Immigration New Zealand (INZ) has introduced significant changes to the Accredited Employer Work Visa (AEWV) scheme, effective from 10 March 2025. These updates come in response to concerns about unsustainable net migration levels, instances of migrant exploitation, and feedback from employers and stakeholders following targeted consultations in late 2024.
At TMI Services, we’ve broken down these complex changes into clear, digestible sections to help both employers and visa holders understand how this affects them moving forward.

1. Market Rate Replaces Median Wage for AEWV Applications

Key Change:
 AEWV applications will no longer be assessed using the median wage threshold. Instead, INZ will evaluate remuneration based on the New Zealand market rate, which must be no lower than the adult minimum wage.
What this means:

• Employers can now offer wages reflective of actual market conditions.
• However, pay must still align with what New Zealanders are being paid for the same role in the same location.
• This does NOT impact residence visa thresholds, which continue to use the median wage.

Key considerations

• Market rate will be assessed at the job check stage.
• For job checks submitted before 10 March 2025, if a lower pay rate is offered during the AEWV stage, it will be reassessed against the current market rate (not necessarily the pay rate approved at the job check).

 

 2. AEWV Duration Increased to 3 Years for Skill Level 4 and 5 Roles

Key Change:
 All ANZSCO Level 4 and 5 occupations (e.g., hospitality workers, aged care, construction labourers) are now eligible for an AEWV duration of up to 3 years, aligning with the maximum continuous stay.
This eliminates the need for additional job checks to bridge short-term visa durations and offers employers longer retention of their trained staff.

Important: 

• Applies to new and in-progress applications as at 9 March 2025.
• Roles previously restricted to 7 months (e.g. meat processing or seasonal snow tourism) are now also eligible for 3-year AEWVs, but must undergo new job checks.

 

3. Sector Agreements – Wage Thresholds Removed

Key Change:
 All wage concessions in existing sector agreements have been removed.
What remains:
Sector agreements (such as those for Transport and Care Workforce) remain only for residence pathways, not AEWV pay thresholds.

Examples:

• Care sector:
• If paid $28.25/hour or more, workers are now eligible for a 5-year AEWV and 5-year maximum stay.
• If paid below $28.25, workers remain eligible for 3-year AEWV and 3-year maximum stay.

Transport sector:

• Bus and truck drivers granted AEWVs before April 2024 can still access a 5-year stay, regardless of wage.
• Deckhands must now earn $31.61/hour (residence-level wage) to access a 5-year AEWV.

 

4. Work and Income (WINZ) Engagement – Less Red Tape, Still Accountability

Key Change:

 Employers no longer need to submit evidence of Work and Income engagement at the time of job check.

But:

• Employers must still engage in good faith, advertise roles with WINZ, and retain proof of their efforts.
• INZ may still audit employers post-accreditation.
• Falsified declarations could result in accreditation suspension or cancellation.

Tip: Allow a minimum of 10 working days for WINZ referrals and additional time to interview candidates before proceeding with a job check.

 

5. Work Experience Requirement Reduced from 3 Years to 2 Years

Key Change:
 Minimum work experience required for AEWV has been reduced to 2 years.

Important Clarification:

• This applies only if the employer's job ad and job check require 2 years or less.
• If the employer previously specified 3 years in the job check, they must continue to hire workers with 3 years' experience (as per good faith advertising).

 

 6. Job Token Reuse Now Allowed in More Cases

Key Change:
 AEWV holders and their employers can now reuse job check tokens to apply for the balance of a visa holder’s maximum continuous stay — as long as:

• The employer, role, and pay rate remain the same
• The job check is linked to the current visa
• Certain short-term seasonal roles are excluded

This greatly reduces admin burden for employers and helps migrants secure longer stays without redoing job checks.

 

 7. Income Thresholds for Family Support Updated

To Support Dependent Children:

• AEWV holders must earn at least 80% of the median wage

       → Currently: $55,844/year

• Applies from 10 March 2025
• Based on guaranteed income, not variable hours

To Support a Partner:

• The threshold increases to $26.85/hour
• Applies from 28 February 2025

 

8. AEWV Interim Visas – Time Will Now Count

Key Change:
 From 8 April 2025, time spent on interim visas with AEWV conditions will:

• Count toward the 5-year maximum stay limit
• Count toward residence work experience (if it's after your first AEWV)

Note: This only applies to interim visas granted after a first AEWV has been issued.

 

9. How INZ Will Assess Market Rate (New Visa Pak Coming)

INZ will use a range of sources to assess what’s considered a fair market rate for a job. These include:

• Seek Salary Guide
• Hays Salary Guide
• Careers NZ
• Industry surveys (e.g. Restaurant Association, Hospitality NZ)

 

Factors considered:

• Recency and reliability of data
• Whether the rate is an average or a range
• Level of detail (e.g. experience level, location)

If sources conflict, immigration officers will use judgment to determine the most representative range.

 

 10. Good News for Cooks, Excavator Operators & Others

Cooks and similar occupations have been upgraded from ANZSCO Level 4 to Level 3, which means:

• They can now support family if wage thresholds are met
• They are eligible for 5-year AEWVs
• Employers can reuse job tokens for extension applications
• These changes apply even if their original visa or job check was approved under skill level 4.

 

Special Note on Exceptions to Instructions (ETI)

INZ may consider exceptions for certain applicants who would benefit from the March changes, even if their application was lodged earlier.
 In such cases, INZ may:

• Hold the application until new rules take effect, or
• Invite a formal request for an ETI (Exception to Instructions)

This is handled on a case-by-case basis, and applicants or their advisers will be contacted by INZ if relevant.

 Final Thoughts from TMI Services
This is one of the most substantial updates to the AEWV framework in recent years. While the removal of the median wage makes hiring easier in some sectors, employers must remain compliant with market rate, settlement support, and good faith engagement rules.
For AEWV holders, there are new opportunities to stay longer, support families, and move closer to residence — but navigating the changes correctly is key.
 

📞 Need help with your AEWV extension, job token reuse, or family support eligibility?
 Reach out to us today. We're here to make the complex simple.

 

TMI Services – Your Trusted Guide, Immigration Simplified