AEWV Reforms and Workforce Solutions

Clint Densem

Welcome, everyone, and thanks for tuning in to today's episode of the Accredited Employer Work Visa News Updates podcast. I'm your host, Clint Densem. — I'm a licensed immigration advisor and director here at New Zealand Immigration and Employment Solutions.

Clint Densem

—Today we'll be diving into some major updates to New Zealand's Accredited Employer Work Visa. The Government has announced a series of reforms rolling out through 2025, and these changes are set to reshape how employers recruit and how migrants can bring their skills to the workforce.

Clint Densem

—So, first up, we've got the removal of the median wage threshold. This is a big shift that’s aimed at opening up more opportunities while keeping pay rates aligned with market standards. No more artificial thresholds dictating what counts as a skilled role.

Clint Densem

—Then there’s the reduced experience requirement. It’s gone from three years down to two, which is designed to strike that balance between attracting talent and addressing some of the challenges employers have faced. It’s a great change for a lot of industries.

Clint Densem

—And let’s not forget the introduction of new seasonal visa pathways. I mean, it’s great to see a clear plan here. These pathways are looking to support sectors with high seasonal demands—like horticulture —while still providing flexibility for businesses and workers alike.

Clint Densem

—And these updates don’t just stop there. We’re also seeing changes around compliance measures, recruitment strategies, and workforce planning. All these align to make the system smarter and more responsive for employers and employees.

Clint Densem

—Looking ahead, we’ve got extended work rights for interim visa holders, updated income thresholds, and tailored pathways for both skilled and seasonal workers. It’s clear that these reforms are aiming to make it simpler but also fairer—putting the right people in the right jobs.

Clint Densem

—And these changes…... they’re kicking off pretty soon, starting January, and phasing in through the year. But there’s much more to unpack, so let’s take this step by step and break it down.

Clint Densem

—Now, let’s talk about the removal of the median wage threshold. Employers still need to pay market rates, of course, but removing that threshold means the focus is on what the role actually requires rather than some arbitrary figure. It’s going to provide more flexibility for businesses and—honestly—it’s about time we went back to market rates.

Clint Densem

—Then there’s the updated annual income threshold for migrants supporting dependent children—it’s now set at fifty-five thousand eight hundred and forty-four New Zealand dollars a year. This might sound like a small adjustment, but it hasn’t been updated since 2019. With inflation and cost-of-living changes, this update aims to reflect the real-world conditions families face today.

Clint Densem

—And let’s not forget the reduction in experience requirements. It’s gone from three years to two, and this—I think—helps address a key issue we’ve heard in consultations. It makes it easier to attract skilled workers without compromising on quality. Plus, it recognizes that there’s a lot of great talent out there with slightly less experience but just as much capability.

Clint Densem

—Let me give you an example. A while back, I had a client—really great employer—who struggled to meet the previous three-year threshold while hiring for a role. The candidate had two and a half years of solid experience but—because of the rules then—they just couldn’t make it work. Now, with these changes it would have been a success. The process would’ve been so much smoother for both sides.

Clint Densem

—Overall, these reforms are aimed at giving everyone a fair shot—whether it’s employers trying to fill critical gaps or migrants seeking opportunities. It’s about making the system work better for all parties involved.

Clint Densem

—Alright, so when it comes to employers, there’s been a shift with the labor market test. Instead of the old, rigid engagement requirements with Work and Income, we’ve now got a declaration-based model. This means, well, employers just need to confirm that they’ve genuinely advertised roles and considered New Zealanders for the job. It’s way simpler and much more practical.

Clint Densem

—And the Job Check step is getting an update too. Immigration New Zealand is redesigning it to be more streamlined for low-risk employers. What this really does is cut down on all that unnecessary back-and-forth, speeding up the process and, honestly, reducing a lot of the admin headaches employers have faced.

Clint Densem

—Now, another key change is the adjustment to workforce thresholds, especially for employers placing people in construction roles. The domestic workforce threshold is dropping from 35% to 15%. That’s a pretty significant reduction back to what it was previously.

Clint Densem

—To give you an example, imagine a recruitment agency that’s been struggling to meet that 35% threshold while hiring. These new rules give them that extra bit of flexibility to place people that are needed by employers and can't be found in New Zealand. They can bring in the skilled workers they need without being stuck navigating this requirement.

Clint Densem

—These updates are great for employers, making the system more responsive to actual labor market needs. It’s about cutting out inefficiencies and focusing on what really matters—matching the right workers to the right roles.

Clint Densem

—Now, let’s dive into new seasonal visa pathways. They’re set to roll out in November 2025, and they’re shaping up to be a pretty big deal for industries like agriculture and horticulture that rely on seasonal workers.

Clint Densem

—So, we’ve got two key points here. First up, the 3-year multi-entry visa for experienced workers. This is aimed at retaining those who’ve already proven themselves season after season. It’s practical, right? —These are people employers can trust to hit the ground running, year after year. Then there’s the 7-month single-entry visa for lesser-skilled roles. Both pathways offer more flexibility, and they definitely expand the options for businesses juggling those seasonal peaks.

Clint Densem

—Now, adding to this, we’ve got the extension of interim work rights for Accredited Employer Work Visa applicants. This lets workers keep their employment going while waiting for visa processing. It’s a small change, but I mean, it can save so much disruption for both employees and employers. Imagine not having to pause operations just because of delays— it’s a win-win.

Clint Densem

—Here’s a quick example for you. Imagine a horticulture employer who brought in seasonal workers every year. The challenge was always around, sort of, timing and reliability—workers leaving and coming back again. With these new pathways, their team could lock in their core workforce for longer stretches while still having that option for short-term hires when needed. It just makes it all... flow better.

Clint Densem

—The thing is, these reforms are addressing real issues employers are facing—like how to manage turnover while building a skilled seasonal team. It’s about creating solutions that are both practical and sustainable, especially as we look to the future of work in industries that keep New Zealand running.

Clint Densem

—Alright, let’s round things off. We’ve covered a bit, so let’s take a moment to recap the key updates to the Accredited Employer Work Visa system and what they mean for you.

Clint Densem

—First, removing the median wage threshold—this simplifies things for employers and focuses more on actual job requirements. Then there’s the reduced experience requirement from three years to two. It’s designed to open up opportunities while still ensuring quality in our workforce.

Clint Densem

—We’ve also discussed the new seasonal visa pathways, which are a change for industries like horticulture that heavily rely on seasonal labor. And don’t forget, interim visa extensions and the updated compliance measures streamline things further, giving businesses more flexibility and clarity.

Clint Densem

—The big picture here? These changes aim to tackle workforce challenges head-on, helping industries adapt while maintaining fair systems for everyone involved. It’s clear that the government’s taking steps to make immigration processes not just efficient but also aligned with real-world needs.

Clint Densem

—So, what’s the takeaway? — Whether you’re an employer adjusting recruitment strategies or a migrant planning to move to New Zealand, staying informed and proactive is key. Ensure your recruitment processes are aligned with these updates—follow market pay rates, get familiar with the declaration-based model, and, of course, embrace the new pathways that could benefit your workforce planning.

Clint Densem

—And on that note, that wraps up today’s episode. Thanks for tuning in, and I hope this breakdown helps you navigate these changes with confidence. Take care, and I’ll see you next time!