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In an effort to streamline immigration procedures and address persistent labour market shortages, New Zealand has introduced a set of significant updates to its visa and employment requirements. These changes aim to simplify pathways for both employers and workers, with adjustments to wage thresholds, work experience criteria, and visa durations.
Here are the key changes:
Wage threshold adjustments for work visas
The median pay criteria for the Accredited Employer Work Visa (AEWV) and Specific Purpose Work Visa (SPWV) has been removed by the government. Employers still need to post job opportunities and offer salaries that reflect the market rate for the role and location, even though they are no longer obligated to meet a predetermined salary criterion. This modification gives companies freedom while maintaining equitable worker remuneration.
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Earnings threshold for migrants bringing dependents
For those wishing to bring children to New Zealand, AEWV holders must now earn at least NZ$55,844 annually. This minimum threshold, which has remained unchanged since 2019, is intended to ensure that migrant families can sustain themselves financially while living in the country.
Reduction in work experience requirements
The three-year minimum work experience requirement for migrants has been lowered to two years in order to alleviate severe labor shortages. Because of this change, competent workers will find it easier to find employment in New Zealand while still meeting the requirements for their positions.
New Zealand is introducing two new pathways for seasonal workers:
- A three-year multi-entry visa for experienced seasonal workers.
- A seven-month single-entry visa for lower-skilled workers.
While guaranteeing that present temporary seasonal worker programs continue to function until the new system is completely implemented, these pathways are made to accommodate seasonal labor demands.
Extension of visa duration for lower-skilled roles
The two-year visa period has been extended to three years for jobs that fall within the Australian and New Zealand Standard Classification of Occupations (ANZSCO) skill levels 4 or 5. Existing employees with two-year visas who fulfill the necessary requirements may seek a one-year extension.
Employers no longer have to follow Work and Income’s 21-day mandated recruitment period when posting job openings for skill level 4 or 5. Employers only need to advertise and interview qualified applicants to show that they are making an attempt to hire locally.
Starting in April 2025, applicants for the AEWV transitioning from other work or student visas will be granted interim work rights. This change will allow migrants to remain employed while they await final approval of their visas.
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From January 2025, employers who are accredited will no longer need to complete the online training modules provided by Employment New Zealand. Immigration New Zealand will instead offer easily accessible resources on employment rights and responsibilities.
The government has lowered the domestic workforce criterion for some roles from 35% to 15% in order to address labour shortages in the construction industry. This has made it simpler for companies in this area to fill openings.
The new revisions will provide skilled workers greater flexibility and streamline procedures for employers. Better prospects for migrants are created by the lowering of experience criteria, extending visa durations, and improving work rights; firms gain from a more effective hiring process and streamlined compliance procedures. With new changes in place, New Zealand hopes to alleviate labor shortages and provide a more seamless path for employers and employees with these reforms.
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