Key Points
- New Zealand will implement changes to the Accredited Employer Work Visa (AEWV) in March 2025.
- The minimum experience requirement for lower-skilled migrants will be reduced to two years.
- Visa duration for Levels 4-5 roles will increase from two to three years.
- Interim work rights will extend to AEWV applicants from any visa type.
- The domestic workforce threshold for certain construction roles will drop from 35% to 15%.
- A declaration-based labor market test model will replace the previous process.
- The income threshold for dependent child sponsorship will increase to NZD 55,844.
Overview
In March 2025, New Zealand will introduce significant changes to its Accredited Employer Work Visa (AEWV) program, aiming to improve operational efficiency, attract skilled talent, and support economic growth. The AEWV, a key component of New Zealand’s labor strategy, allows accredited employers to hire foreign nationals to fill skill shortages. The upcoming adjustments reflect the government’s commitment to balancing migration levels while meeting labor market demands.
A key change includes lowering the minimum experience requirement for lower-skilled roles to two years and broadening access for skilled migrants seeking opportunities in New Zealand. Additionally, visa durations for Levels 4-5 roles—typically associated with mid-level skilled positions—will increase from two to three years, offering greater stability for workers and employers.
Further changes extend interim work rights to AEWV applicants transitioning from any work or student visa, allowing more flexibility during visa processing. This change aims to minimize disruptions for visa holders and streamline employment transitions.
The domestic workforce threshold for construction roles will also be adjusted, dropping from 35% to 15%. This shift acknowledges the persistent labor shortages in the sector and simplifies hiring processes for accredited employers. Moreover, the labor market test will be revised to a declaration-based model, reducing administrative burdens and speeding up approvals.
Another critical update pertains to the income threshold for AEWV holders supporting dependent children, which will increase from NZD 43,322 to NZD 55,844. This change aims to ensure visa holders sponsoring dependents meet financial stability requirements.
In addition to these changes, New Zealand will introduce two new seasonal visas in late 2025 to address industry-specific labor demands. The Job Check process, which verifies that an employer has met eligibility requirements before hiring a migrant worker, will also be redesigned to enhance efficiency.
These reforms reflect New Zealand’s effort to refine its migration framework by fostering a skilled and adaptable workforce, maintaining responsible migration levels, and addressing key labor shortages across industries.
Looking Ahead
Employers should familiarize themselves with the upcoming AEWV changes to ensure they meet new compliance requirements. Preparing for the adjusted labor market test, understanding the revised experience and income thresholds, and adapting internal processes for interim work rights will be critical for the smooth hiring and retention of foreign talent.
Additionally, companies in the construction and seasonal sectors may benefit from the lowered domestic workforce thresholds and the introduction of sector-specific seasonal visas. Employers should monitor announcements related to the new Job Check process to streamline application procedures and avoid delays.
The extended visa durations and lowered experience requirements may make the AEWV program more accessible for foreign nationals seeking work in New Zealand. Prospective applicants should ensure their financial documentation supports the higher dependent sponsorship income threshold.
New Zealand’s continued focus on optimizing its visa programs indicates a long-term strategy to balance skilled migration with labor market demands, contributing to sustained economic growth. Employers and applicants alike should stay informed of additional guidance as the implementation of these changes approaches.
