Effective April 1, 2026, New Zealand's adult minimum wage increases to $23.95 per hour. While this is a general employment law update, for Accredited Employers it is a high-stakes immigration compliance matter that demands immediate action.
The minimum wage rates are set by the New Zealand government and enforced by Employment New Zealand. Accredited Employers also remain bound by the Employer Accreditation obligations set by Immigration New Zealand.
The "Lodgement Rule"
Immigration New Zealand (INZ) assesses visa applications based on the law at the time of lodgement.
- Applications lodged BEFORE April 1: Can reflect the old rate of $23.50/hour.
- Applications lodged ON OR AFTER April 1: Must reflect at least $23.95/hour.
This distinction matters enormously if you have candidates mid-process or offers in draft form. The date the application is submitted — not the date the offer was written — determines which wage applies.
Employer Checklist for April 2026
1. Audit Current AEWV Holders
Even if a migrant worker's visa is valid for another two years, you must increase their pay to $23.95/hour by April 1 to remain compliant with both Employment Law and your Accreditation status. Waiting until their next visa renewal is not an option.
Action: Review all current employment agreements and issue pay rise letters before April 1.
2. Update Employment Agreements
Ensure any new offers of employment sent to offshore candidates reflect the new $23.95 rate. Any offer letter dated after April 1 that quotes $23.50 is non-compliant and will likely cause a visa refusal.
3. Job Checks Already Approved at $23.50
If you have an approved Job Check at $23.50 but haven't hired anyone yet, you must ensure the actual employment agreement signed after April 1 meets the new $23.95 minimum.
The Job Check approval does not lock in the old wage for the employment agreement itself — INZ expects the agreement to reflect current law at the time of signing.
4. Start-Dates vs Lodgement Dates
Even if a role doesn't start until May, if the visa application is lodged in April or later, the $23.95 rate applies. Coordinate carefully with candidates on timing.
The Risk of Non-Compliance
Underpaying a migrant worker — even by a few cents — is a breach of the Employer Accreditation standards. The consequences are serious:
- Loss of Accreditation: INZ can cancel your accreditation, immediately preventing you from hiring or supporting any overseas workers.
- Stand-Down Periods: Serious or repeated breaches can result in a stand-down period, barring you from re-applying for accreditation for years.
- Employment Court Liability: Breaches of minimum wage obligations also expose you to claims under the Employment Relations Act 2000, including penalties and back-pay orders.
- Reputational Risk: INZ publishes enforcement actions. A compliance failure can damage your ability to attract skilled migrants in future.
What About the Minimum Wage for Trainees?
The starting-out and training minimum wages also increase on April 1, 2026, to $19.16/hour (80% of adult minimum). Most AEWV roles are not covered by these lower rates, but confirm with an adviser if you are running any approved training schemes.
Our Recommendation
Don't leave this to March 31. Start your payroll audit now. The minimum wage update sits alongside every other promise you signed in your accreditation — see our full 2026 reality check on AEWV employer undertakings for the wider compliance picture.
If you have questions about whether your Job Checks, employment agreements, or accreditation conditions are compliant, contact us for an employer compliance review before the deadline. You can also benchmark your wider accreditation health in a few minutes with our free Employer Accreditation Feasibility / Risk Tracker, which scores your business across the five INZ pre and post-approval compliance parameters.