Job Check Redesign: What Employers Need to Know

From 29 September 2025, Immigration New Zealand (INZ) will roll out a redesigned Job Check stage under the Accredited Employer Work Visa (AEWV) scheme. While these changes are positioned as “efficiency improvements,” they bring both new requirements and practical challenges that employers need to prepare for. In this article, we’ve broken down the official announcements, the behind-the-scenes implications, and the practical steps you should be taking now. 

A new online Job Check form will go live on 29 September 2025, supported by updated immigration requirements. Employers will need to provide more upfront information, including:

• Why the role is needed
• The size of your business
• The number of New Zealanders you employ (estimates are fine for large organisations)

Key points to note:

• No incomplete submissions: The new system won’t allow partially filled applications. Every Job Check must be “decision ready” to avoid delays.
• More information = more questions: The detail you provide may trigger further scrutiny from INZ.

Deadline for draft applications: Any draft Job Checks in the old portal must be submitted by 8am, 28 September 2025. After that, drafts will vanish, and you’ll need to reapply in the new system.

Key Changes to the Job Check

• Employment agreements: No longer required with the application. Instead, employers must declare that agreements will comply with legal standards.
• Multi-location roles: If a job spans multiple sites, you must provide acceptable advertising evidence for each location. INZ has outlined factors it will consider when assessing  this.
• Consistency of ads and applications: Ads and Job Check applications must now be substantially consistent (not identical), giving INZ some discretion where there are minor differences. 
• Definitions: A new section clarifies what constitutes “genuine employment,” consolidating previously scattered rules.
• Tokens: Valid for six months but can be cancelled if employment is later deemed not genuine.
• Maximum stay limits: AEWV holders can remain up to five years (skilled roles) or three years (lower-skilled). After that, they must spend 12 months outside NZ before reapplying.

What Employers Should do now

• Submit pending Job Checks before 28 September, or prepare to restart them in the new system.
• Get your business story ready — be prepared to explain the role’s justification and your organisation’s context upfront.
• Review your advertising practices, especially for multi-site hiring, and keep robust evidence for each location.
• Check for consistency between ads and applications to avoid unnecessary back-and-forth.
• Plan ahead for workforce continuity, especially if you have AEWV holders nearing their maximum stay. 

Our Take

INZ’s redesign is intended to reduce delays and cut down on incomplete applications. For well-prepared employers, this could indeed speed up decision-making. But make no mistake — the new process demands more preparation, not less. Employers must be ready with detailed business context, consistent documentation, and robust wage evidence. 

At Aims Global, we understand the intricacies of these rules and can help you get Job Check applications right the first time — saving you from re-advertising, delays, or declined applications. Contact us today for expert assistance.