlawful in New Zealand, including any payment to secure or retain an employment relationship, bonding agreements for an unlawful purpose, and deductions from wages or salaries for accommodation, travel or food that are unreasonable or have not been consented to in writing by the worker and included in the employment agreement. [WA2.10.10]

Where an employer accreditation application was submitted before 27 January 2025 and has not been decided, or the application was approved before 27 January 2025, everyone who makes recruitment decisions about AEWV holders or applicants within the employer's organisation is no longer required to complete Employment New Zealand's online employer modules. [WA2.10.10]

The employer must not offer employment agreements that include a trial period provision (as set out at WA3.15.1(b)(vii)) to AEWV holders or applicants. [WA2.10.10]

Ensuring applicant qualifications and skills (WA2.10.14)

The employer must take reasonable steps to ensure that a person assigned a job token to apply for an AEWV meets the minimum skills threshold (set out at WA4.10.6) and is suitably qualified to do the job offered (set out at WA4.10.5). [WA2.10.14]

Reasonable steps to ensure the minimum skills threshold is met must include one or more of: [WA2.10.14]

• sighting evidence of relevant work experience from documents not written by the person (such as a work reference, payslips, tax certificate, or certificate of employment);
• sighting a qualification certificate awarded to the person that is a Bachelor's degree or higher specifying the qualification type and awarding institution; or
• sighting a relevant qualification certificate awarded to the person specifying the qualification type and awarding institution that the employer reasonably believes to be at least NZQCF Level 4.

Reasonable steps to ensure the person is suitably qualified must include one or more of the above, or one or more of: [WA2.10.14]

• requiring a practical test of the person;
• requiring the person to demonstrate their knowledge through a job interview; or
• sighting evidence that the person holds required occupational registration for the job offered.

An employer is considered to have taken reasonable steps if the occupation offered is on the Green List and the employer has ensured the worker meets the Green List requirements for their occupation, or if the proposed remuneration for the employment is at least twice the median wage and the employer has carried out one or more steps to ensure the person is suitably qualified (the minimum skills threshold steps are not required in this case). [WA2.10.14]

If the employer uses an agent or organisation to recruit on their behalf, the employer remains responsible for ensuring the reasonable steps are taken. [WA2.10.14] The employer must keep accurate and complete records of all reasonable steps taken by the employer, agent, or organisation recruiting on their behalf. [WA2.10.14]

Substantially the same as another organisation (WA2.10.15)

An immigration officer may decline an application if satisfied that the employer is substantially the same as another organisation that does not meet the requirements for accreditation and has been re-established as a new legal entity (the employer applying for accreditation). [WA2.10.15] In determining this, an immigration officer may consider whether the organisations have the same key people or share a large proportion of their key people, are operating in the same sector or providing the same goods or services, have the same telephone number, email addresses, trading location, website or social media site, and have the same fixed assets. [WA2.10.15]

Accreditation must be renewed periodically; standard accreditation lasts 24 months. [WA2.15] For full details on accreditation duration, approval specifications, and interim accreditation, see Currency and approval specifications. [WA2.45]

The seasonal AEWV pathways (Global Workforce Seasonal Visa and Peak Seasonal Visa) are governed by specific sub‑instructions that may modify the standard WA requirements. Advisers should consult the applicable seasonal pathway instructions for the relevant migrant cohort. [WA1.10]

Decision on accreditation and reconsideration (WA2.40)

Opportunity to comment on potentially prejudicial information (PPI): Before a decision to decline an employer accreditation application is made, the employer must be given the opportunity to comment on any PPI. [WA2.40] PPI is factual information or material that will or may adversely affect the outcome of the application. [WA2.40]

Waiver of specific requirements: If an application fails to meet the employer accreditation instructions, immigration officers may consider a waiver of specific requirements, taking into account all the circumstances, the objectives of the instructions, and the situation of the employer. [WA2.40] Any decision to waive specific requirements must be approved by an Immigration Manager or higher. [WA2.40]

Reconsideration of declined accreditation applications: There is no statutory right of appeal against the decline of an employer accreditation application. [WA2.40.1] However, INZ may reconsider a declined application if a reconsideration request is made within 14 calendar days of the decision. [WA2.40.1] If accepted, the application is reconsidered under the original instructions by a different immigration officer. [WA2.40.1] The officer is not obliged to consider new information or changes in circumstances occurring after the decision; the officer should consider whether such information would be better dealt with in a new application. [WA2.40.1] A fee must be paid for reconsideration. [WA2.40.1]

Job Check (WA3)

Employers who are accredited may make a Job Check application. If the Job Check is approved: [WA3.1]

• The approved job(s) will be associated to the employer. [WA3.1]
• The employer is granted one or more tokens, which allow the employer to support a work visa application for a non-New Zealand citizen or resident visa holder under the specific AEWV pathway the Job Check was granted under (as described in WA1.10(a)). The tokens granted will be a regular AEWV job token, a Global Workforce Seasonal Visa job token, or a Peak Seasonal Visa job token. [WA3.1]
• Employers holding Standard Accreditation can have a maximum of 5 jobs associated to them at any one time. There is no maximum number of jobs that can be associated to employers holding High Volume Accreditation. A job token is counted towards the maximum number of jobs associated to an employer regardless of the AEWV pathway it is granted under. [WA3.1]

Despite E7.7, where the instructions refer to ANZSCO, any assessment must be based on the Immigration view of version 1.3 of the ANZSCO as provided by Statistics New Zealand in their Aria classification management system. [WA3.1]

The seasonal AEWV pathways (Global Workforce Seasonal Visa and Peak Seasonal Visa) are governed by specific sub‑instructions that may modify the standard WA requirements. Advisers should consult the applicable seasonal pathway instructions for the relevant migrant cohort. [WA1.10]

Currency and job tokens (WA3.35)

An approved Job Check grants job tokens with a validity of 6 months. [WA3.35] An approved job token expires after 6 months, or when the employer’s accreditation lapses or is revoked, whichever occurs first. [WA3.35] While the employer’s accreditation is suspended, existing job tokens cannot be used to support an AEWV or Job Change application. [WA3.35]

An approved Job Check will specify: [WA3.35]

• the occupation;
• the minimum and maximum remuneration for the employment;
• the location of the employment;
• the number of job tokens approved;
• the token’s start date; and
• the token’s expiry date.

If an employer applies for a Job Check for multiple jobs, an immigration officer may approve the Job Check for the same or fewer number of jobs than requested, depending on whether the requirements at WA3.10 are met. [WA3.35]

A job token may be cancelled where: [WA3.35]

• the employer informs INZ they no longer require the token;
• an immigration officer determines the employment is not genuine (as per WA3.30.1) or not acceptable (as per WA3.15); or
• the job token was granted in error.

Using a job token to support an AEWV (WA3.35)

A non-New Zealand citizen or resident visa holder can use the approved job token to apply for an AEWV or Job Change, but only while the relevant Job Check is current. [WA3.35] A job token may only be used to apply for one AEWV or Job Change per Work Visa application, except where reuse is explicitly permitted. [WA3.35]

While the job token is current, it can be used to apply for another AEWV or Job Change if: [WA3.35]

• the previous application based on the token has not been decided and the employer notifies INZ that the previous offer of employment has been withdrawn; or
• the previous application based on the token is withdrawn; or
• the previous Job Change application based on the token is declined; or
• the previous AEWV application based on the token is declined and either the reconsideration is withdrawn or declined, more than 14 days have passed since the decline notice without a reconsideration being received, or the employer notifies INZ that the previous offer of employment has been withdrawn.

A job token may only be used for the AEWV pathway for which it was granted (see WA3.1(a)(ii)). [WA3.35]

Despite the above, a job token may be reused to support an AEWV application where: [WA3.35]

• the applicant holds an AEWV and the application for that visa was submitted on or before 9 March 2025;
• the applicant is applying to continue working in the same role as shown on their current visa; and
• they meet the requirements at WA4.10.20.

A Job Check number reused in this way is considered current and has no expiry date. [WA3.35]

Applying for a Job Check (WA3.5)

A Job Check application must be made by an accredited employer whose accreditation is not suspended. [WA3.5] Applications must be made using the approved online form on the INZ website. [WA3.5] Employers must include evidence demonstrating they meet the Job Check instructions, including a detailed job description and, if a labour market test is required, evidence of advertising the job (see the Labour Market Test requirements). [WA3.5] A fee must be paid. [WA3.5]

Multiple proposed jobs may be included in a single Job Check application if all of the following details are the same for all proposed jobs: [WA3.5]

• occupation;
• location(s);
• minimum guaranteed remuneration and maximum remuneration;
• type of employment (permanent or fixed term);
• the minimum qualifications, work experience, skills or other specifications required;
• the job description;
• the terms and conditions of the employment as set out in WA3.15.10;
• if a labour market test is required, the jobs are included in the same set of advertising.

Where the occupation is on the List of Seasonal Occupations (Appendix 19), employers must indicate which AEWV pathway they are offering the job under: regular AEWV, Global Workforce Seasonal Visa, or Peak Seasonal Visa. [WA3.5]

Effective 08/12/2025.

Requirements for a Job Check (WA3.10)

An immigration officer may approve a Job Check application only if satisfied that: [WA3.10.1]

1. the employer continues to meet the requirements of their accreditation; [WA3.10.1]
2. the employment is acceptable (WA3.15); [WA3.10.1]
3. where required, the job meets the labour market test (see Labour Market Test for full requirements) [WA3.10.1][WA3.20]
4. for employers with Standard Accreditation, approval does not cause the employer to exceed 5 associated jobs; [WA3.10.1]
5. the employer agrees to take reasonable steps to ensure any AEWV applicant relying on the Job Check meets qualification and skill requirements (WA2.10.14). [WA3.10.1]

Acceptable employment (WA3.15)

The employer must meet requirements in three areas: employer requirements, remuneration, and terms and conditions of employment. [WA3.15]

Employer requirements The employer must be an accredited employer whose accreditation is not suspended, and must be the direct employer for the proposed employment (as defined at WA2.60.5). Triangles employment arrangements are not excluded provided the employer meets the definition of direct employer. The employer must provide a declaration that the employment agreement includes all mandatory clauses required by employment law, paid leave entitlements, only compliant clauses, maximum hours before overtime, maximum hours overall, the pay period, and does not contain a trial provision under section 67A(2) of the Employment Relations Act 2000. [WA3.15.1]

Remuneration requirements The remuneration must be at or above the New Zealand adult minimum wage, and the rate of pay must not be less than the market rate for that occupation (see WA2.2.15 for market rate definition and WA3.25 for remuneration criteria). Payment must be by wages or salary, with only reasonable deductions as specified in the agreement and accepted by an immigration officer. The pay period must not exceed one month. When assessing market rate, an immigration officer may consider factors such as: what a New Zealand citizen or resident would be paid for the same or similar job, collective agreements, job description, location, duration, hours and other terms and conditions, training and experience required, and available industry salary guides. [WA3.15.5]

Remuneration calculation (WA3.25)

• Calculation basis: Remuneration is calculated on the basis of guaranteed payment per hour. [WA3.25] For the employment to meet a minimum pay threshold, the average guaranteed remuneration for each hour of work within a pay period, including any paid leave, must be at or above that threshold. [WA3.25]
• Salary calculations: If payment is by annual salary, the hourly rate is calculated by dividing the annual salary by 52 weeks, then by the number of hours worked each week. For non-annual salary, the relevant number of weeks is used. [WA3.25] Remuneration is calculated according to the hours of work stated in the Job Check application. [WA3.25]
• Remuneration ranges: Where remuneration is not yet confirmed but will be within a range, the calculation is based on the lowest rate. [WA3.25]
• Included in remuneration: Remuneration includes the value of any reasonable deduction from salary or wages for goods or services that is specified in the Job Check application. [WA3.25] It also includes, for accommodation provided in connection with the employment, the value of a reasonable deduction from salary or wages for that accommodation, or the amount of an accommodation allowance, as specified in the Job Check. This accommodation value reflects the definition under section CE 1 of the Income Tax Act 2007. [WA3.25]
• Excluded from remuneration: Remuneration excludes other employment-related deductions or allowances (such as tool or uniform allowances) and piece rates, commissions, or bonuses that are dependent on performance and not guaranteed, even if they are considered reasonable. [WA3.25]
• Variable hours (WA3.25.1): Hours of work per week are considered variable where the employer declares in the Job Check application that the employee will need to work additional hours from time to time. If hours are variable and payment is not by hour (including salary), an immigration officer may request evidence of the range of hours, including the maximum. Where a range is provided, the maximum hours are used to calculate the remuneration. [WA3.25]
• Overnight hours (WA3.25.5): If employment requires working overnight but allows the employee to sleep, sleeping hours may be excluded from the maximum-hours calculation provided that: sleeping hours are paid at or above the minimum wage; hours performing duties are paid at least the normal rate; the employee is guaranteed at least 30 hours per week at the normal rate required by any minimum pay threshold; and the job is in the Aged, Residential Care or Disability Care industry. [WA3.25]

Acceptable terms and conditions The employment must be for a single accredited employer and:

• must be genuine (as defined at WA3.30.1);
• must be full-time, offering at least 30 guaranteed hours per week for the full employment period;
• must comply with all relevant New Zealand employment laws;
• must not include terms and conditions less favourable than the New Zealand market, including notice periods;
• must not place the employee in a triangular employment arrangement with another organisation unless the employer holds High Volume Accreditation – Triangular Employment (as defined at WA2.60.15);
• must not pass any recruitment, compulsory training, or equipment costs or fees to the employee, consistent with employer accreditation requirements (WA2.10.10).

Where travel or changing locations is part of the job (not merely to take up employment), the terms must be set out in the employment agreement and must not have the potential to disadvantage the employee. Factors considered include notice periods, compensation for travel and accommodation, and what happens if the employee cannot change locations. [WA3.15.10]

The proposed employment must not be for self-employment; planting, maintaining, harvesting, or packing crops in horticulture or viticulture industries; or foreign crew of fishing vessels. [WA3.15.10]

Seasonal pathway jobs must additionally be for an occupation on the seasonal occupations list, meet any specified requirements, and be genuinely seasonal (the officer may consider whether the job is offered only during peak industry period). [WA3.15.10]

An immigration officer may request further evidence, including the proposed employment agreement, if not satisfied. [WA3.15.10]

Occupation and skill level determination (WA3.16)

An immigration officer must assess the occupation and skill level of the job offered as part of processing the Job Check. [WA3.16]

The assessment uses one of two frameworks: [WA3.16]

• the Australian and New Zealand Standard Classification of Occupations (ANZSCO), as described in E7.7 (and for Job Check purposes, the Immigration view of ANZSCO version 1.3); or
• if the occupation is listed in Appendix 20, the National Occupation List (NOL) at the 6‑digit level. An occupation not expressly listed in Appendix 20 is treated as not meeting the WA3 Job Check instructions.

The officer will first determine whether the proposed role is substantially consistent with the ANZSCO or NOL 6‑digit job title and description for that occupation. [WA3.16] The officer may then undertake a substantial match assessment under WA3.16.1. [WA3.16]

Where the employer has declared the job is at ANZSCO or NOL skill level 1–3 but the officer determines it is at ANZSCO skill level 4–5, the Job Check is assessed under the instructions that apply to skill level 4 and 5 occupations. [WA3.16]

A job classified in ANZSCO as skill level 4 or 5 may be treated as a skill level 1–3 role for the purposes of WA3 and WA4 if:

• the occupation is listed in Part 1 of Appendix 7 – treated as skill level 3; or
• the occupation is listed in Part 2 of Appendix 7 and the employer specifies skill requirements consistent with skill level 3 or higher (at least 3 years of relevant work experience or an NZQCF Level 4 qualification) – treated as skill level 3; or
• the ANZSCO definition states that some roles in the occupation are a higher skill level, and the employer specifies qualifications and/or work experience requirements consistent with that higher level – treated as the higher skill level specified in ANZSCO. [WA3.16]

For applications submitted but not decided as at 9 March 2025, a transitional rule applies, despite the general requirement at E7.10(a)(ii): roles that satisfy (d)(i) and (ii) above (the Appendix 7 pathway) must be assessed using the criteria for ANZSCO skill level 3 roles. This affects the determination of: [WA3.16]

• partner and dependent visa eligibility tied to the AEWV holder's ANZSCO skill level;
• Job Check labour market test requirements;
• AEWV English language requirements and maximum continuous stay.

Substantial match assessment (WA3.16.1)

A substantial match assessment determines whether the employment is substantially consistent with the ANZSCO or NOL description and tasks for that occupation. [WA3.16]

The assessment examines: [WA3.16]

• the occupation (6‑digit) level description; and
• the tasks listed at the ANZSCO or NOL Unit Group (4‑digit) level, excluding any tasks not relevant to the specific occupation.

To be a substantial match, the relevant ANZSCO or NOL tasks must comprise most of the role. [WA3.16] When determining occupation and skill level, the officer may also consider: [WA3.16]

• the employer's circumstances, including the scope and scale of the organisation, the number of staff and managers, and whether management functions are centralised;
• the qualifications and work experience required for the job;
• the remuneration offered.

Where no description is stated at the 6‑digit level, the officer refers to the Unit Group (4‑digit) description or higher group levels. Similarly, where no core tasks are listed at Unit Group level, the officer refers to higher group levels to locate the core tasks associated with the occupation. [WA3.16]

Jobs offered under seasonal visa pathways (WA3.10.3)

An immigration officer may approve a Job Check under the Global Workforce Seasonal Visa or Peak Seasonal Visa pathway if the occupation is on the relevant seasonal list (Appendix 19), the specific requirements for the occupation are met, and the application satisfies the Job Check requirements at WA3.10.1. Additionally, the proposed employment must be genuinely seasonal (WA3.15.10) and any specific Labour Market Test requirements for that pathway (WA3.20) must be met. [WA3.10.3]

Processing and verification (WA3.10.5)

An immigration officer may rely on declarations or information from the employer, or may verify information to ensure it is genuine, accurate, and true. The officer may request evidence from the employer, migrant employees, other parts of MBIE, and other government agencies to determine whether the employer meets the Job Check requirements or the requirements of their accreditation. [WA3.10.5]

All information provided with a Job Check application must be genuine, accurate, and true. An application may be declined if the employer provided false or misleading information or withheld relevant prejudicial information. [WA3.10.5]

If information indicates the employer may no longer meet accreditation requirements, the officer may request additional information for verification (WA2.50) or postpone a decision while the accreditation is being considered for suspension or revocation (WA2.55). [WA3.10.5]

A Job Check must be declined if the employer's accreditation is expired, unless the employer has made a new accreditation application that is still undecided — in that case the officer may postpone the decision. If the accreditation is suspended, the officer must postpone any decision to approve the Job Check until the suspension ends. If it is revoked, the Job Check must be declined. [WA3.10.5]

Considering a Job Check application (WA3.10.10)

Under the principles of fairness and natural justice (A1), employers must have an opportunity to comment on any potentially prejudicial information (PPI) that may adversely affect the outcome before a decline decision is made. PPI is factual material the employer has not already had an opportunity to comment on. [WA3.10.10]

For clarity, a Job Check may be declined without further comment where the employer no longer holds current accreditation due to expiry or revocation. [WA3.10.10]

If an application fails to meet the Job Check instructions, an immigration officer may consider waiving specific requirements, considering all circumstances of the application, the objectives of the instructions, and the employer's situation. Any waiver must be approved by an Immigration Manager or higher. [WA3.10.10]

Automated processing (WA3.10.20)

An automated electronic system may determine whether an employer meets one or more Job Check requirements and may approve a Job Check for an employer who meets the requirements. A decision made by such a system is treated as a decision of an authorised immigration officer under the Immigration Act 2009. [WA3.10.20]

Reconsideration of declined Job Check applications (WA3.40)

There is no statutory right of appeal against the decision to decline a Job Check application. [WA3.40] However, INZ may reconsider a Job Check application where a reconsideration request is made within 14 calendar days of the date of decision. [WA3.40] Where a request is accepted, the application must be reconsidered:

• under the Job Check instructions applying to the original application; and
• by a different immigration officer from the one who made the decline decision. [WA3.40]

An immigration officer is not obligated to consider new information provided with a reconsideration request, or any change in circumstances that occurred after the decision. [WA3.40] When deciding whether to consider such new information or changes, the officer should consider whether they would be better dealt with in a new application. [WA3.40]

A fee for requesting reconsideration of a Job Check application must be paid. [WA3.40]

Work visa application (WA4)

The specific requirements for the individual Accredited Employer Work Visa (AEWV) are set out in the WA4 instructions. The WA4 instructions cover eligibility criteria that the applicant must satisfy, including requirements related to the employment offer, the applicant's qualifications, skills, work experience, health, and character. Additionally, WA4 addresses conditions such as maximum continuous stay, variation of conditions, and how an AEWV holder may change employers or job roles. [WA4][WA1.5][WA4]

Determining the application (WA4.10)

An immigration officer may grant an Accredited Employer work visa if they are satisfied that the applicant: [WA4.10]

• meets the generic work visa requirements for applicants at W2.10.1; [WA4.10]
• holds an offer of employment that meets the requirements at WA4.10.1; [WA4.10]
• is suitably qualified by training and experience to do the job offered (WA4.10.5) and meets the minimum skills threshold (WA4.10.6); [WA4.10]
• has not exceeded the maximum continuous stay period (WA4.11.1); [WA4.10]
• has a job token that has not been used to approve another AEWV application, or may be reused only in limited circumstances (WA4.10.20); [WA4.10]
• meets the minimum English language standard for ANZSCO level 4 or 5 roles (see English language requirements below), unless applying for a Global Workforce Seasonal Visa or a Peak Seasonal Visa. [WA4.10]

For Global Workforce Seasonal Visa or Peak Seasonal Visa applications, the officer must additionally be satisfied of any specific requirements for the seasonal pathway, including those for employment offered, suitably qualified, minimum skills threshold, maximum continuous stay, health and character, and medical insurance. [WA4.10]

If there is information that the employer may no longer meet accreditation requirements, the officer may postpone the decision until the employer is determined to meet requirements or until accreditation is revoked (WA2.55). If accreditation is suspended, the officer may postpone the decision until the suspension ends; if accreditation expires or is revoked, the officer may decline the application. [WA4.10]

Applicants who hold a work visa with remuneration as a condition may be required to provide evidence of remuneration, such as an Inland Revenue income summary and bank statements. [WA4.10]

Offer of employment requirements (WA4.10.1)

The offer of employment must be genuine (refer WA3.30.1) and evidence provided with the application must include: the name of the employer, name of the person to whom the job is offered, job title, location, type of work, duties and responsibilities, pay and conditions, hours of work, and duration of the job. [WA4.10]

The offer must be from an accredited employer (WA2.60.1). The following details must be the same as those approved in the Job Check: location, occupation, minimum guaranteed hours (must not be less) and maximum hours (must not be more), remuneration (within the approved range unless an exception applies), and the direct employer (WA2.60.5). [WA4.10]

All other terms and conditions of the employment offered must be the same as, or more favourable to the applicant than, those declared in the Job Check. The employment must continue to meet all other requirements for acceptable employment at WA3.15.5 and WA3.15.10. [WA4.10]

INZ will decline an application where it considers that the employment was offered as a result of payment made or promised by the applicant (or their agent) to the employer (or their agent) in exchange for securing that offer of employment. [WA4.10]

When assessing whether the employment offered meets the requirements, an immigration officer may accept the declaration or other information provided in the Job Check, or request and review further evidence if not satisfied. Despite the requirement to determine applications according to the instructions in effect at the time the application is made (E7.10(a)(ii)), an AEWV application made before 20 November 2024 and not decided may be assessed under certain requirements. [WA4.10]

For Global Workforce Seasonal Visa or Peak Seasonal Visa applications, the officer may approve an application where the duration of employment offered differs from the Job Check. The offer must cover at least one season of employment for the first season. The employment offered must be genuinely seasonal; when determining this the officer may consider whether the period of employment is offered during peak industry activity. Further evidence, such as how long the job offer is open, may be requested. [WA4.10]

Remuneration may differ from the Job Check approval if: [WA4.10]

• the remuneration is less than that approved and the Job Check was submitted on or before 9 March 2025, provided the remuneration is not less than the market rate for the occupation (WA3.15.5(b)); or
• the remuneration is higher because the current minimum wage is higher than the rate advertised at the time of the Job Check; or
• the remuneration is higher and the applicant is re-using a Job Check number as described in WA4.10.20.

Suitably qualified (WA4.10.5)

An applicant is suitably qualified if they have the qualifications, work experience, skills and other specifications that were listed by the employer in the Job Check application as the minimum requirements for the job. [WA4.10] If the employment offered is for an occupation on the Green List, the applicant is suitably qualified if they meet those requirements or meet the current Green List requirements for that occupation (Appendix 13). [WA4.10] For a Global Workforce Seasonal Visa, suitability is met by meeting the minimum skills threshold under WA4.10.6(b). [WA4.10]

An immigration officer may accept that an applicant has the minimum specifications without providing evidence where the officer has already assessed and accepted them as part of a previous application, or where the applicant holds evidence of full or provisional occupational registration for the job offered, and those specifications were required to obtain that registration. [WA4.10]

Minimum skills threshold (WA4.10.6)

For a regular AEWV, the applicant must either demonstrate at least two years of relevant work experience with sufficient evidence from a third party, or hold a relevant qualification at Level 4 or higher on the New Zealand Qualifications and Credentials Framework (NZQCF). [WA4.10]

For a Global Workforce Seasonal Visa, the applicant must demonstrate three seasons or more of relevant work experience gained in the six years immediately before the application. [WA4.10] For a Peak Seasonal Visa, the threshold is one season or more of relevant work experience gained in the three years immediately before the application. [WA4.10] A season of relevant work experience refers to time spent across one or multiple years to equal a full period of the season duration for the industry. [WA4.10]

An AEWV application submitted but undecided as at 9 March 2025 should be assessed under the two-year work experience threshold, rather than the earlier instruction. [WA4.10]

A qualification or work experience is relevant if it is in the same field or industry as the job offered. Bachelor's degrees or higher are relevant to any employment. Evidence of work experience from a third party may include reference letters, employment certificates, payslips, or tax certificates; a curriculum vitae alone is insufficient unless accompanied by supporting documentation not written by the applicant. [WA4.10]

Evidence of a qualification at Level 4 or higher must include a copy of the qualification certificate and, if the qualification was gained outside New Zealand and is not a Level 7 Bachelor's degree or higher, an NZQA International Qualification Assessment (IQA). [WA4.10]

An applicant can be considered to meet the minimum skills threshold if the employment offered is for a Green List occupation and they meet the list requirements, or if the proposed remuneration is at least twice the median wage ($70.00) or higher. [WA4.10] The officer may accept that the threshold is met without evidence where the applicant has been assessed in a previous application or holds full or provisional occupational registration. [WA4.10]

Certain applicants are exempt from the minimum skills threshold: [WA4.10]

• holders of a valid AEWV in a tourism and hospitality occupation listed under Appendix 14 that expires on or before 31 March 2025, applying for a further visa in the same role; or
• holders of a valid AEWV under the care workforce sector agreement (Appendix 14) granted between 4 July 2022 and 23 November 2023 in a role paid at least $26.16 per hour, applying for a further one-year visa in the same role. Employment in the "same role" allows for employment with a different employer and/or in a different location. [WA4.10]

Dependents (WA4.10.15)

AEWV holders who wish to support a partner's visa application must meet the requirements specified in WF3.1.5 for a special work visa or V3.10.1 for a visitor visa. Those supporting a dependent child's visa must meet U8.20.2 for a student visa or V3.10.1 for a visitor visa, and must meet the minimum income threshold. [WA4.10] The dependent child will be assessed against criteria set out in U8.20.6 or V3.10.10. [WA4.10]

Parents holding an AEWV may be liable for deportation if the dependent child's visa is declined and the child becomes unlawful. It is a condition of the dependent child's visa and the parent's visa that the parent must maintain the minimum income threshold for the duration of the child's visa; failure to do so may lead to deportation. [WA4.10] Where both parents hold eligible work visas, incomes may be combined to meet the minimum income threshold, excluding employment-related allowances and calculated on the basis of no more than 40 hours' work per week. [WA4.10]

Global Workforce Seasonal Visa and Peak Seasonal Visa holders are not eligible to support an application for their partner or dependent child. [WA4.10]

Re-using a job token (WA4.10.20)

A subsequent AEWV application from an AEWV holder can be granted on the basis of the job token they most recently used, if the application for the AEWV the applicant currently holds was made on or before 9 March 2025. [WA4.10] However, reuse is not permitted where the current AEWV was for one of the specified occupations (meat process worker, seafood process worker, snowsport instructor, mountain or glacier guide, snow groomer, outdoor adventure instructor, outdoor adventure guides nec, whitewater rafting guide, parachute rigger, ski technician, snow maker) and the rate of pay was below $29.66. [WA4.10]

The subsequent visa may only be granted if the offer is from an accredited employer and the following details remain the same as the conditions on which the current AEWV was based: location, occupation, remuneration (no less than the previous), and direct employer (WA2.60.5). [WA4.10] Any subsequent AEWV application submitted on or before 9 March 2025 and not decided is assessed under these transitional rules, rather than the contemporaneous instructions. [WA4.10]

English language requirements (WA4.12)

Applicants for a regular AEWV whose employment was assessed at the Job Check as ANZSCO skill level 4 or 5 must meet the minimum standard of English, unless the role is treated at a higher skill level under [WA3.16(d)][WA3.16]. Applicants for a Global Workforce Seasonal Visa or Peak Seasonal Visa are not required to meet this standard. [WA4.12.1]

Minimum standard

An applicant meets the minimum standard if they provide acceptable English language test results that are no more than two years old at the time the application is lodged. The test must have been sat in person at a test centre; remote or 'at home' tests are not acceptable. [WA4.12.1]

Alternatively, the applicant meets the minimum standard if they provide: [WA4.12.1]

• citizenship of Canada, the Republic of Ireland, the United Kingdom, or the United States of America, and have spent at least five years in work or education in one or more of those countries or Australia or New Zealand; or
• a qualification comparable to a New Zealand level 7 bachelor's degree gained in Australia, Canada, New Zealand, the Republic of Ireland, the United Kingdom, or the United States of America, as a result of study undertaken for at least two academic years in one or more of those countries; or
• a qualification comparable to a New Zealand qualification at level 8 or above, gained in Australia, Canada, New Zealand, the Republic of Ireland, the United Kingdom, or the United States of America, as a result of study undertaken for at least one academic year in one or more of those countries.

An immigration officer may still require the applicant to provide an English language test result, even if the applicant provides the alternative evidence above. In such cases, the test result will determine whether the minimum standard is met. [WA4.12.1]

An application for a regular AEWV for an ANZSCO skill level 4 or 5 role must be declined if the applicant has not met the minimum standard of English. [WA4.12.1]

An immigration officer may accept that an applicant meets the minimum standard where the officer has already assessed that they meet it as part of a previous application. [WA4.12.1]

Acceptable test results

The following English language test results are acceptable: [WA4.12.5]

Test	Minimum score required
International English Language Testing System (IELTS) - General or Academic Module	Overall score of 4 or more
Test of English as a Foreign Language Internet-based Test (TOEFL iBT)	Overall score of 31 or more
Pearson Test of English Academic (PTE Academic)	Overall score of 29 or more
B2 First (First Certificate in English) (formerly Cambridge English: First (FCE)) or B2 First for Schools	Overall score of 142 or more
Occupational English Test (OET)	Grade D or higher in all four skills (Listening, Reading, Writing and Speaking)*

• A score of Grade D or higher in all four skills is required for the OET as there is no overall grade for this test. [WA4.12.5]

Maximum Continuous Stay (WA4.11)

AEWV holders are subject to a maximum continuous stay period, after which they must spend a required period outside New Zealand before they can be granted a further first AEWV. [WA4.11]

Regular AEWV: The maximum continuous stay is five years (60 months) for most skilled roles, or three years (36 months) for ANZSCO skill level 4‑5 roles where no higher category applies. [WA4.11.1] Where the application for the first AEWV was made between 21 June 2023 and 6 April 2024 (inclusive) and the role was paid at or above $29.66, the maximum is five years regardless of the occupation category. [WA4.11.1]

For the purpose of the table below, the maximum continuous stay is determined by the nature of the current offer of employment: [WA4.11.1]

Job assessed as	Maximum Continuous Stay
ANZSCO skill level 1‑3, or treated as skill level 1‑3 under WA3.16(d)	60 months (5 years)
NOL skill level 1‑3 (expressly listed in Appendix 20)	60 months
Green List occupation (Appendix 13)	60 months
Transport Sector: Work to Residence (SR7) meeting the residence remuneration threshold	60 months
Transport Sector: Work to Residence (SR7) as of 6 April 2024, for applications submitted on or before that date (covers removed bus/truck driver roles)	60 months
Care Workforce sector (Appendix 14) meeting the residence remuneration threshold (SR6.10)	60 months
Paid at or above 1.5 times the median wage in the Skilled Migrant Category (SR3.10(b))	60 months
ANZSCO skill level 4 or 5, not captured by any of the above	36 months (3 years)

An occupation is treated as on the Green List for this purpose if the occupation appears on Appendix 13; the applicant does not need to meet the specific "Green List Requirements" or "Registration Qualifications" columns. [WA4.11.1]

After reaching the maximum continuous stay, the holder must be outside New Zealand for 12 consecutive months before being eligible for a further first AEWV. [WA4.11] An application for a further AEWV must be declined if the applicant is still in New Zealand and has reached the maximum period. [WA4.11] A previous AEWV holder outside New Zealand may apply before the 12 months have elapsed, but the visa cannot be granted if it would allow travel to New Zealand before the 12 months are completed. [WA4.11]

If the first AEWV was granted while the applicant was outside New Zealand, the maximum continuous stay is counted from the first date of entry after grant. [WA4.11]

Time holding an AEWV counts towards the maximum period whether spent inside or outside New Zealand. [WA4.11] The period excludes time on other visa types (e.g., student, visitor, Specific Purpose work visa except WS2.1.1(o)) and time on a Global Workforce Seasonal Visa or Peak Seasonal Visa. [WA4.11] Certain interim visas with work rights may count towards the period (see below). [WA4.11]

Peak Seasonal Visa (PSV): The maximum continuous stay for a PSV is 7 months. [WA4.11.2] After reaching this limit, the holder must be outside New Zealand for 4 consecutive months before a further first PSV can be granted. [WA4.11.2] The same application-decline rules and counting rules apply as for the regular AEWV, adapted to the 7‑month / 4‑month figures. [WA4.11.2]

The PSV maximum continuous stay excludes time spent on other visa types, including a non‑seasonal AEWV or Global Workforce Seasonal Visa. [WA4.11.2] There is no maximum period for Global Workforce Seasonal Visa; a person may hold multiple GWSVs consecutively. [WA4.11.2]

Interim visa with work rights (WA4.11.5): Time on an interim visa with work conditions reflecting AEWV conditions (I1.20.1(h)) counts towards the maximum continuous stay if the person held a regular AEWV or PSV immediately before the interim visa. [WA4.11.5] The period is excluded if the interim visa had different work conditions or was granted before the applicant's first AEWV, even if the conditions mirrored AEWV conditions. [WA4.11.5]

Medical insurance for Peak Seasonal Visa applicants (WA4.13)

For Peak Seasonal Visa applications based on an offer of employment for a period of more than 3 months, the applicant must hold acceptable medical insurance. [WA4.13.1] The insurance must be provided by a company with experience in medical and/or travel insurance business and a credit rating of no lower than A from Standard & Poor's or B+ from AM Best. [WA4.13.1]

The policy must guarantee cover for the full costs of: [WA4.13.1]

• all medical expenses, including diagnosis and treatment, prescribed medicines, ambulance, hospital and post-hospital discharge care, and home nursing care;
• emergency dental care, including provision of antibiotics and treatment for the relief of sudden and acute pain;
• evacuation or return home in the event of serious illness or disability; and
• return of remains to the country of origin in the event of death.

Despite these requirements, the policy may exclude costs related to: suicide or attempted suicide; sexually transmitted diseases; any situation or action when under the influence of alcohol or non-prescribed drugs; HIV and/or HIV-related illness including AIDS; childbirth or pregnancy unless arising from medical complications that occur before the end of the 24th week of pregnancy; and pre-existing conditions. [WA4.13.2]

Before the visa is granted, the applicant must provide evidence of holding the insurance policy, and the policy must cover the period of employment offered. [WA4.13.3]

For applications submitted but undecided as at 19 April 2026, the application must be assessed in accordance with the WA4.13 instructions effective on and after 19 April 2026, despite the general rule at E7.10(a)(ii). [WA4.13.5]

Applicants remain subject to the health requirements set out in section A4 of the Operational Manual.

Currency and conditions of Accredited Employer work visas (WA4.15)

The currency (duration) of an AEWV and the conditions attached to the visa are set out in WA4.15. [WA4.15]

Regular AEWV (WA4.15.1): The visa may be granted for the period of employment offered, up to a maximum of: [WA4.15]

• five years for a role with a maximum continuous stay of five years under WA4.11.1; or
• three years for a role with a maximum continuous stay of three years; or
• the balance of five years if the applicant’s first AEWV application was made between 21 June 2023 and 6 April 2024, and the role was paid at or above $29.66 at the time of approval.

If the grant would cause the holder to exceed the maximum continuous stay period under WA4.11.1, the visa must be granted only for the remainder of that period. [WA4.15]

For visas granted on or after 10 March 2025, the currency rules apply regardless of when the application was made (overriding E7.10(a)(ii)). [WA4.15]

A regular AEWV is subject to the following conditions: [WA4.15]

• the holder may only work in a specified occupation;
• the holder may only work for a specified employer;
• the holder may only work in a specified location;
• the holder must be employed full time (as defined at WA3.15.10(a)(ii));
• the holder must be paid at or above a specified remuneration level;
• the holder must provide evidence of the payment of remuneration if requested by an immigration officer;
• unless the Job Check approved a triangular employment arrangement, the holder may not be placed in a triangular employment arrangement with a controlling third party (WA2.60.15).

Placement with a controlling third party is permitted only if the job approved as part of the employer’s Job Check involved a triangular employment arrangement. [WA4.15]

Global Workforce Seasonal Visa (WA4.15.2): The visa is granted for three years. [WA4.15] Conditions:

• the holder may only work in a specified occupation, for a specified employer, in a specified location;
• must be employed full time (as defined at WA3.15.10(a)(ii));
• must be paid at or above a specified remuneration level;
• must provide evidence of payment if requested;
• unless the Job Check approved a triangular arrangement, may not be placed in a triangular employment arrangement with a controlling third party;
• must not spend more than nine months in New Zealand in any 12‑month period. [WA4.15]

Placement with a controlling third party is allowed only if the Job Check approval involved a triangular employment arrangement. [WA4.15]

Peak Seasonal Visa (WA4.15.3): The visa may be granted for the period of employment offered, up to a maximum of 7 months. [WA4.15] Conditions:

• the holder may only work in a specified occupation, for a specified employer, in a specified location;
• must be employed full time (as defined at WA3.15.10(a)(ii));
• must be paid at or above a specified remuneration level;
• must provide evidence of payment if requested;
• unless the Job Check approved a triangular arrangement, may not be placed in a triangular employment arrangement with a controlling third party. [WA4.15]

Placement with a controlling third party is allowed only if the Job Check approval involved a triangular employment arrangement. [WA4.15]

Citations

• WA — Accredited Employer Instructions
• WA1 — Objective and Overview of Accredited Employer instructions
• WA1.5 — Overview of Accredited Employer instructions
• WA1.10 — Accredited Employer work visa pathways
• WA2 — Employer accreditation instructions
• WA2.1 — Types of accreditation
• WA2.5 — Applying for employer accreditation
• WA2.10 — Requirements for all employers
• WA2.10.1 — Viable and genuinely operating business
• WA2.10.5 — Settlement support activities
• WA2.10.10 — Compliance with employment, immigration and business standards
• WA2.10.14 — Employer requirements for qualifications and skills
• WA2.10.15 — Substantially the same organisation
• WA2.15 — Renewal of accreditation
• WA2.20 — Requirements for employers using triangular employment arrangements
• WA2.25 — Requirements for franchisee employers
• WA2.30 — Subsequent applications for employer accreditation
• WA2.35 — Processing and verification requirements
• WA2.40 — Considering an application for employer accreditation
• WA2.40.1 — Reconsideration process
• WA2.45 — Currency and approval specifications of employer accreditation
• WA2.50 — Verification activities after accreditation has been granted
• WA2.55 — Suspending and revoking employer accreditation
• WA2.60 — Definitions
• WA2.60.1 — Accredited employer
• WA2.60.5 — Direct employer
• WA2.60.10 — Key person
• WA2.60.15 — Triangular employment arrangement
• WA2.60.20 — Franchisee employer
• WA3.1 — Job Check overview
• WA3.5 — Applying for a Job Check
• WA3.10 — Requirements for a Job Check
• WA3.15 — Acceptable employment
• WA3.15.1 — Employer requirements
• WA3.15.5 — Remuneration requirements
• WA3.15.10 — Acceptable terms and conditions
• WA3.25 — Remuneration
• WA3.30.1 — Genuine employment
• WA2.2.15 — Market rate definition
• WA3.16 — Occupation and skill level
• WA3.20 — Labour market test
• WA3.35 — Currency and approval specifications of a Job Check
• WA3.40 — Reconsideration process for Job Check applications
• WA4 — Accredited Employer work visa instructions
• WA4.1 — Overview
• WA4.5 — Applying for an Accredited Employer work visa
• WA4.10 — Determining an Accredited Employer work visa
• WA4.11 — Maximum Continuous Stay
• WA4.11.1 — Determining Maximum Continuous Stay period
• WA4.11.2 — Maximum Continuous Stay for the Peak Seasonal Visa
• WA4.11.5 — Time on an interim visa with work rights
• WA4.12 — English Language Requirements
• WA4.12.1 — Minimum standard of English language for Accredited Employer work visa
• WA4.12.5 — Acceptable English language test results
• WA4.13 — Requirements for acceptable medical insurance for Peak Seasonal Visa applications
• WA4.13.1 — Minimum requirements for acceptable medical insurance for Peak Seasonal Visa applications
• WA4.13.2 — Allowable exclusions for acceptable medical insurance for Peak Seasonal Visa applications
• WA4.13.3 — Evidence of acceptable medical insurance for Peak Seasonal Visa applications
• WA4.13.5 — Considering a Peak Seasonal Visa application which requires acceptable medical insurance
• WA4.15 — Currency and conditions of Accredited Employer work visas