Re-accreditation under the AEWV: What employers need to know before applying

The Accredited Employer scheme has now been in place since July 2022, with around 28,000 businesses currently accredited. While initial accreditation was relatively straightforward, re-accreditation is a very different process — and we see increasing delays where applications are not prepared properly.

INZ’s approach has clearly shifted. Where first-time applications relied largely on declarations, re-accreditation now requires evidence that you have actually met your obligations as an accredited employer.

Here are the key areas INZ is focusing on

Financial viability 

This is by far the most scrutinised — and often the most challenging — part of a re-accreditation application.

Previously, employers simply confirmed they were financially viable. Now, INZ expects detailed, structured evidence that clearly demonstrates your business meets very specific criteria. This is not just about whether your business is “doing well” — it is about whether your financial position fits within one of INZ’s defined pathways, and whether the documents you provide align precisely with that pathway.

We are increasingly seeing applications delayed for months due to issues in this section alone. Common problems include:

• financial documents that don’t clearly meet INZ’s criteria
• inconsistencies between accounts, IRD records, and supporting explanations
• reliance on information that INZ does not consider sufficient
• over-disclosure of sensitive financial data that raises further questions

In some cases, INZ will request further information multiple times, significantly extending processing time. In others, applications are declined because the financial position was not presented in a way that meets INZ’s requirements — even where the business itself is operating successfully.

The complexity increases further where businesses are newer, have fluctuating revenue, or do not meet the straightforward “profit for two years” threshold. In these cases, a credible and well-supported business plan may become critical — and this must withstand detailed scrutiny from INZ.

It is also important to understand that this is not just an application requirement — it is an ongoing compliance risk. INZ conducts audits of accredited employers, and if the financial information provided during re-accreditation is later found to be insufficient or misleading (even unintentionally), this can result in suspension or revocation of accreditation.

This is consistently the area where we see the highest number of issues for self-prepared applications. Careful planning, selection of the correct evidence, and presenting it in a way that aligns with INZ expectations is essential.

Settlement support for AEWV employees 

Employers must provide settlement support information to AEWV employees within one month of them starting work.

If this hasn’t been done, INZ will expect a clear explanation — along with steps showing how this will be addressed moving forward.

Key persons 

Key persons (directors, senior HR, and others influencing compliance) must meet strict requirements.

They must not have a recent history of regulatory non-compliance, including immigration breaches or being disqualified from acting as a director.

Accredited employers are also required to notify INZ of any changes to key persons. Delays in doing this are commonly flagged during re-accreditation.

AEWV employees leaving your business

If an AEWV employee leaves your employment with one month or more remaining on their visa, you must notify INZ in the prescribed way.

This has been a key compliance focus since April 2024 and can directly impact your accreditation status if not managed correctly.

What are some other things to look out for?

Your Migrant hires 

Before issuing a job token, employers must ensure the candidate:
• meets the Job Check requirements, and
• meets minimum skill thresholds (which may be higher depending on the role).

INZ expects employers to keep clear records of these checks. Responsibility sits with the employer — even where third parties are involved. Whilst this isn’t checked at renewal, it’s a part of being accredited that employers often miss.

Being Compliance ready

If your business is chosen for a post accreditation check, you will receive notification from INZ with a list of information/documents they want to see. This can be anything from HR files, evidence of settlement support provision, timesheets and leave calculations, organisational charts and more. You have 10 days to provide this – so keeping well organised accreditation files in your business is critical.

Re-accreditation is no longer a simple renewal. It is a detailed compliance check on how your business has operated as an accredited employer.

We support businesses through this process, with a firm focus on avoiding delays and ensuring compliance. If your accreditation is coming up for renewal, it’s worth planning early. Join our live webinar for employers, HR Professionals and recruiters on 7 May to learn more about preparing for re-accreditation.

Our experienced team can guide your business through the re-accreditation process, ensuring you can continue to attract and retain migrant talent. Complete this form and our team will be on touch.