Why employers need to think beyond the work visa

For many employers, immigration support ends once the work visa is approved. The thinking is simple: "They can legally work for us. Problem solved."

But that approach can create serious workforce risks later. Because Accredited Employer Work Visas (AEWVs) are temporary.

In most cases, migrant workers can only stay on these visas for a maximum of five years. If they are not on a pathway to residence — or actively working towards one — they may eventually run out of options to remain in New Zealand. And for many employers, the first time they realise there is a problem is when it is already urgent.

With New Zealand’s borders reopening in August 2022 after COVID, the country saw a significant influx of migrant workers over a relatively short period. Over the next 12–18 months, many of those workers will start approaching the later stages of their visa timelines — meaning employers are likely to see these issues arise more frequently.

We regularly see situations where:

• A worker is close to visa expiry
• A residence application has been declined
• Key requirements were misunderstood
• Or the worker simply left planning too late

At that stage, employers are suddenly faced with the possibility of losing trained staff they have already invested years into recruiting, onboarding, and developing.

Residence is not automatic or straightforward

One of the biggest misconceptions we see is employers assuming that if someone is working in a skilled role, residence should be straightforward. It often is not.

A residence application can be impacted by multiple factors, including: 

• Whether the role aligns properly with the occupation code
• Whether the pay meets the required threshold
• What the employee was historically paid
• Whether qualifications are recognised
• Whether work experience is counted correctly
• English language requirements
• Family circumstances
• Visa expiry timelines
• Processing timeframes

Sometimes, workers believe they are eligible when they are not or employers assume things have been “taken care of” when they have not. At times, problems are only discovered when there is very little time left to fix them.

Why should employers care?

Technically, residence applications belong to the migrant worker. But practically, the outcome can directly affect the employer. If a worker is unable to secure residence or another long-term pathway, businesses may face:

• Sudden staff shortages
• Recruitment and retraining costs
• Operational disruption
• Loss of experienced workers
• Increased pressure on existing teams

This is particularly significant for sectors already struggling to attract and retain reliable staff.

Good employers plan early

The employers managing migrant retention well are usually not the ones getting involved at the last minute. They are the ones encouraging workers to seek proper advice early, understand their options in advance and identify potential risks well before visas become critical.

At Aims Global, we regularly work with employers and migrant workers to assess residence pathways early, identify potential issues before they become urgent, and help workers better understand what may be required for long-term eligibility. 

Because in today’s environment, retaining migrant workers is no longer just about getting a work visa approved. It is about making sure your workforce has a future here too.

Contact our team for assistance with visas for your staff, workforce retention strategies and expert advice.