How much does it cost?

Becoming an accredited employer in NZ involves paying a fee to Immigration New Zealand. You pay a different fee depending on the type of accreditation you need.

Accredited Employer Work Visa (AEWV) advisory

How the Accredited Employer Work Visa process works

Hiring a migrant worker under the Accredited Employer Work Visa (AEWV) has a defined process you need to follow.

That process sits across three stages:

Each stage has its own requirements, and each one needs to be completed correctly before you can move to the next.

The challenge for most employers is understanding what Immigration New Zealand is actually assessing at each stage, what needs to be in place before applying, and how to avoid delays once the process has started.

Getting clear on how each stage fits together makes the rest of the process easier to manage.

Step 1 - Employer Accreditation

Employer Accreditation is the first step in the AEWV process.

At this stage, Immigration New Zealand is assessing the business itself. The focus is on whether the business is genuine, financially viable, and able to meet the ongoing obligations that apply when employing migrant workers under the AEWV system.

Most applications are submitted based on declarations, with checks carried out against information already held by government agencies. In some cases, further information may be requested if something needs to be clarified.

Accreditation must be held by the direct employer named in the employment agreement.

1. Standard accreditation applies to New Zealand businesses hiring up to five migrants on AEWVs.
2. High-volume accreditation applies to New Zealand businesses hiring six or more migrants on AEWVs.
3. Triangular accreditation applies where the business is the direct employer named on the employment agreement, but the worker is placed with a controlling third party. This is the category that usually becomes relevant for labour hire or similar arrangements.

Only workers employed on AEWVs count toward these accreditation settings. Workers on other visa types are not counted in the same way.

How much does Employer Accreditation cost?

Immigration New Zealand charges a fee for Employer Accreditation, depending on the type of accreditation you apply for.

The exact cost can change over time as settings are updated, so it’s important to refer to the current Immigration New Zealand fee schedule when preparing your application.

You can view the latest accreditation fees on the Immigration New Zealand website.

Any professional fees for support with the process sit separately from Immigration New Zealand’s charges.

Hiring capacity and planning

Under the current AEWV system, the focus is no longer on a fixed job quota in the same way earlier versions of the policy operated.

The number of migrant workers you can employ is linked to your accreditation type and whether each role meets the requirements of the Job Check and visa process.

For employers planning to hire multiple workers, this means the process is less about a capped number and more about ensuring each role meets the required criteria and is approved correctly.

Where businesses expect to scale their workforce, it’s important to align accreditation type, workforce planning, and recruitment timelines early, so the process does not need to be revisited partway through.

Requirements for accreditation

To become accredited, a business must meet a set of minimum requirements set by Immigration New Zealand.

This includes confirming that the business is actively operating, financially viable, and able to meet employment and immigration requirements.

You will also need to provide details of key people within the business and confirm there is no recent history of serious immigration or employment breaches.

Most applications are assessed based on declarations supported by checks against government-held information. If anything requires clarification, Immigration New Zealand may request further details as part of the assessment.

Compliance history

Immigration New Zealand will assess whether the business, and the key people within it, have a recent history of non-compliance with immigration or employment law.

This includes situations where:

A migrant worker has been employed without the correct visa or visa conditions
Employment terms do not match what was approved through the visa process
False or misleading information has been provided to Immigration New Zealand
The business, or its key people, have been placed on the Labour Inspectorate stand-down list
An individual has been banned from acting as a company director, or has a pattern of immigration-related issues across multiple businesses

Where these issues exist, accreditation may not be granted. The outcome will depend on the nature of the issue, how recent it was, and whether it has been addressed.

If there has been previous non-compliance, Immigration New Zealand will expect to see clear steps taken to resolve the issue and prevent it from happening again.

Employer obligations

Accreditation comes with ongoing obligations that apply for as long as migrant workers are employed under the AEWV system.

Employers must ensure that anyone involved in recruitment decisions completes Employment New Zealand’s online learning modules on employment rights. This includes hiring managers, HR personnel, and anyone responsible for employing staff.

There are also clear requirements around recruitment costs. Employers are responsible for covering costs associated with hiring, both in New Zealand and overseas. This includes:

Advertising
Recruitment agency fees
Employer Accreditation and Job Check costs
Trade testing
Tools retained by the employer
Training and induction

These costs cannot be passed on to the worker. Employers must not charge fees, either in New Zealand or offshore, that would be unlawful under New Zealand law. This includes:

Payments to secure employment
Bonding arrangements that improperly tie a worker to a role
Unreasonable or undocumented deductions

Airfares are not always included in these requirements, although they may be required depending on the worker’s country of origin.

Immigration New Zealand will also consider how a business has been structured. Where a business has been re-established under a new legal entity but is effectively continuing a non-compliant operation, this may affect eligibility for accreditation.

These obligations are ongoing and may be reviewed during the accreditation period and again at renewal.

Settlement support

Employers are required to provide settlement support to migrant workers within the first month of employment.

This is a defined part of the AEWV requirements, and Immigration New Zealand may check that it has been completed during the accreditation period or at renewal.

Settlement support includes providing workers with information that helps them understand both their employment and how to live and work in New Zealand.

From an employment perspective, this includes making sure workers understand their rights, their role, and any relevant health and safety requirements. Workers must also be given time, during paid work hours, to complete Employment New Zealand’s online learning modules on employment rights.

From a practical perspective, employers are expected to provide information that helps workers settle into daily life. This includes guidance on:

How to obtain an IRD number
Access to healthcare services
Accommodation options
Transport and driving requirements
Cost of living
Relevant community or support groups

These activities need to be completed within the first month of employment.

Employers should also keep clear records of what has been provided, such as signed acknowledgements or email records, as this may be requested if Immigration New Zealand carries out a check.

Step 2 – Job Check

Once accreditation is in place, a Job Check must be completed for each role before a migrant worker can be hired.

The Job Check assesses the role itself. This includes whether the role meets current wage thresholds and reflects the market rate, complies with employment law, and guarantees a minimum of 30 hours per week.

Where required, employers must also show that the role has been advertised to New Zealanders before offering it to a migrant worker.

If a Job Check is approved and the original candidate is not hired, the role can still be offered to another suitable applicant, provided the job details remain the same.

Step 3 - Visa Application

Once the Job Check is approved and an offer of employment has been made, the migrant worker can apply for their Accredited Employer Work Visa.

At this stage, Immigration New Zealand is assessing the worker. This includes confirming that they meet the requirements for the role, hold the appropriate skills or experience, and meet health and character requirements.

The visa application must align with what has been approved through the Job Check. Any differences between the role offered and the information submitted during earlier stages can result in delays or further questions.

This stage is largely dependent on the worker’s application. However, the outcome is still influenced by how accurately the earlier steps have been completed.