Hire Overseas Workers in New Zealand: Employer's Guide

Depending on the visa you want to apply for, some people or businesses can sponsor your application. A sponsor can either be a:

• New Zealand citizen, or resident
• Refugee, if they are sponsoring a family member
• New Zealand company, incorporated society or charitable trust
• Tertiary education provider or a school’s board of trustees

For example, a New Zealand citizen can sponsor their overseas spouse for a Partner Visa. Or a registered company can sponsor a skilled migrant worker for a Skilled Migrant Visa. Or a school, college or university can sponsor an international student for a Student Visa.

The same people or businesses cannot sponsor your application. If they;

• Want paying for sponsoring you to work in New Zealand
• Have been convicted of an offence under immigration law.
• Are in debt to the government due to past sponsorships.
• Have previously failed to meet sponsorship obligations.

They cannot be sponsored if the person sponsoring them has a criminal record in New Zealand. Including convictions for dishonesty, drugs, violence, or previous immigration offences.

Hiring an overseas worker through the Accredited Employer Work Visa (AEWV) involves several costs for the employer, including accreditation, Job Check and recruitment costs. Current Immigration New Zealand fees include:

• NZD $775 for standard accreditation
• NZD $1,280 for high-volume accreditation
• NZD $735 for a Job Check

Employers must generally cover their own recruitment costs, but they are not normally responsible for the worker’s everyday living expenses, healthcare, visa application fee or travel to New Zealand.

There is no general median-wage requirement for an AEWV. Instead, the employee must generally be paid at least the New Zealand minimum wage and the market rate for the role. However, the immigration median wage remains important for other immigration settings and is NZD $35.00 per hour from 9 March 2026, equivalent to approximately NZD $72,800 annually based on a 40-hour working week.

The requirements also vary according to the skill level of the position.

• ANZSCO skill level 1–3 roles can include professional and skilled positions such as engineers, accountants and IT professionals, generally qualify for a maximum continuous AEWV stay of up to five years.
• ANZSCO skill level 4–5 roles can include some hospitality, agricultural and labouring positions, can face additional recruitment requirements and generally have a shorter maximum continuous stay. Some occupations are treated at a higher skill level specifically for AEWV purposes.

Higher salaries can also provide additional immigration benefits. For example, thresholds linked to the median wage can affect family visa eligibility, maximum periods of stay and exemptions from some Job Check requirements. Employers should therefore consider not only whether the proposed salary meets the minimum wage and market rate, but whether a higher salary could provide greater immigration flexibility for the worker and their family.

To sponsor a foreign worker in New Zealand, as an employer you must be able to meet the requirements for sponsorship set out by the immigration authorities.

The general eligibility requirements include:

• Be at least 18 years old or above.
• Be a registered New Zealand company.
• Be a citizen, resident, or hold a specific visa allowing sponsorship.
• Meeting the good character requirements
• Be able to financially support the sponsored worker.

As an employer, you need to provide some evidence showing that the job you are offering is a genuine vacancy that you need to fill and it is needed in your business. You may also have to provide evidence that shows you have made an effort to fill the job locally.

You need to pay the worker at or above the going rate for the job being offered. You must provide them with the same employment conditions as New Zealand citizens or resident employees and they must be consistent with New Zealand’s employment laws and regulations.

Moreover, hiring from overseas also means you, as a company, must take full responsibility for their settlement into work and life in a new country.

The key documents you have to provide include;

• Proof of your New Zealand citizenship or residency status.
• Evidence of your good character, such as police certificates or character references.
• Proof of your income, tax returns, and bank statements.
• Proof of relationship, if sponsoring a family member.
• Employment contracts demonstrating the job is genuine.

If you need help gathering these documents or want expert advice on how to meet the criteria based on your situation. Contact Total Law at +44 (0) 333 305 9375 or message us online.

After ensuring you are able to meet the criteria to sponsor a visa applicant from abroad. You can apply by following this guide.

1. Gather documents and complete the forms:

Depending on the visa you’re sponsoring, such as a residence visa, visitor visa, work visa, student visa or other. You will need to collect the documents.

Typically, they include:

• Proof of identity, residency, and good character
• Financial documents based on the visa you’re sponsoring.
• Proof of your company registration in New Zealand.

Before the sponsored worker can submit an application online. You will need to provide them with a sharing ID, full name and email address. After this, you will be invited via email to go to Immigration online and complete your part of the sponsorship form.

Make sure to carefully fill it out and provide accurate information. Also be truthful in explaining your intentions on how you plan to support the worker.

2. Pay the application fees:

During the application process, the sponsored worker will need to pay the application fee. Some visas are subject to mandatory government levies, these are also payable by the applicant.

3. Timeline and Processing:

The time it takes to process an application for sponsorships can vary depending on the type of visa you are sponsoring. Other reasons that can affect this timeframe include;

• The workload of Immigration New Zealand.
• The complexity of the applicant’s situation.
• If there are any further document requests.

If all goes well, you will receive a decision within 2-3 months.

Once an overseas worker is employed under the AEWV scheme, the employer must continue to meet their accreditation and New Zealand employment obligations. This includes providing the employment, pay and conditions agreed for the approved role and maintaining appropriate employment and immigration records.

Employers should also ensure that migrant workers are employed within the conditions of their visa, including any restrictions relating to their employer, occupation and location. Material changes to the worker’s employment may require immigration action rather than simply being implemented by the employer.

Accredited employers must continue meeting their accreditation requirements and cooperate with any checks by Immigration New Zealand. This can include keeping evidence that workers receive the agreed pay and hours, meeting settlement-support obligations and ensuring employment practices comply with New Zealand law.

If an employer breaches its obligations, consequences can include loss or suspension of accreditation, restrictions on hiring migrant workers and financial penalties. Serious breaches can also affect a migrant’s immigration position, depending on the circumstances.

Obtaining an accredited employer work visa requires employers in New Zealand to demonstrate their commitment to meeting the industry standards.

The key documentation needed does vary depending on the accreditation body and industry you are in, but some general documents include:

• An application form which can be found on the accreditation body’s website.
• Proof of a legal business, such as a registration certificate.
• Financial statements like tax returns, demonstrating you are financially stable.
• A visual representation of your company’s structure, outlining roles of key personnel.
• Documents outlining your company’s policies and procedures.
• Documents demonstrating the qualifications and training of key personnel relevant to the accreditation standards (e.g., resumes, certificates, licences).
• Surveys, testimonials, or other evidence showing you meet your customer needs.
• Documentation related to your facilities and equipment, including maintenance logs, safety compliance certificates, and calibration records (if applicable).

It is worth mentioning that each accreditation body may have their own document requirements. So it is important to check what exact documents are needed for your chosen program.

The documentation process can be time-consuming, so gather and organise everything well in advance of the application deadline. Also consider:

• Use a physical filing system or digital folders to store your documents.
• To double-check the information you provide is accurate.

While accreditation bodies often have their own specific forms and templates, some resources offer generic templates that can help you get started, these include:

• The National Association of Software and Service Companies (NASS COM) provides sample policy and procedure templates for various aspects of business operations.
• The International Organization for Standardization (ISO) offers guidance and sample documents for implementing quality management systems.

If you are unsure about what documents are needed for accreditation in your field of work. Consulting with a legal advisor for guidance can be helpful. Our team at Total Law can help you, call us at 0333 305 9375 or message us online to discuss your needs and requirements.

Sponsoring foreign workers in NZ has many benefits but some businesses might harbour concerns. Including, fear of job displacement, as people may think that overseas workers might take jobs away from them. However, studies suggest skilled immigrants often fill critical skill gaps and create new jobs by fostering innovation and entrepreneurship.

Concerns also exist about foreign workers potentially driving down wages. Again, research indicates hiring skilled immigrants has no adverse wage impact on local workers who have the same skills as the foreign workers.

In fact, they generally earn wages that commensurate with their qualifications and contribute to a more competitive workforce, ultimately benefiting New Zealand’s economy.

Integrating foreign workers into your existing company culture can be a challenging process, but also rewarding. Successful integration can be achieved by offering:

• Extra support such as language training, cultural sensitivity workshops, and pre-arrival information to help with their integration into society.
• Mentorship programs, such as pairing the foreign worker with one of your most experienced colleagues who can offer them guidance and support.
• An inclusive work environment that celebrates diversity and values their contributions.

Unfortunately, sponsorships and visa applications are sometimes rejected. For reasons such as, incomplete or inaccurate applications and providing false information. In fact, these are serious offences that may lead to you being banned from applying in the future.

Not providing the evidence that supports your claim that you are able to financially support the sponsored worker and their dependents can also lead to it being refused. Likewise, if you or the applicant have not clearly explained the purpose of the visit.

If you want to become an acceptable sponsor, it is important to ensure both you and the foreign worker meet all of the key sponsorship requirements. It is equally important to ensure that you have submitted all of the documents and they are up to date. As outdated, missing or incomplete information can lead to immediate rejection.

To avoid this from happening to you, take your time to read the guidelines, paying close attention to the document requirements and any deadlines. Before submitting the paperwork, double-check the information you provide is complete and accurate.

In addition, you should also;

• Gather all required supporting documentation well in advance.
• Be transparent and truthful in all aspects of your application.
• Consult the official embassy or consulate website for the latest information.

If your application is rejected, you must understand the reasons why this has happened and address them thoroughly before you resubmit your application. At this stage, you may want to seek professional guidance from immigration law firms like Total Law.