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New Zealand is seeing a big change in the job market right now. Since 2021, we’ve seen a of Kiwis leaving for new opportunities abroad. The Government has responded by making changes to the immigration system. Now, to meet skills gaps, many businesses are considering hiring employees from overseas. 

The result? More and more businesses are finding themselves face-to-face with the Immigration New Zealand’s visa system. 

It’s not always an easy process but for most visas, employers need to take a key step to hire overseas workers. They need to become an Accredited Employer. In our guide, we break down how becoming an Accredited Employer works – the process of accreditation, the accompanying visas and the specific rules you should know. 

Download the guide by filling in the form on the right.

What is an Accredited Employer in New Zealand?

An Accredited Employer is a New Zealand entity that has passed an , proving it is a genuine, financially stable business that is highly compliant with all local employment laws. Achieving accreditation is the foundational requirement to employ migrant workers through a .

This pre-approval system has two core objectives: first, to safeguard the New Zealand labour market by ensuring migrant workers only work in jobs that cannot be filled locally; and second, to protect those workers from exploitation by limiting their employment to trusted, vetted businesses.

Most Accredited Employers (although not all) will then be hiring migrant workers through the Accredited Employer Work Visa (AEWV) scheme.

The Essential Skills Visa

The was a previous pathway for New Zealand employers to bring in skilled workers from overseas. Employers didn’t need accreditation to use this visa and could sponsor a migrant worker directly, provided the employer had first checked whether any New Zealanders were available to do the work. In 2022, the Essential Skills Visa was replaced by the (AEWV).  

Under the AEWV, the responsibility sits firmly with the employer instead: businesses must first achieve accreditation, complete a job check to confirm the role meets INZ’s standards, and then support their chosen candidate through the personal visa application process.

The benefits of becoming an Accredited Employer

The investment of time and resources required to secure accreditation can be significant, but becoming an Accredited Employer comes with a number of benefits.

The most immediate benefit is the expansion of your talent pool, instantly giving you access to a global pool of skilled and experienced professionals unavailable in the local market. This greatly enhances your ability to address specific skills gaps quickly.

Furthermore, by getting accreditation you can greatly speed up the recruitment process. As an Accredited Employer, your business status is already approved, so you’re free to recruit migrant workers. This is a much faster process than finding overseas talent first and then applying for accreditation. 

Eligibility requirements for employer accreditation

The accreditation process is designed to test a business’s compliance and viability. That means that there are a few eligibility requirements for the scheme. 

Legal and compliance requirements

To be considered for accreditation, your business must to New Zealand’s statutory and regulatory environment. This includes compliance across the full spectrum of employment law, from paying at least the minimum wage and providing statutory leave entitlements, to meeting obligations under the .Ìý

Immigration New Zealand will confirm your tax compliance (Inland Revenue registration) and business registration (NZBN). They will also vet all key personnel—including directors and owners—to ensure no one associated with the business has a history of serious breaches of immigration, employment or fraud legislation.

Business operational requirements

Beyond legal adherence, the company’s capability to sustain the employment being offered. This hinges on demonstrating financial viability. To do this, your company must satisfy at least one of the following four criteria:

• The business has been profitable (defined as having not made a loss before depreciation and tax) over the preceding two years.
• The business has maintained a positive cash flow for each month within the last six months.
• The business possesses adequate external investment or sufficient capital reserves to ensure ongoing viability and meet future payroll.
• The business can present a credible, detailed two-year business plan, including projected revenue and cash flow forecasts.

The business must also guarantee safe and lawful workplace conditions by having clear, implemented health and safety policies and procedures in place across all work sites.

Accreditation categories

THere are three different types of accreditation. Your business needs determine which one you should apply for:

• Standard Accreditation: Designed for businesses planning to hire up to five migrant workers at any one time. 
• High-Volume Accreditation: Required for businesses intending to hire six or more migrant workers concurrently..
• Triangular Employer Accreditation: Necessary for businesses that act as the direct employer but place their migrant workers with controlling third-party client entities (e.g., labour-hire firms).

How long does accreditation take and how much does it cost?

There is an for accreditation. As of October 2025, a Standard application costs NZD $775, while a High-Volume application costs NZD $1,280. An upgrade from Standard to High-Volume is available for NZD $505. 

for accreditation hover around 2 working days for both Standard and High-Volume categories, with most applications processed after 2 weeks.   However, it’s always sensible to factor in several weeks for official processing and response time. 

The first grant of accreditation is valid for 12 months, after which successful renewals typically extend accreditation to a 24-month term.

Maintaining your accredited employer status

Accreditation is an active status that requires continuous engagement and adherence to INZ standards. It’s a commitment, not a one-off transaction. As an Accredited Employer, you are expected to meet the : 

• Non-recovery of costs: While the migrant worker generally pays for their own visa, under no circumstances should an employer charge the migrant worker for fees incurred in recruitment, job checks or accreditation.
• Settlement support: Within the first month of a migrant worker’s start date, you must provide them with settlement information, covering topics like local transport, accommodation resources, healthcare access and the process for obtaining an Inland Revenue number.
• Record-keeping: You must keep records of employment agreements, time, and wage payments, along with evidence that proves the provision of settlement support (like emails or training certificates).
• Report changes: You should inform INZ of any significant changes to your business structure, ownership, key personnel, or if your visa-holding employee ceases their employment.

The can require some planning on your part. You must initiate the renewal application well before the 12-month expiry date. When renewing accreditation, INZ will audit your actual compliance record over the preceding year. 

What happens after you’re accredited

Once accreditation is secured, your business may have a few steps to complete before extending a job offer. As mentioned, the most common visa for accredited employers is the Accredited Employer Work Visa (AEWV).

To hire through the AEWV scheme, you have to before hiring. This involves confirming that the salary, job description, and location meet INZ standards. You should also have advertised the role in the New Zealand market first. Once the job check is approved, INZ will issue you with a unique ‘job token’. 

Finally, you’ll find your chosen candidate and extend the formal job offer. That candidate will then use the job token to submit their personal visa application. 

For more details on accreditation, download our guide by filling in the form on the right. 

The information in this article is current as at 9 October 2025, and has been prepared by 91±¬ÁÏ Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (91±¬ÁÏ). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. Some information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91±¬ÁÏ does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article.