The "educational" phase of the Accredited Employer Work Visa (AEWV) is officially history. As of 2026, Immigration New Zealand (INZ) has shifted to a high-stakes enforcement model, armed with new legislative powers to ensure employers are living up to the promises they made during their applications.
If you are an accredited employer, you didn't just "fill out a form"—you signed off on a series of legal undertakings. Below is a detailed guide to what you committed to and what the 2026 enforcement push means for your business.
1. The Accreditation Undertakings: Your Foundational Promises
When you applied for accreditation, you declared that your organisation is viable and genuine. This isn't just a label; it's a commitment to several specific standards:
- Financial Viability: You promised to have sufficient funds to pay staff wages, all operating costs, and inventory.
- The 10-Day Rule: You must advise INZ within 10 working days if an AEWV holder stops working for you. Failing to do this can lead to your accreditation being revoked.
- No Recruitment Costs: You agreed never to pass on recruitment, training, or equipment costs to the migrant worker, either inside or outside New Zealand.
- No Trial Periods: You specifically agreed not to offer employment agreements that include 90-day trial provisions for AEWV holders.
- Suitability & Skills: You undertook the responsibility to take reasonable steps to ensure the migrant is suitably qualified for the job.
2. The Job Check Undertakings: Market Standards
Every Job Check application you submitted was a vow that the role meets New Zealand labour market standards:
- Genuine Need: You declared the position was a new or existing role needed to manage the business or drive growth.
- Market Rate Pay: You confirmed the pay offered is at or above the New Zealand market rate for that specific occupation.
- Guaranteed Work: You committed to providing a minimum of 30 hours of work per week.
- Advertising Integrity: You promised the job was advertised for at least 14 days with correct details, and that no suitable New Zealanders were available.
3. The 2026 Enforcement Push: New Powers & On-Site Checks
The 2026 legislative landscape has fundamentally changed how INZ conducts audits. Under the Immigration (Enhanced Risk Management) Amendment Bill, officers have significantly expanded authority during workplace visits.
- Powers to Request ID: Immigration officers can now ask any individual in a workplace for identification if they have a reasonable suspicion of a visa breach. This allows them to act immediately if they see suspicious behaviour, such as someone attempting to flee during a routine check.
- Site Visits: INZ can conduct site visits at your business premises to verify information before or after a decision is made.
- Strict Accountability: Providing false or misleading information is a criminal offence. If you refuse permission for a site visit without justification, your application may be declined.
4. Record Keeping: The "Evidence" INZ Will Ask For
If INZ audits your business, they won't just take your word for it. You must maintain detailed records, which may include:
- Organisation Charts: To show the business structure and where migrants fit in.
- Suitability Vetting: Details of your interview process, logs of reference checks, and other verification endeavours used to confirm the migrant's skills.
- Financial Proof: IR348 forms (employer monthly schedules) and Time and Wage records.
- Proof of Payment: Bank statements from the business account showing the actual wage payments reaching the employee's account.
- Employment Documents: Full payslips and the signed employment agreement.
5. Mandatory Settlement Support
You are legally required to provide migrant workers with settlement information within one month of them starting work. Here is the guideline for what you must provide:
Settlement Information Checklist
| Category | What to Provide to the Employee |
|---|---|
| Accommodation | Details on staff housing at your location or links to Trade Me Property and tenancy.govt.nz. |
| Transport | Info on local public transport and driver licensing requirements for new residents. |
| Healthcare | Links to Health New Zealand (Te Whatu Ora) and public health eligibility. |
| Cost of Living | Stats NZ guidance on living costs and household budgeting. |
| Bank & Tax | How to apply for an IRD number and open a New Zealand bank account. |
| Connectivity | Links to SIM card providers like Spark, One NZ, and 2degrees. |
| Local Support | Contact info for the nearest Citizens Advice Bureau and local migrant support networks. |
6. Required Learning Modules
To ensure compliance, both employers and employees must understand their rights and obligations under New Zealand law.
For Employers: Complete Introduction to Your Employment Obligations on the Employment New Zealand website.
For Employees: Direct your migrant staff to the Know Your Employment Rights module so they understand minimum standards, leave entitlements, and how to raise concerns.
The Bottom Line
In 2026, accreditation is no longer a tick-box exercise. Every undertaking you signed is a live promise that INZ can—and will—test through site visits, document audits, and worker interviews. The employers who thrive in this new environment will be those who treat compliance as an ongoing operating discipline, not a one-off application task.
If you're unsure whether your records, contracts, or settlement support meet the 2026 standard, get a Licensed Immigration Adviser to review your file before INZ knocks on the door.
Not sure where you currently stand? Run our free Employer Accreditation Feasibility / Risk Tracker — a 12-question self-assessment that scores your business against the five INZ pre and post-approval compliance parameters and flags the exact gaps most likely to trigger a suspension.