29/10/2026
๐๐ง๐จ๐ญ๐ก๐๐ซ ๐๐จ๐ ๐๐ก๐๐๐ค ๐๐ฉ๐ฉ๐ซ๐จ๐ฏ๐๐ ๐ญ๐ก๐ข๐ฌ ๐ฐ๐๐๐ค, ๐ญ๐ก๐ข๐ฌ ๐จ๐ง๐ ๐๐จ๐ซ ๐ ๐ค๐ข๐ญ๐๐ก๐๐ง๐ก๐๐ง๐ ๐ซ๐จ๐ฅ๐ ๐๐ญ ๐ ๐ฅ๐จ๐๐๐ฅ ๐๐ฎ๐ฌ๐ข๐ง๐๐ฌ๐ฌ.
If youโre short-staffed and thinking about hiring from overseas, hereโs the bit most people miss: accreditation alone doesnโt let you hire a migrant worker. There are three steps, in order:
1๏ธโฃ Accreditation โ INZ checks that your business is genuine, financially sound and meets its employer obligations.
2๏ธโฃ Job Check โ INZ checks the specific role: the pay rate, hours, location, the employment agreement, and that you advertised it to New Zealanders first. For lower-skilled roles like kitchenhands, that includes engaging with Work and Income before you can offer the job to a migrant.
3๏ธโฃ The workerโs visa โ only once steps 1 and 2 are approved can the worker apply for their Accredited Employer Work Visa (or a Job Change if they already hold one). For roles like this, theyโll also need to meet an English language requirement.
A few things to know about Job Checks:
๐ Theyโre valid for 6 months. If the worker hasnโt applied by then, you need a new one.
๐ฐ The minimum pay rate approved becomes the minimum you must pay that worker.
๐ The requirements you list (experience, qualifications, driver licence, etc.) are what the worker has to prove so donโt set the bar higher than you actually need.
Each step takes time, so start now rather than when the summer rosterโs already falling apart.
Questions? Iโm local, happy to talk it through over a coffee.
