New Zealand: INZ Offers Direct Advice to Employers on Accreditation Delay

Last Updated on February 23, 2023

  • On July 29, 2021 Immigration New Zealand’s (INZ) principal lawyer Aaron Martin released a blog post with further insights on recent Accreditation Visa Program delays. 
  • Mr. Martin anticipates the delay could extend beyond mid-2022. 
  • Mr. Martin’s tips intend to assist employers with Temporary Migrant Workers, as defined here.   


Mr. Martin reiterated that INZ has given no indication of an Accreditation pathway re-opening post-delay. He advises that employers pay especially close attention to the timing of any new applications this summer.   

Mr. Martin also offers this correction on prior announcements:  

“I need to correct a statement about the work to residence visa based on employment with an accredited employer. There was an announcement on the INZ website that this cut-off date would be extended. This was a mistake, and the Minister is yet to decide about possible extensions. The final date for applications remains 31 October.” 

As such, Mr. Martin strongly encourages employers impacted by this delay to submit applications well before 10/31/2021. 

What are the Changes?  

Mr. Martin offered the below specifications: 

Between now and June 30, 2022: 

  • Any worker with an employment visa (any type) may apply for new work visas for two years (if wages exceed $27 per hour) or three years (if wages meet or exceed $27 per hour). 
  • Employment visa applicants must be looking to continue working in the same role they currently hold (there are no guidelines as to “role duration” requirements). Applicants must work for the same employer in the same location. 
  • Applicants may not move into new positions with new employers or work locations. 
  • Mr. Martin recommends that employers calculate application dates ahead of time to maximize workers’ visa durations.  

Looking Ahead 

While the Mandatory Accreditation Scheme deferral continues to pose challenges, INZ is re-evaluating all immigration streams and processes. Employers with New Zealand-bound talent should assess their ESWV needs at this time, heed Mr. Martin’s advice, and pay close attention to application dates if they pursue new work visas for their employees this summer. 


Content in this publication is not intended as legal advice, nor should it be relied on as such. For additional information on the issues discussed, consult an Envoy-affiliated attorney or another qualified professional.