Reforms to the Accredited Employer Work Visa in 2025: What You Need to Know

18 December 2024

Updated 10/04/2025

On 17^th December 2024, the Government announced major reforms to the Accredited Employer Work Visa (AEWV) scheme, aimed at addressing skill shortages, streamlining processes, and improving outcomes for employers and employees. These changes have been rolled out in stages throughout 2025, with significant implications for both accredited employers and migrant workers. Here's a detailed breakdown of these implemented changes and their current implications.

Key Changes for Employers

Removing the requirements for completion of Employment New Zealand online modules

From 27 January 2025, Accredited employers and Recognised Seasonal Employers (RSE) no longer need to complete Employment New Zealand’s online modules or offer paid time for migrant workers to complete them.

Instead, INZ provides employers and workers with direct links to Employment New Zealand or INZ webpages detailing employment rights and obligations at appropriate stages during the immigration process.

Reducing the domestic workforce threshold for certain construction roles

From 27 January 2025, the domestic workforce threshold was reduced from 35% to 15% for certain construction sector roles, significantly increasing hiring flexibility.

Removing the median wage requirement

From 10 March 2025, the median wage threshold for all AEWV roles was removed. Employers must continue to advertise roles and offer AEWV employees the market rate based on their position and workplace location. This change does not affect existing employment agreements.

Note: Median wage continues to apply for residence and is currently $31.61/hr.

Sector Agreements which provided an exemption to the median wage were removed alongside this change. Sector Agreements which offer residence pathways continue to do so, with no changes to the wage rate required to gain residence.

The removal of sector agreements means that roles previously covered by sector agreements for below median wage jobs are no longer subject to restrictions such as caps or limitations on visa duration and instead will be treated the same as other jobs of the same skill level.

Streamlined Job Check process

Effective 10 March 2025: employers no longer need to provide evidence of engagement with Work and Income during Job Checks but must declare their advertising and interviewing activities. Employers should retain evidence in case requested by INZ.
Mid-2025: Immigration New Zealand (INZ) will introduce a re-designed Job Check process, streamlining approval for low-risk employers and reducing processing times.

Reduced work experience requirement for migrants

From 10 March 2025, migrants need to demonstrate 2 years of relevant work experience, instead of 3 years. This ensures migrants are sufficiently skilled while addressing key issues raised during consultation. Additionally, migrants still need to meet any work experience requirements of the Job Check.

Recognition of higher ANZSCO skill levels

With INZ transitioning from the Australian and New Zealand Standard Classification of Occupations (ANZSCO) to the National Occupation List (NOL), there are differences with the classification of some roles.

So that applicants are not disadvantaged, from 10 March 2025, certain occupations previously classified lower were upgraded to ANZSCO skill level 3 to align with the National Occupation List (NOL):

Cook (351411)
Pet groomer (361113)
Kennel hand (361115)
Nanny (421113)
Fitness instructor (452111)
Scaffolder (821712)
Slaughterer (831212)

Four other roles are recognised as ANZSCO skill level 3 where the employer has specified that the job needs either 3 years of work experience or a level 4 qualification, as part of the job check. This ensures skilled workers can be retained in certain critical jobs. These 4 roles are:

Agricultural and horticultural mobile plant operator (721111)
Excavator operator (721214)
Forklift driver (721311)
Mobile plant operators not elsewhere classified (721999)

Introducing new pathways for experienced seasonal workers

In November 2025, two new pathways for seasonal workers will be introduced:

A 3-year multi-entry visa for experienced workers.
A 7-month single-entry visa for lesser-skilled workers.

The existing temporary seasonal pathways will remain available until then.

Key Changes for Employees

Median wage changes

From 28 February 2025, AEWV holders who want to support a partner must meet the wage threshold of NZD $26.85 an hour.

Removing the median wage requirement

From 10 March 2025, Wage thresholds for all AEWV roles were removed. It was be replaced by market rate instead. However, median wage of $31.61/hr continues to apply for residence.

Wage requirements for bringing family

From 10 March 2025, AEWV holders must earn at least NZ$55,844 annually to sponsor dependent children. This threshold will update annually with median wage adjustments.

The previous income threshold continues to apply where a child held a visa on, or had applied for a visa, before 10 March – this ensures that children who are already here do not have to leave if their parent can meet the old threshold but cannot meet the new one.

Reducing the experience requirement for migrants

From 10 March 2025, migrant candidates need to demonstrate 2 years of relevant work experience, instead of 3 years. Additionally, migrants still need to meet any work experience requirements of the Job Check.

Increased visa duration for lower-skilled workers

From 10 March 2025, AEWV holders in ANZSCO Level 4 or 5 roles began receiving 3-year visas, aligning with the maximum time they can stay in New Zealand on an AEWV.
Migrants currently on 2-year visas can apply for an additional 1-year extension if requirements are met.

Interim visa work rights

From 8 April 2025, work rights are extended to Interim Visa holders transitioning from other work or student visas to an AEWV. This ensures continuity of employment while applications are processed.

This includes:

allowing the applicant to take up the job specified in their new AEWV application (connected to their Accredited Employer’s Job Check), enabling them to move into the job more quickly
the time spent on an interim visa with work rights counting towards work experience needed for work to residence pathways; and
for a person applying for a second or subsequent AEWV, including time spent on an interim visa with work rights towards the maximum period they can stay in New Zealand on their AEWV. The maximum continuous stay period excludes any time spent on an interim visa granted before the applicant’s first AEWV.

New seasonal work opportunities

In November 2025, the introduction of multi-entry and single-entry seasonal visas creates more opportunities for workers to participate in New Zealand’s seasonal workforce, with structured pathways to support varying skill levels.

Timeline of Changes

27 January 2025:

Removing the requirements for completion of Employment New Zealand online modules.
Reduction of domestic workforce thresholds for certain construction roles.