The Government has made changes to the AEWV accreditation and Job Check process during a business sale or restructure.

From 6 November 2024 onwards, if an AEWV visa holder remains in the same role and location, but their employer changes due to a business sale or restructure then they must still apply for a Job Change. However, if the new employer holds, or has applied for, accreditation when the Job Change application is received, Immigration NZ will be able to approve the Job Change before deciding the employer’s accreditation application.

Points to note:

• The new employer will not need to apply for a Job Check unless the AEWV visa holder’s role or work location will change.
• Anyone holding an AEWV who transfers to a new employer after a sale or restructure will be counted in the employer’s quota of 5 AEWV employees under standard accreditation. (Employers who will exceed this should apply for high-volume accreditation before the workers apply for their Job Change.)

These changes follow recently announcements from INZ aimed at improving processing times.

Find out more here.

Related articles:

• Changes to AEWV aim to address processing times
• Allocation priorities for Accredited Employer Work Visa (AEWV)

Immigration New Zealand (INZ) is making changes that they say are to improve wait times across the Accredited Employer Work Visa (AEWV) scheme.

INZ have acknowledged that employer accreditation, Job Check and AEWV applications have been taking longer to process – which is one of the key frustrations voiced by RA members.

As a result INZ are now processing similar applications in groups, such as those from the same sector or location or where applicants are in similar situations. The premise is that by assessing these at the same time, INZ can be more efficient and process applications faster, while ensuring the necessary checks still take place.

INZ note that incomplete applications also continue to be a contributor to the longer wait times. Applications that include the required evidence and documentation will be prioritised. Getting your application right the first time will mean it is processed faster. Checks that you:

• include all the required evidence when you apply for accreditation or a Job Check
• understand the advertising requirements for your role before advertising, so you can include the right evidence in your Job Check
• encourage migrants to read about their AEWV application requirements when you send them a job token
• check the duration of your current accreditation.

View also: Job checks and AEWV applications – getting the information right

More on AEWV wait times

The Restaurant Association welcomes Immigration New Zealand’s announcement that ANZSCO – the role classifications used for visa applications – is to be replaced by a comparable but separate system.

Statistics New Zealand will be introducing a new New Zealand classification system called the National Occupation List (NOL). The first version of the NOL will be released on 20 November 2024.

The RA has worked hard for many years to draw attention to the issues with ANZSCO, which often results in employees wrongly classified into a job role that bears little match to their actual day to day position and causes frustration for employees and employers. We’ve asserted that there is a need for a realignment of the description to better fit current work situations and hence the announcement is welcome news.

Immigration New Zealand say it will take some time to transition to the new classification system and they will continue to use the Australian and New Zealand Standard Classification of Occupations (ANZSCO) until then and will provide a further update in 2025 when a switch over date is confirmed.

ANZSCO grades occupations according to skill level. ANZSCO skill levels range from 1 to 5, with 1 being the most skilled and 5 being less skilled. Unfortunately the database has many limitations. It is by no means an exhaustive list of all occupations; therefore a common complaint is that the ANZSCO descriptions are not compatible with many roles within our industry. This results in difficulty choosing the closest fit role description and a job specification mismatch when INZ makes the comparison between the employee’s role and that closest fit ANZSCO classification. Problems relating to the chef classification arise because there are a wide-ranging number of levels that exist in the kitchen – from executive chefs / head chefs, right down to commis chefs and apprentices (and every role in between). The ANZSCO fails to address the difference between the levels, nor the vast differences in role requirements related to the size of the business. Chefs are often re-matched as the lower skilled ‘cooks’ classification. Senior front of house roles are additionally also often wrought with problems. One of the reasons for this is that ANZSCO includes occupational classifications for junior roles such as waiters, baristas and bar attendants (classed as skill level 4 occupations) and senior management level roles (café and restaurant managers (skill level 2), however, it is silent on intermediate level management positions such as duty managers and maitre D’s.  When assessing the closest fit, an application for a café or restaurant manager will often be re-assessed by INZ as a better match for a retail supervisor ANZSCO classification (a level 4 occupation).

We will keep members up to date with further developments around the National Occupation List (NOL).

View the ANZSCO announcement here.

The Government is creating short-term exemptions to the Accredited Employer Work Visa (AEWV) skills requirements for a limited number of roles and sectors, including Hospitality. 

These changes are designed to avoid shortages in specified sectors while long-term AEWV changes are being decided.  

The exemptions will be available for: 

• new applicants applying for select meat and seafood processing roles
• some current visa holders renewing their AEWV for work covered under the tourism and hospitality and care workforce sector agreements. Their application must be for the same occupation they are currently in but can be for a different employer or in a different region. 

The exemptions will be in place on 8 September 2024.  

An exemption to the AEWV minimum skill requirement will be available for existing visa holders with a role in the tourism and hospitality sector that is exempt from paying the February 2023 median wage, if:

• their visa is expiring on or before 31 March 2025
• they are applying for a further 1-year duration AEWV, and
• their application is for the same occupation.

These changes only exempt AEWV applicants from the minimum skill requirements introduced in April 2024. Applicants will still need to meet any requirements listed by the employer in the Job Check application.

These changes are part of a wider review of the AEWV to ensure it is fit for purpose. Targeted consultation on potential longer-term options to further improve the AEWV will continue throughout the year.

We know that for many operators going through the steps of the Accredited Employer Work Visa (AEWV) application process it is important for the process to be completed in a reasonable time-frame to enable you to complete your recruitment process. It can be frustrating if the time taken to process applications is longer than expected.

While there are many variable reasons as to why Job Check and AEWV processing may take time, according to Immigration NZ many Job Check and Accredited Employer Work Visa (AEWV) applications currently being submitted, are missing key information, which is impacting overall application processing times. Submitting applications with complete information means Immigration Officers can spend more time making decisions, as applications with complete information are generally processed faster, compared to when Immigration NZ (INZ) has to request this information.

The Immigration NZ website has new guidance about how to advertise and what to do before applying for a Job Check which should be useful guidance on how to submit complete Job Check applications.

Key things to note:

Job Checks

• Ensure the advertising has closed prior to the Job Check being submitted.
• Make sure to include the pay rate or pay range in the advertisement. It is not sufficient to provide the pay range in the job listing search settings, but not state it in the advertisement.
• Ensure advertising with Work and Income has been completed where required. The listing with Work and Income must be consistent with advertising undertaken generally for a skill level 4 or 5 position. This does not mean it needs to be identical or include the same information – as long as the information does not conflict, this will be consistent with policy requirements.
• Ensure you select the right ANZSCO code at the time the application is submitted.
• Employment agreements must contain all clauses required by employment law. Many are missing a statement that sexual harassment personal grievances must be raised within 12 months. Here is a link providing information on this clause under What an employment agreement must include / Types of pay.
• Employment agreements must also have all clauses required by immigration instructions:
  • provide a minimum 30 hours of work per week
  • describe the maximum hours allowed and the provisions for overtime payments (for salaried employees)
  • provide a pay period not longer than one month
  • not include bonding clauses or unlawful deductions
• Employment agreements must not include a trial provision as defined in section 67A (2) of the Employment Relations Act 2000 (a ’90 day trial’).

Accredited Employer Work Visas (AEWVs)

• Job descriptions must be provided with the work visa application.
• Sufficient evidence of work experience must be provided. Evidence must demonstrate that the suitably qualified requirements are met, as well as the minimum skills threshold.
• Evidence of meeting English language requirements must be provided. INZ will not hold applications for English tests to be undertaken.
• Police certificates must be provided (if the worker is staying for more than 2 years).
• If the employment agreement is amended at the Job Check stage, ensure the amended version is submitted with the Work Visa, instead of the previous version.

Please contact the RA Helpline for clarification or assistance – 0800 737 827.

From 1 October, visa fees across the board will increase. The government reasoning for the increase is that they have been set at an appropriate level to recover the costs of processing a visa and reflect the benefits received by people using immigration services.

As at 13 August 2024 Immigration New Zealand (INZ) has approved 124,974 AEWV applications since the scheme opened, and there are currently 31,689 accredited employers and 84,676 AEWV holders.

Some notable increases include:

• Accredited Employer Work Visa increase from $750 to $1,540
• Job Check Applications increase from $610 to $735
• Permanent Resident Visa increase from $240 to $315
• Specific Purpose Work Visa increase from $735 to $1,355

The government will continue to support subsidized fees for visa applicants from Pacific countries.

Most of the fees paid for by the employer have increased. You can find the new fee structure here.

2 May 2024
Hon. Erica Stanford
Minister of Immigration
Parliament Buildings
Wellington
E.Stanford@ministers.govt.nz

Tēnā koe e te Minita,

Hospitality sector priorities for the immigration portfolio
Further to my previous letter setting out the hospitality sector’s priorities for the incoming Government, I am writing to brief you on our priorities as they relate particularly to your immigration portfolio.
Immigration is by far the most pressing issue raised by our members, and I have been concerned about the lack of consultation with industry on our immigration policy settings. The announcement made last month on changes to the Accredited Employer Work Visa (AEWV) scheme came with no consultation with the hospitality industry, and appears to be a continuance of the trend toward a generalised, one-size-fits-all approach to achieving what are ultimately commendable goals for our immigration system.

While the hospitality sector has specific priorities, we acknowledge the economic and infrastructure impacts of record net-migration and would welcome the opportunity to work with the Government in developing unique approaches to addressing these challenges. The priorities in this list are not exhaustive, and the Restaurant Association remains ready to develop further programmes of work in partnership with the Government to address challenges in the immigration system as they arise.

Migrant worker exploitation
To address migrant worker exploitation within the hospitality industry, the Restaurant Association created HospoCred, an industry accreditation programme for hospitality that sets a platform for standards within the hospitality industry, promoting employers committed to fair and ethical employment and business practices. This initiative is a collective force to prevent worker exploitation, and not only safeguards workers but also strengthens our industry’s reputation and contribution to the economy. We have been approached by several industry bodies who have sought to replicate this initiative for their sectors, because of the way it is designed and the results it is delivering, and we believe that government investment in industry-led initiatives like this will help to address migrant worker exploitation.

As you will no doubt be aware, one of the key challenges for exploited migrant workers is bonding to a single employer. Exploitation often occurs when this happens, where workers are unable to escape their exploitative employment arrangements. Our members have reported workers approaching them seeking help to leave their exploitative employment arrangement, and we at the Restaurant Association are always ready to help with facilitating this. However, to say that the answer is to fill out more paperwork to apply for another visa (whether a variation of conditions or a Migrant Exploitation Protection Work Visa) puts a layer of bureaucracy in the way of what should be the most important goal – enabling these workers to leave an exploitative environment as quickly as possible.

Accredited Employer Work Visa
The cost and processing times of working through this process are completely out of kilter with what can realistically be considered reasonable. Restaurant Association members have raised the overall cost and processing times of the scheme as significant barriers, with some opting to let their accreditation expire due to these barriers.

Our members have noted that the cost of applying for a work visa for a chef in 2009 was approximately $120, increasing to $200 in 2010. Compared to the current cost of the AEWV scheme, an almost 900% increase in visa application and processing fees is unsustainable – our members have reported paying $740 at stage one, $610 at stage two and $740 at stage three for a total cost of $2,090 for a single application. This does not take into account the cost of becoming an accredited employer, nor the costs associated with job checks and proving that a role cannot be filled by the domestic market.

Exploitation often occurs when the exorbitant cost of a visa is used as a weapon against workers by unscrupulous employers, and the cost hikes associated with the current scheme only add to the risk of this occurring more often. We recognise the Accredited Employer Work Visa was implemented with what were seen as protections against migrant worker exploitation, however making it nearly impossible to apply for a visa by increasing the cost of doing so is not the way to achieve better protections for migrant workers.

Further, the changes to the length of AEWV’s are significantly impacting both employers and workers in our sector. These retrospective changes mean that many staff who came to New Zealand expecting to be able to work and live here for five years, and employers who paid thousands of dollars in visa fees expecting to have those staff in their businesses for that time, are now at a loss both personally and financially.

Definition of low and unskilled migrants
New Zealand’s immigration system needs to recognise that an individual can still be highly qualified and skilled without a doctoral degree. Immigration and education policies are regularly treated as separate topics, however a common issue in our industry is the inability of the government to determine a visa applicant’s level of skill and often making incorrect assumptions based on formal qualifications.
This strict interpretation of the rules without any knowledge of the context of our industry has led to both a shortage of appropriately skilled staff and a bottleneck in visa processing, which must be addressed. A priority for the Restaurant Association is the development of frameworks against which overseas registrations, certifications and training can be measured against domestic qualifications and standards.

English language requirement
Much like the median wage requirement is an inadequate proxy for skill, we submit that an English language requirement is an inadequate proxy for real action on migrant worker exploitation. We recognise that for many industries, language and culture of origin is not an integral part of a migrant worker’s job. In the food and beverage sector, however, cultural identity and competency is a crucial part of the broader hospitality experience. Authentic Thai, Indian and Middle Eastern cuisine, for example, is most often prepared by those who have limited formal training and whose training has taken place in the home or through on-the-job training in their country of origin.

We submit that this requirement is an unnecessary restriction while there are a myriad of other actions that Immigration New Zealand can take to ensure those with limited English language competence are properly protected from exploitation. For example, it is already a requirement for accredited employers to provide the employee with specific work-related settlement information and support, and this could (and should) include information on worker’s rights and how to seek support in the appropriate language. Exploitation occurs when workers do not know their rights, and we believe providing them with the appropriate information in the appropriate language is a key tool to preventing exploitation.

Acknowledging that the English language requirement introduced to the AEWV scheme is set at IELTS Band 4, we submit that, given the description of language competence at Band 4 is that of a limited nature, the actions above should be introduced irrespective of whether the requirement is removed.

Seasonal work and working holiday visas
It is important to note that the hospitality industry will always be reliant on some level of a short-term, temporary workforce that is filled through the immigration system. The seasonal and events-based fluctuations in demand for workers in our industry are a perfect fit to support our immigration system in places like the Working Holiday Visa scheme, as well as supporting the broader tourism ecosystem when marketing New Zealand as a place to visit.

Currently, agreements with 20 countries¹ restrict travellers with a working holiday visa to working for an individual employer for no longer than three months. For any business, but especially hospitality businesses, three months is just enough time to onboard and train a new staff member on the systems and procedures that are unique to their workplace. Where staff are then required to move on after three months, both the employee and employer find themselves in a constant cycle of training and recruitment. Extending the maximum period to at least six months will help to ease recruitment and training costs and pressures on our businesses, while also providing security for those employees on a working holiday visa to know they aren’t required to constantly look for other work.

As an Association, we are progressing the industry-led work necessary to ensure the long-term sustainability of the hospitality industry. What we need from the Government to ensure this is achieved is short-term support to address our immediate pressures, and partnership to accelerate the long-term goals we are determined to achieve.

The Restaurant Association’s Immigration and Workplace Relations Industry Advisory Group meets quarterly to identify the challenges for hospitality in our immigration system, and develop solutions to these challenges – including the ongoing development of our industry accreditation scheme HospoCred. A key priority for this advisory group is the balancing of the Government’s objectives for immigration policy with the needs of businesses and employers in our sector, and I would be happy to facilitate an opportunity for you to meet with the group and hear from hospitality business owners first-hand how they see a future immigration system working for New Zealand.

I trust this briefing on the hospitality industry’s priorities for immigration is helpful, and would appreciate an opportunity to meet with you to discuss these priorities and how the Restaurant Association can work with you to support the ongoing work of improving our immigration system. My team is able to assist with scheduling a meeting at a time and location that is most convenient for you – I am often in Wellington and able to visit you at Parliament, or would love to host you at our head office in Auckland.
Please do not hesitate to contact me directly if I can be of any assistance in the meantime, and I look forward to hearing from you soon.
Ngā mihi nui,

1 Brazil, Croatia, Denmark, Estonia, Hungary, Hong Kong, Israel, Latvia, Luxembourg, Malta, Mexico, Peru, Philippines, Poland, Portugal, Slovenia, Taiwan, Thailand, Turkey and Vietnam

Marisa Bidois
Chief Executive
Restaurant Association of New Zealand

📢 Major updates to the Accredited Employer Work Visa (AEWV) as of April 7, 2024! Below is a summary of the changes.

• Employers must now meet enhanced requirements for accreditation, Job Check stages, and during the accreditation period. Ensure your migrant employees are suitably skilled and qualified!
• A new minimum of 30 hours of employment per week is mandatory for AEWVs, and employers need to report any early employment terminations to INZ.
• For those seeking an AEWV, the path has evolved with heightened work experience and qualification demands, particularly for ANZSCO skill levels 4 and 5 roles, alongside specific English proficiency requirements.
• Visa lengths and maximum stays have been adjusted: ANZSCO level 4 and 5 job holders may face shorter durations in NZ, impacting their potential pathway to residence.
• Employers filling ANZSCO level 4 and 5 roles have new advertising and engagement requirements with Work and Income, ensuring a fair chance for New Zealanders.

This is just a summary of the changes with full details available here

As we await the final outcome of the upcoming election, one thing has already been confirmed: New Zealand is on the brink of a change in government. With National and Act poised to form a coalition, there will be some significant shifts in policy. What will the changes mean for the hospitality industry?

National’s 100-Day Action Plan, unveiled prior to the election, outlines a series of key priorities for the new government. Here’s a look at how some of the priorities that affect small business owners in the hospitality sector:

• Repealing “Fair Pay” (FPA) Legislation: National have stated that they aim to repeal Labour’s “Fair Pay” legislation, with the hospitality FPA currently scheduled to start bargaining shortly.
• Reinstating 90-Day Trial Periods: National will introduce legislation to restore 90-day trial periods for businesses of all sizes.
• Fuel Tax Relief: National aims to remove the Auckland Regional Fuel Tax, which currently adds 11.5 cents per litre to petrol costs or $7.70 for a full tank.
• Cancelling Planned Fuel Tax Hikes: Additionally, they plan to cancel Labour’s proposed fuel tax hikes, which would have added another 12 cents per litre or an extra $8 for a full tank.
• Discontinuation of Income Insurance Scheme: National intends to halt any work on Labour’s Income Insurance Scheme.
• Safety and security focus: National plans to introduce legislation to ban gang patches and prevent gang members from gathering in public
• Te Pūkenga Merger Reversal: National intends to disestablish Te Pūkenga and return decision-making power to local authorities, which will have an impact on industry training programmes and workforce development in hospitality.

Additionally, National has unveiled their Tourism Plan, outlining the ways they intend to bolster New Zealand’s tourism industry. While this plan may not specify hospitality-focused priorities, it contains elements that could benefit our sector. The Association supports the priority to ensure we can get access to the staff we need so we can continue to operate and deliver visitors the world-class experiences and hospitality New Zealand is known for. Their immigration support will include:

• Priority Visa Processing: National plans to introduce a priority immigration processing service, which will expedite visa applications for migrants and businesses in need of quick staff recruitment.
• Flexible Wage Requirements: They will eliminate the median wage requirement, allowing businesses in sectors like tourism to attract staff at wages that reflect their skills and experience.
• Increasing age limit for Working Holiday Visas (WHV): National will increasing the upper age limit to apply for a Working Holiday Visa to New Zealand from 30 to 35 for eligible countries.
• Multiple WHV Applications: People from eligible countries working in areas with labour shortages, such as hospitality and tourism, will be allowed to apply for a second or third Working Holiday Visa.

In the coming weeks, we will be briefing incoming Government Ministers on the critical role that the hospitality industry plays in New Zealand’s economy and educating them on our value and our current challenges, as we’ve outlined in our Election Manifesto. We will discuss what you have communicated to us are your key priorities We will keep you informed on how the plans are progressing and conversations we are having with Ministers and provide you with any guidance needed to adapt to new policies and opportunities that may arise under the new government

The government has announced modifications to the immigration system, to improve migrant workers’ protection. They will impose additional obligations and requirements on employers from the end of October, 2023.

Changes for accredited employers

Removal of 90 Day Trials for Accredited employer work visa holders

• For those working under an Accredited Employer Work Visa (AEWV), the 90-day trial period will no longer apply. The decision seeks to protect newcomers from dismissal while they are still adjusting to life in New Zealand. Those who already have an AEWV or have applied for one will still be subject to a 90-day trial period. It is still possible to have probationary periods.

New Job check requirements

There will be a new “Job Check” requirement, which states that the employment agreement cannot contain a 90 day trial-period clause.

New Accreditation standard

In addition, a new accreditation standard will be implemented that requires employers to commit to not using trial periods when employing AEWV holders. Employers who continue to terminate migrant employees based on a trial period risk having their accreditation revoked.

The new 90-day trial rule will not apply to:

• already-approved Job Checks, or
• migrants who already hold, or have applied for, an AEWV.

When will these changes apply?

From Late October 2023:

• You must remove the 90 day trial period from your employment agreements for job checks.
• Regardless of the submission date, a Job Check that is being assessed that has a trial period will be rejected, or Immigration New Zealand (INZ) may ask for further information.

More information on when the accredited employer changes come into effect will be made available soon by the government and INZ – we will update members accordingly and as soon as we have more information available.

Accredited employers who are ‘triangular employers’

Changes have also been announced for ‘triangular employers’ who employ migrants to work at other businesses’ premises.

• When applying for or renewing their Accredited Employer accreditation, ‘triangular employers’ must demonstrate their financial viability.

• “Triangular employers” who hire foreigners for building site work must have at least 35% of their staff made up of New Zealanders, up from 15% presently.
• This New Zealand workforce threshold will now be assessed at both the accreditation and Job Check stages.

The Government’s full release on the immigration announcements is here: https://www.beehive.govt.nz/release/more-support-victims-migrant-exploitation

Immigration NZ have made changes to visa conditions for new Partner of Worker Work Visas. Many people who apply for these visas from 31 May, 2023 will need to work for an Accredited Employer and be paid at least the median wage.

If you currently employ someone on a Partner of a Worker Work Visa, learn more about changes you may need to make if they apply for a further visa:

The changes affect new visas and there are some exceptions – of note, AEWV holders who are covered by a sector agreement (there are some roles in the hospitality industry covered by a sector agreement) and paid below the median wage are not eligible to support a partner work visa. 

The requirement to only work for an Accredited Employer affects people who apply for a Partner of a Worker Work Visa on or after 31 May 2023. This includes most partners of temporary workers who hold an Accredited Employer Work Visa (AEWV) or an Essential Skills Work Visa (ESWV).

You may need to become an Accredited Employer but you do not need to complete a job check to hire someone on a Partner of Worker Work Visa.

The changes do not affect current work visa conditions or people who applied before 31 May. There are no changes to visa conditions for partners of New Zealanders or partners of those holding other work visas (such as a Post Study Work Visa).

Some partners of AEWV and ESWV holders will continue to be eligible for a work visa allowing them to work in any occupation for any employer in New Zealand, with no median wage threshold. This includes partners of:

• Migrants who are paid at least twice the median wage, or
• Migrants who are working in a role on the Green List.

You can check a migrant’s visa conditions using VisaView.

Related articles:

Government responds to industry pressure – announces immigration changes for hospitality

Immigration update – medan wage increase, new Recovery Visa, variations

Final decisions on the proposals related to the Employer-Assisted Temporary Work visa system have now been made, with the Minister of Immigration recently announcing the changes. The proposals include changing to an employer-led process, reforming temporary work visa settings so that they were more responsive to regional conditions and negotiating Sector Agreements.

The immigration policy changes will introduce a pre-assessment for employers, improve access to immigration for regions with low unemployment and put in place sector agreements. It will be a significant change to the current immigration settings, although the Government says the new system would prioritise New Zealand workers while ensuring temporary foreign workers would be recruited to fill genuine regional and sector shortages.

These changes are part of the Government’s wider programme of workforce improvements, including the changes to vocational education and upcoming welfare reforms, which have a goal to create better connections between the immigration, education and welfare systems.

The new process will be designed over the next 18 months, so there is a lot of detail that is not yet available. This includes information about fees, processing times and evidence that employers and migrants will have to provide in support of their applications.

The Restaurant Association welcomes the opportunity to work with officials on the detail of how the new processes can be implemented and we will be actively advocating for our members as the detail of the changes are finalised.

We are preparing further information and guidance for members, and will provide professional development updates in the future to ensure members are well informed and ready when the changes come into force. 

Full details of the changes, including timeframes, can be found here: www.immigration.govt.nz/work-visa-changes. More information on the Association’s position on the changes, and a copy of our submission can be found here.

The key changes include:

• Replacing six current employer-assisted temporary work visa categories with one new visa called the Temporary Work Visa
• Introducing a new employer-led visa application proves that will involve three stages: the employer check; the job check; and the worker check
• Linking visa conditions directly to pay by replacing existing skill bands with a simple remuneration threshold aligned to the median wage
• For higher-paid jobs, replacing the current set of skills shortage lists with lists for cities and open access for regions
• Strengthening the labour market test for lower-paid jobs and removing it altogether for highly-paid jobs in rural regions
• Increasing the remuneration threshold for the Work to Residence – Talent (Accredited Employer) visa category, as a transitional measure until this visa is closed
• Reinstating the ability for lower-paid workers to bring their families to New Zealand
• Introducing sector agreements to support facilitated access to foreign workers in exchange for progress towards longer-term labour market improvements that place more New Zealanders into jobs in the sector and reduce the sector’s reliance on temporary foreign workers.

Members can also get more information from the policy factsheets:

• Changes to employer-assisted temporary work visas — overview PDF 2MB
• Changes to employer-assisted temporary work visas — what does this mean for employers? PDF 7MB
• Changes to employer-assisted temporary work visas — what does this mean for foreign workers? PDF 1MB
• Changes to employer-assisted temporary work visas — sector agreements PDF 807KB