Skills requirement easing for some Roles and Occupations
The government is implementing temporary exemptions to the skills requirements under the Accredited Employer Work Visa (AEWV) for specific roles and sectors. These measures aim to mitigate potential workforce shortages in key industries while broader, long-term adjustments to the AEWV are being considered.
The exemptions will apply to:
New applicants seeking select positions in the meat and seafood processing sectors.
Certain current visa holders renewing their AEWV for roles within the tourism, hospitality, and care workforce sectors, provided they are reapplying for the same occupation.
These exemptions will take effect on 8 September 2024.
The Government is making part-time work rights available to migrant high school leavers who are awaiting the outcome of a family residence application.
They will be able to work up to:
20 hours per week between 1 February and 30 November
40 hours per week between 1 December and 31 January.
These are the same work rights for Year 12 and 13 students on a Dependent Child Student Visa.
This change makes sure the same work rights are available across visas open to migrant school leavers awaiting a residence decision.
People may be eligible if they:
are aged 17 to 24
are on an eligible visitor visa
have made, or are included in, an eligible residence application as a dependent child.
This change takes effect from 1 October 2024. Eligible people who are already on a visitor visa on 1 October will need to apply for a variation of conditions to get these work rights.
INZ's warning for Triangular Employers
Immigration New Zealand is warning triangular employers that they risk breaching employment agreements and immigration accreditation rules if they place migrant workers with another triangular employer.
INZ is aware of a small number of triangular employers who have placed migrant workers with other triangular employers, to be placed elsewhere. Triangular employers are responsible for their worker’s safety and employment conditions when they place their employee with a controlling third party. They must have a plan to monitor this.
Placing a worker with another triangular employer may compromise the employment agreement. This would also likely compromise the employer’s ability to have a functioning monitoring plan required under immigration instructions. This may result in infringements being issued and accreditation being suspended or revoked.
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