The Comprehensive Guide to the Job Check Application

Navigating the Critical Second Gate of the AEWV Process

Chapter 1: The Strategic Purpose of the Job Check

The Job Check is the regulatory mechanism that ensures the New Zealand labor market is protected. While Employer Accreditation (Gate 1) vets the company, the Job Check (Gate 2) vets the vacancy itself. Its primary purpose is to verify that a genuine role exists, that the terms of employment are legal, and that no suitable New Zealanders are available to do the work.

In 2025, the Job Check was redesigned to be more "intuitive," moving away from rigid salary floors and toward a more nuanced assessment of business context and local market standards.

Chapter 2: The Redesigned Application (September 2025)

On September 29, 2025, Immigration New Zealand (INZ) launched a new digital portal for Job Checks. This was not just a cosmetic update; it required employers to provide more "upfront" business intelligence.

Employers must now provide:

• Rationale for the Role: A clear explanation of why the business needs this specific position at this time.
• Workforce Snapshot: Details on the size of the business and the current number of New Zealanders employed (large organizations can provide an approximation).
• Business Context: Information that helps INZ assessors understand the "genuineness" of the vacancy, reducing the need for follow-up questions and speeding up decision-making.

Chapter 3: The Labour Market Test (LMT)

The core of the Job Check is the Labour Market Test—the requirement to prove you tried to find a local worker first.

Advertising Requirements

• Duration: For high-skill roles (NOL/ANZSCO Levels 1-3), the job must be advertised for at least 14 days. For lower-skill roles (Levels 4-5), the advertisement period is 21 days.
• Platforms: The role must be advertised on a national platform where New Zealanders are likely to look, such as Seek or TradeMe.
• Content: The ad must clearly state the job description, the minimum and maximum pay rate, the location, and the minimum skills or qualifications required.

The Work and Income (MSD) Engagement

For roles at skill levels 4 and 5, there is an additional layer. Employers must engage with Work and Income to see if any job seekers are on their books. As of early 2025, this became a declaration-based model. Employers no longer need to upload voluminous evidence of this engagement; instead, they declare they have engaged in good faith and state why any referred New Zealand candidates were not suitable.

Chapter 4: The Shift to Market Rate Pay

Perhaps the biggest change in 2025 was the retirement of the "Median Wage" requirement. Previously, employers had to pay a fixed, often high, hourly rate to secure a visa.

Now, the Job Check focuses on the Market Rate:

• The Floor: The role must pay at least the New Zealand Minimum Wage (currently $23.50 as of April 2025).
• The Comparison: The employer must prove (or declare) that the pay offered is consistent with what a New Zealand citizen or resident would be paid for the same role in that region.
• The Cap: If a role pays more than $67.12 per hour, it is generally exempt from the advertising requirements, as these are considered high-value roles where global recruitment is standard.

Chapter 5: The Employment Agreement Standards

A Job Check will be declined if the proposed employment agreement does not meet strict New Zealand legal standards. INZ checks for:

• Guaranteed Hours: The role must guarantee at least 30 hours of work per week.
• Prohibited Clauses: Trial periods (90-day trials) are strictly prohibited for AEWV Job Checks. Including one will lead to an immediate decline.
• Recoverable Costs: The agreement must not state that the migrant will pay for the employer's recruitment or accreditation costs. These are the employer's legal responsibility.
• Standard Clauses: Correct provisions for sick leave, public holidays, and personal grievance procedures must be included.

Chapter 6: Transitioning to the National Occupation List (NOL)

By late 2025, the old ANZSCO (Australian and New Zealand Standard Classification of Occupations) system began its final phase-out in favor of the National Occupation List (NOL).

• Annual Updates: Unlike the static ANZSCO, the NOL is updated every July to reflect the modern economy.
• New Roles: In November 2025, 87 new roles were officially recognized under the NOL. Employers applying for these roles benefit from updated skill definitions that more accurately reflect 21st-century jobs, particularly in tech and specialized manufacturing.

Chapter 7: Approval and the "Job Token"

Once a Job Check is approved, it is valid for 6 months. The employer is granted a "Job Token" (a unique digital link).

• The Link: The employer sends this token to their chosen migrant candidate.
• The Mirror: The migrant's visa application must then "mirror" the details in the Job Check. If the Job Check said the role requires a Bachelor's degree, the migrant must provide that degree. If the Job Check said the pay is $30/hr, the migrant's contract must say $30/hr.

Conclusion

The Job Check application is the "proof of concept" for a migrant's journey to New Zealand. It is a rigorous process designed to balance the needs of businesses with the rights of the domestic workforce. In the 2025 landscape, the key to a successful Job Check is transparency, market-aligned wages, and a genuine, well-documented attempt to "Kiwi-first" the recruitment process.