The Job Check

Job checks as a part of the AEVW scheme opens on the of June. For employers of migrants, it's important to know the Job Check procedure to get new staff as smoothly as possible.

A job check will cost $610 NZD, and a job check reconsideration will cost $240. There are two key stages to the Job Check: Before the check and once it has been approved. We will discuss each of these below.

Multiple Job Checks can be completed at once if all job details are the same and are covered by the same advertising agency and employment agreement. If any of these differ, separate Job Checks must be completed.

Before the Job Check

Before you start an application you need to have:

  1. Accreditation to hire on the Accredited Employer Work Visa (AEWV). Check out our previous blog post that breaks the AEWV down further here.
  2. An acceptable job offer, job description and employment agreement evidence you advertised if the job pays less than twice the median wage or is not on the Green List.
  3. The Australian and New Zealand Standard Classification of Occupations (ANZSCO) code that best matches the job you are offering based on the INZ view of ANZSCO. You can find more about these classifications here.

Acceptable job offers

An acceptable job offer must:

  1. Offer at least 30 hours a week (i.e. full time work)
  2. Pay the median wage or above, unless the role is a specified exemption

Exemptions to the median wage include specific jobs in the following sectors:

  1. Hospitality, tourism and infrastructure, which must offer at least $25 an hour.
  2. Health and care which must offer at least $25.39 an hour.

More details on the specific roles in each industry can be found on the INZ website here.

Acceptable employee agreements

The employee agreement is the draft contract offer. In this, it must have:

  1. You named as the direct employer
  2. Paid leave entitlements
  3. Include all clauses required by employment law and exclude clauses that do not comply
  4. The maximum number of hours the employee may be asked to work before being paid additional overtime rates
  5. Wages and the pay period
  6. The overtime rate of pay
  7. Guaranteed hours and actual pay
  8. The number of hours the employee may be asked to work, including any hours paid at overtime rates.

This draft may not be the final agreement after negotiation with the employee. However, the job hours must be within the job offer range, and the pay rate does not go below what is specified above.

Evidence of advertising

As a part of the AEWV, employers must advertise the role on a platform relevant to New Zealanders (e.g. TradeMe or Seek).

Employers must also provide a copy of the job ad, which must include:

  1. The job description
  2. Minimum and maximum pay rates
  3. Location
  4. Minimum work hours
  5. Estimated earnings
  6. The minimum skills, requirements and qualifications for the role.

The Job Check is valid for 6 months after approval, it will expire or be cancelled after this period.

A woman standing in a New Zealand landscape

After Job Check Approval

Once the Job Check has been approved, you will be provided with a job token that aligns the migrants visa applications with the role you have offered.

It’s important to note that the job token (a unique code) is for one-use only. It cannot be used again, nor used simultaneously for another job application.

When a migrant applies for their visa, they must have the job token, the employment agreement, and a signed offer of employment.

If you have been granted multiple jobs in the Job Check, there will be a unique code for each. Therefore, it is strictly one job token for each role.

If the candidate declines the role, the same job token can be used for another applicant, as long as it is within the 6 month validation period of the Job Check.

Reconsiderations and withdrawn applications

If the AEWV application is declined, but still valid for reconsideration, the job token cannot be used for another application until the reconsideration has been settled or the employment offer withdrawn from the applicant.

If the employment offer is withdrawn from the applicant, the approved job can still be used to support another application. The key here is that there is only one person using the token at a given point of time.

To summarise

The Job Check is a key stage of taking on migrant staff under the AEWV. As we get closer to the opening date for job checks, it’s important to know the in’s and out’s to ensure everything goes smoothly.

If you’re unsure of the process, or would like extra help in boosting your workforce with migrant staff, contact the VisaMaxNZ team for cost-effective expert advice and support. We specialise in visas and immigration law so you don’t have to. We’re able to help source workers, prepare the materials for the Job Check and process candidates visa documents so you have support throughout the entire hiring experience.

Contact VisaMax NZ today