Recent changes to New Zealand's immigration policies have significant implications for ANZSCO Level 4 and 5 workers and their families. Here is a summary of the key points and answers to some common questions.
Impact on Current AEWV Holders: Question: AEWV applicants for ANZSCO Level 4 or 5 occupations can no longer support their dependents. How does this affect those already in New Zealand who haven't applied for family visas? Answer: The policy change, effective from 26 June 2024, affects all current and future AEWV holders who had not applied to bring their partners and dependent children to New Zealand via a supported visa pathway before the change. This means even those already in New Zealand with an AEWV must comply with the new rules if they haven't yet applied for their family's visas. Options for Family Reunification: Question: Can impacted family members still come to New Zealand to reunite with their partners? Answer: Yes, but they must qualify for a visa in their own right. Partners and dependent children of AEWV holders working in ANZSCO skill level 4 or 5 roles can also apply for a short-term visitor visa to visit their partner or parent in New Zealand during the duration of their AEWV. Switching Between Visa Types: Question: If someone held a conditional/open Work visa (based on partnership) supported by an AEWV holder on 26 June 2024, can they switch to a different visa, like a Fee-Paying Student Visa, and later return to a relationship-based visa supported by the AEWV holder? Answer: Yes, they can. The partner who held a relationship-based visa on 26 June can switch to another visa, such as a student visa, and later revert to a partner of a worker work visa, provided the AEWV holder (supporting partner) hasn't reached their maximum continuous stay. Additional Considerations: Further clarifications are being sought from Immigration New Zealand on whether dependent children can apply for visas based on the parent with a Partner of a Worker Work Visa and the specific income requirements for supporting dependent children. Updates on these questions will be provided once available. Conclusion: The recent changes to ANZSCO Level 4 and 5 dependent visa rules present new challenges for many families. Understanding these changes and the options available for family reunification is crucial for those affected. As the situation evolves, staying informed about policy updates and seeking appropriate visa pathways will help ensure compliance and facilitate family unity in New Zealand. Further clarifications from Immigration New Zealand are expected soon, which will provide additional guidance on these matters.
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The New Zealand Government has implemented additional amendments to the Accredited Employer Work Visa (AEWV) scheme. Effective immediately, holders of AEWV in ANZSCO level 4 or 5 roles are no longer eligible to sponsor work, student, or visitor visa applications for their partners and children.
However, partners and dependent children of AEWV holders may still pursue their own work, student, or visitor visas independently, provided they comply with existing immigration rules. The following are not impacted by this change:
This modification is part of a series of adjustments made to the AEWV scheme earlier this year, aiming to realign with the criteria similar to those of the previous Essential Skills Work Visa. Source: INZ website The New Zealand Government has broadened the eligibility criteria for work visas to include more partners of students pursuing studies in Green List occupations.
Partners can now apply for a Partner of Student Work Visa, granting them open work rights, if their significant other is enrolled in a specified level 7 or 8 bachelor's or bachelor's (honours) degree leading directly to professional registration required for a Green List role. This expansion covers Green List roles where occupational registration, rather than specific qualifications, is necessary, such as for nurses, doctors, and teachers. Additionally, for those granted a Partner of Student Work Visa, any school-aged dependents will be considered domestic students for tuition fee purposes and can apply for a Dependent Child Student Visa. Source: INZ website Starting from 17 June 2024, all supporting documents submitted with visitor visa applications to Immigration New Zealand (INZ) must be provided in English. Applicants must provide a certified English translation of any documents in a foreign language.
Previously, applications that included documents in a foreign language without translations could take longer to process. Ensuring that your documents are provided in English helps us process your application more efficiently. What Documents Need Translation? All supporting documents submitted with visitor visa applications must be provided in English or include an English translation. Examples of documents that require translation include:
Note: It is already a requirement for visitor visa applicants to provide English translations of medical and police certificates if they are in a foreign language. Who Can Complete a Certified Translation? Applicants can provide certified translations completed by:
Ensuring that all your documents are in English will streamline the visa application process, helping you get your visitor visa more quickly and efficiently. Source: INZ website The government is poised to revamp visa regulations affecting relatives of non-native permanent residents and citizens, as indicated by Immigration Minister Erica Stanford. The anticipated revisions could facilitate longer visits for parents and grandparents from abroad.
Stanford has also highlighted the need to reassess partnership visa rules, particularly criticizing the efficacy of visas designed for culturally arranged marriages. However, these adjustments to partnership visas might be postponed, as the government prioritizes other initiatives, such as refining the accredited employer work visa program. Prior electoral pledges by the National and ACT parties included the introduction of extended, interim visas for non-native parents of residents and citizens. In line with the coalition's pledge, the government plans to institute a renewable five-year visa for parents, with a stipulation for families to bear healthcare costs independently. At present, excluding the residence visa—which was reinstated after a six-year suspension—parents are able to visit for up to 18 months within a three-year timeframe under a multi-entry visitor visa. While the implementation timeline for these visa changes is influenced by broader policy decisions, they are assured to be enacted within the current legislative period as part of the coalition's commitment. Minister Stanford acknowledges the urgency of other matters such as the accredited employer work visa and combating migrant exploitation, and future reforms are being lined up in a structured sequence for when and how they should occur. The Association for Migration and Investment anticipates that these changes will be well-received by migrants' parents, potentially reducing the burden on parent residence visa applications. Following the establishment of a yearly 2,500-visa limit for parents and grandparents by the prior administration in 2022, demand has substantially outpaced supply. Currently, over 13,000 expressions of interest have been lodged for the parent resident visa draw, with 308 individuals having been selected so far. With prior applications now addressed, the selection process is expected to quicken to meet the full annual quota. Coalition agreements suggest a healthcare surcharge may be introduced for the proposed five-year renewable visa. The treatment of culturally arranged marriage visas has been a point of contention, particularly following 2019 policy tightening by Immigration New Zealand, which impacted couples in arranged marriages who had not cohabitated before arrival. This policy faced pushback from various community sectors, pointing out its failure to accommodate non-cohabitating partnerships due to religious or other valid reasons. Recent statistics reveal a close tally between the number of approved and rejected culturally arranged marriage visas. Acknowledging the existing policy shortcomings, Stanford expresses a need to revisit these visas, although a comprehensive review might be delayed due to an extensive policy agenda. The minister assures that the concerns surrounding the current state of culturally arranged marriage visas are in view for future deliberation. The New Zealand Government has implemented adjustments to the Accredited Employer Work Visa (AEWV) scheme, which primarily affect future applicants and certain current visa holders in specific occupations.
The modifications introduced do not alter existing visa conditions or duration for current AEWV holders. However, they may influence the length of time individuals can remain in New Zealand. The changes are not retroactive and do not impact applications already submitted. Instead, they are effective for new Job Check and AEWV submissions as of the announcement date. Employers with an approved Job Check must ensure that AEWV applicants adhere to the updated, more stringent criteria. A pivotal change is the introduction of shorter visa lengths and a reduced maximum stay for new AEWV applicants in ANZSCO level 4 or 5 roles. Furthermore, some existing AEWV holders in these occupations will also be subject to a decreased maximum continuous stay in the country. While their current visa's duration remains unaltered, they will no longer be eligible for the five-year AEWV period introduced the previous year, contingent upon their job's skill level, eligibility for residence, and the submission date of their AEWV application. For new AEWV applicants, there is now a minimum skill threshold to meet, along with the requirement to furnish evidence of relevant qualifications and work experience pertinent to the job in question. Migrants in ANZSCO level 4 or 5 occupations will be expected to demonstrate a basic standard of English proficiency. Employers are also subject to heightened criteria when advertising roles and recruiting migrants under the AEWV. This encompasses assessing the suitability of New Zealand candidates more rigorously and taking reasonable measures to confirm that a migrant is suitably qualified for the position. If the role is within ANZSCO level 4 or 5, the employer is mandated to extend the advertising period and liaise with Work and Income. Additionally, there are new accreditation stipulations for employers. They must now report to Immigration New Zealand (INZ) if a migrant exits their employment before their visa expires. Employers who fail to provide a minimum of 30 working hours each week may face revocation of their accreditation. These changes are part of a suite of modifications affecting all three stages of the AEWV system. Comprehensive details regarding these amendments are available on the INZ website for those seeking more information. Source: INZ website In a move that significantly impacts secondary school teachers, the New Zealand government has announced a shift from the Green List Work to Residence pathway to the Straight to Residence (STR) pathway. This change is poised to offer a more direct route to residency for eligible teachers.
For teachers already working in New Zealand, this update brings a welcome opportunity. If eligible, they can now apply for the STR visa, potentially streamlining their journey to securing permanent residency. This is a significant development for those who have been contributing to the education sector and are looking to make New Zealand their long-term home. Additionally, the change extends to overseas secondary school teachers who are considering a move to New Zealand. Starting in May, those who are eligible and have an offer of employment from an accredited employer will be able to apply for residence directly from offshore. This opens up a more straightforward path for skilled educators to join the New Zealand workforce and community. It's important to note that this change is specific to secondary school teachers. Other teaching roles will continue to be processed under the Green List Work to Residence pathway, ensuring that the unique needs of each educational sector are met. For those interested in taking advantage of this new pathway, it's crucial to stay informed about the application process and eligibility criteria, which will be detailed in May. This adjustment in the residency pathway is a significant step forward for secondary school teachers looking to build their futures in New Zealand. Source: INZ website Starting on 11 April 2024, Immigration New Zealand is implementing tougher regulations to ensure employers stick to the rules when hiring workers. Employers found not to be complying with visa conditions or employing workers illegally will be hit with stricter penalties.
These new regulations mean businesses could face a minimum fine of $1,000. For those who repeatedly ignore the rules, there are harsher consequences. They could lose their status as accredited employers, which is needed to hire workers from overseas. Persistent offenders will also face a temporary ban from hiring migrant workers and have their details added to a public list of non-compliant employers. The aim is to level the playing field for all businesses and protect the rights of workers in New Zealand. These new measures are designed to quickly and effectively deal with minor infractions, ensuring that the majority of employers who abide by the law can operate in a fair and just market. Let's support this initiative by keeping informed and committed to maintaining high standards of employment for everyone in New Zealand. Online Renewal Form for Employer Accreditation Now Accessible
The renewal form for maintaining status as an Accredited Employer within the Accredited Employer Work Visa (AEWV) programme is now accessible via the INZ website. Once approved, the renewal of accreditation will be effective for 24 months, or 12 months for businesses involved in triangular operations or franchises. To avoid a reduction in the accreditation period, employers should not apply prematurely. There is no action required for employers not seeking renewal. Optimal Application Period Employers with accreditation not near its expiry should hold off on reapplying until closer to the date. Check the INZ website for up-to-date processing times when ready to renew. Selecting the Appropriate Accreditation Category Choose the right accreditation category, as there are no refunds for incorrect applications. A secondary application will necessitate an additional fee. Further guidance on renewal procedures is outlined in the enhanced immigration online manual which can be found here. Requirements for Submitting Evidence The criteria for renewing accreditation remain uniform across all business types, necessitating both evidence and declarations. The standards for evidence include financial statements to establish financial viability and GST or PAYE records to verify the IRD number of the business. Additional details regarding accreditation will be communicated in due course. New Zealand has recently updated its immigration policies to facilitate residency for halal butchers, acknowledging their critical role in supporting the country's flourishing halal export sector. As a halal butcher working in New Zealand, you now stand a better chance at securing a long-term future in the country.
This development came into effect in March 2023, when halal butchers were officially listed under the Green List (Tier 2). This listing is part of a strategic move to accelerate the residency process for jobs that are pivotal to New Zealand's economic growth. Given that New Zealand is a leading exporter of halal meat, reaching out to a global market across 130 countries, the expertise of halal butchers is in high demand, though it's a niche skill set that is not widely available locally. The criteria for residency application under the Green List (Tier 2) include a minimum tenure of two years in a halal butchery role within New Zealand as well as earnings on par with or exceeding the median national wage. The applicant’s employment must also be under a business that has received accreditation from Immigration NZ, full-time, ongoing or with a minimum 12-month contract. Thers is also an age limit of below 56 years and Proof of proficiency in English, must be met and submitted as well as health and character checks. For those who align with these requirements, New Zealand is opening its doors wider, presenting a valuable opportunity for halal butchers to become permanent residents and enjoy the benefits of living in a country that values their skill and contribution to the economy. If your need assistance or more information, please visit here. |