Immigration New Zealand (INZ) has announced several critical changes impacting visa processing, employer accreditation, and wage thresholds for 2026. These developments are particularly relevant for employers with migrant workers or those planning recruitment this year. Here are the key changes employers must prepare for.
Increased Visa Processing Efficiency
INZ is now processing visa applications more quickly across most categories. The agency has enhanced its internal systems, resulting in:
- Shorter visa processing times
- Accelerated job checks and employer accreditations
- A faster, more responsive application experience
What this means for employers: Faster timelines will benefit workforce planning, but it also increases the need for readiness. Applications must be complete and accurate upon submission to avoid delays.
Targeted Scrutiny in Job Checks and Accreditation
While processing is faster, INZ has also intensified scrutiny in specific areas, especially for:
- Post-decision reviews
- Declared job offers and working conditions
- Repeat employer accreditations
INZ has confirmed it is actively checking whether employers have genuinely engaged with Work and Income as part of their job check process. A recent review found approximately 15% of employers had not done so adequately.
What this means for employers: Expect increased requests for evidence and potential delays if past practices or submissions are incomplete or inconsistent.
Minimum Wage Increase to NZD $23.95/hour
Effective April 1, 2026, the minimum wage will rise to NZD $23.95/hour. Any Accredited Employer Work Visa (AEWV) applications submitted on or after this date must reflect the new wage rate, regardless of when the role was originally offered.
Implications:
- All offer letters and job advertisements must align with the updated wage.
- Failing to meet this rate may result in visa refusals.
Plan proactively if you are hiring or onboarding close to this date.
Employer Accreditation Requirements Under Review
INZ has flagged that re-accreditation standards may evolve in response to findings from employer audits. Delays, hiring issues, and noncompliance can jeopardize future accreditations.
Recommended action:
- Review your internal processes for ongoing compliance
- Document all steps taken in recruitment and onboarding migrant workers
Next Steps for Global Mobility and HR Teams
- Review current AEWV applicants and ensure their roles meet the new minimum wage threshold ahead of the 1 April change.
- Prepare for potential audits or additional documentation requests from INZ.
- Monitor re-accreditation timelines closely to ensure no lapses in employer status.
- Educate hiring managers on new processing times and evolving job check scrutiny.
For tailored guidance or support managing these changes, contact Newland Chase. We simplify the journey so your people can cross borders with confidence.
This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.
