The Job Check is the key approval step under the Accredited Employer Work Visa (AEWV). With Immigration New Zealand (INZ) increasing scrutiny on recruitment and compliance, getting this right is essential. Use this checklist to help your Job Check application move smoothly through INZ.
1. Pay & Job Conditions
- Pay the market rate: The role must be paid at least the market rate for the occupation and meet New Zealand minimum wage requirements.
- Minimum hours: The job must guarantee at least 30 hours per week — this is mandatory for AEWV roles.
2. Advertising & Recruitment
- Correct advertising period:
- ANZSCO skill levels 1–3: advertise for at least 14 days
- ANZSCO skill levels 4–5: advertise for at least 21 days
- Genuine attempts to hire New Zealanders: You must show that advertising was genuine and targeted appropriately for the role.
- Work and Income engagement: For ANZSCO level 4–5 roles, employers must engage with Work and Income New Zealand and declare this engagement in the Job Check.
- NZ candidate assessment: If New Zealand citizens or residents apply, you must record why they were not suitable for the role. Generic or unsupported reasons may lead to delays or decline.
3. Job Check Documentation
- Correct occupation classification: Use the correct ANZSCO or National Occupation List (NOL) code, depending on what applies to the role. (NOL is being introduced in stages.)
- Accurate job description: The Job Check description must match the advertised role and the actual duties the migrant will perform.
- Valid accreditation: Your employer accreditation must be current and active at the time of applying for the Job Check.
- Record-keeping: Keep evidence of advertising, applications received, interview notes, and recruitment decisions in case of INZ review.
4. Skill Requirements
- Reasonable checks required: Employers must take reasonable steps to ensure the migrant worker meets the skills, qualifications, or experience required for the job.
- Compliance risk: Employing a worker who does not meet the role requirements can affect both the AEWV application and the employer’s accreditation status.
Where are your employer clients getting stuck most — advertising or assessing NZ applicants?
