Ongoing AEWV Employer Obligations
Staying Compliant After Accreditation
Accreditation is not a one-off event — accredited employers generally carry obligations throughout their accreditation period. This is a general overview of those ongoing requirements, not personalised advice. Requirements change over time; current detail is on immigration.govt.nz, and how they apply to a specific business is assessed by a licensed adviser.
Your Ongoing Obligations
What Accredited Employers Generally Must Do
Support Workers to Settle
Accredited employers generally must give AEWV workers settlement information — typically within one month of the worker starting — and support them to settle in New Zealand.
Do Not Pass On Costs
Recruitment, training, equipment, advertising, accreditation and job check costs (including adviser fees) generally cannot be passed on to the worker, whether they are inside or outside New Zealand.
Compliant Employment Agreements
Agreements generally must meet employment law, include the mandatory clauses and paid leave entitlements, and must not contain unlawful deductions, trial periods or unacceptable bonding clauses.
Keep Evidence & Records
Employers generally should keep evidence of viability, settlement support and good-faith engagement, as Immigration New Zealand may request it at renewal or during the accreditation period.
Renew on Time
Initial accreditation generally lasts 12 months. On renewal it generally lasts 24 months for standard or high-volume accreditation, and 12 months for triangular accreditation (as at 2026, per immigration.govt.nz).
Understand Stand-Down Risk
If accreditation is suspended or revoked, an employer generally cannot hire new AEWV migrants. Employers on the stand-down lists are restricted from hiring migrants — a key reason to maintain compliance.
Maintaining Accreditation
How Employers Generally Stay Compliant
- 1
Maintain a Viable Business
Keep the business viable and genuinely operating, with evidence available to demonstrate it if requested.
- 2
Support & Settle Workers
Provide settlement information on time and meet your obligations to help AEWV workers settle.
- 3
Keep Evidence Current
Retain records of settlement support, agreements and labour-market engagement so renewal is straightforward.
- 4
Renew Before Expiry
Apply to renew before your accreditation expires — applying in time can make you eligible for interim accreditation while a decision is pending.
Common Questions
Common Compliance Questions
Initial accreditation generally lasts 12 months. Immigration New Zealand generally emails a reminder before expiry. Renewed standard or high-volume accreditation generally lasts 24 months; triangular generally lasts 12 months. Current settings are on immigration.govt.nz.
Employers generally must give AEWV workers settlement information, typically within one month of them starting, and keep evidence of doing so. The current requirements are published by Immigration New Zealand.
If accreditation is suspended or revoked, an employer generally cannot hire new AEWV or seasonal AEWV migrants, though existing workers already in New Zealand can generally continue to work. The current consequences are described on immigration.govt.nz.
VisaPlex provides general information and an AI-assisted planning workspace. A licensed immigration adviser can review your obligations and renewal timing for your specific business.
Next Step
Review Your Compliance
Tell us about your accreditation and workers and our licensed adviser will review how your ongoing obligations and renewal timing apply to you.