How to Hire Someone from Overseas in New Zealand

To hire someone from overseas in New Zealand, most employers go through three approvals. Your business is accredited by Immigration New Zealand (INZ), the role passes a Job Check, and the worker then applies for an Accredited Employer Work Visa (AEWV) using the job token from that Job Check.

By Sejoo Han, Licensed Immigration Adviser (IAA full licence 202400274), at Concord Visa. This article is general information about New Zealand immigration law as at October 2026. It isn't immigration advice for your situation and doesn't promise any outcome; your options depend on your own facts.

How does hiring from overseas work in New Zealand?

I came through this system myself, from a student visa to a post-study work visa, then an AEWV and residence, before I advised anyone on it. From the employer side, what I hear most is simple: the business has found the right person and wants to hire them, not become an expert in immigration process. This guide is the version I'd give that employer.

The legal framework is the Immigration Act 2009, with the detailed rules set out in immigration instructions published in the INZ Operational Manual. The AEWV replaced the Essential Skills Work Visa in 2022, and the Green List replaced the old skill shortage lists. Any guide still telling you to apply for an Essential Skills visa is out of date.

Each step depends on the one before it. Accreditation approves the business, the Job Check approves the role, and only then can the worker apply.

Step 1: How does employer accreditation work?

Accreditation is INZ's assessment of the business. Under Operational Manual section WA2.10, the business must be viable and genuinely operating, meet at least one of four financial tests, and commit to providing settlement information to AEWV workers within their first month. There are three types: standard (up to 5 migrants), high-volume (6 or more) and triangular, for businesses that place workers with controlling third parties. Under WA2.45, a first accreditation is granted for 12 months.

According to INZ's 2025 results, more than 17,500 employers renewed or gained accreditation in 2025, bringing the total of currently accredited employers to more than 27,000. Our accreditation guide covers this step in detail.

Step 2: What does the Job Check and labour market test involve?

The Job Check assesses the role: that the job is genuine, the pay is at least the market rate, and the employment agreement complies with New Zealand law. Operational Manual section WA3.10 sets the Job Check requirements, including the labour market test in WA3.20. Before applying, most employers must advertise. Under INZ's advertising rules, the advert must run for at least 14 days for ANZSCO skill level 1 to 3 roles (and eligible National Occupation List roles), or at least 21 days for skill level 4 or 5 roles, which also require good-faith engagement with Work and Income. You then have 90 days from the advert closing to apply.

Advertising isn't needed if the role is on the Green List and meets its requirements, or pays at least NZD 70.00 an hour. In my view, the most avoidable decline is a mismatch: the advert, the Job Check and the ANZSCO code must describe the same job. INZ states it may decline a Job Check if it assesses a role at a lower skill level than claimed.

Step 3: How does the worker apply for the AEWV?

Once the Job Check is approved, you send your candidate the job token. Under Operational Manual section WA3.35, a token can only be used while the Job Check is current, and a Job Check is valid for six months or until your accreditation ends.

Under the AEWV instructions, the worker needs a full-time offer of at least 30 hours a week, either two years of relevant experience or a qualification at NZQCF level 4 or higher (unless exempt), English evidence if the role is skill level 3 to 5, and must meet health and character requirements, including police certificates at the time of application where required. INZ lists the AEWV fee from NZD 1,540 and reports 80% of applications decided within five weeks.

What are your obligations once the worker arrives?

This is the part I think employers most often underestimate. Accreditation isn't the finish line. You must pay the wage and provide the conditions in the Job Check, follow New Zealand employment law, give settlement information within the worker's first month, never pass recruitment costs on to the worker, and tell INZ about changes that affect your accreditation. INZ can inspect compliance, and losing accreditation affects every worker whose visa depends on it.

A related point I'd raise with any employer: when a worker gains residence, they're no longer tied to you. It's worth talking about their goals before that point, including how pay decisions interact with residence wage thresholds.

Can you hire someone overseas without a visa?

If the person stays in their own country, no New Zealand visa is involved, but tax and employment questions remain. A contractor arrangement is quick but carries classification risk, because New Zealand looks at the real nature of the relationship. An employer of record employs the worker locally on your behalf. A foreign entity gives full control but the most administration. Check Inland Revenue guidance and take tax advice before you sign.

Your main options side by side:

DimensionConcord VisaDoing it yourselfGlobal immigration law firm (e.g. Fragomen)Employer of record platform (e.g. Deel)What it isImmigration advice for NZ employers from a licensed adviserYour team files with Immigration New ZealandCorporate immigration law firmGlobal HR and payroll platformWhere the worker livesRelocates to New ZealandRelocates to New ZealandMoves across bordersStays in their home countryNew Zealand visa involvedAEWV, and residence options where relevantAEWVDepends on the engagementNoneWhere you startPre-assessmentImmigration New Zealand websiteFirm engagementProvider onboardingTypical fitNZ employers relocating a specific hireHR teams with time and in-house experienceLarge multinationals with mobility programmesEmployers keeping talent offshore

FAQ: hiring from overseas in New Zealand

Do I need to be accredited to hire a migrant in New Zealand?

Yes, to hire someone on an AEWV your business must be accredited by Immigration New Zealand. You don't need accreditation to hire New Zealand citizens, residents or people on open work visas.

How long do I need to advertise a job before a Job Check?

At least 14 days for ANZSCO skill level 1 to 3 roles and at least 21 days for skill level 4 or 5 roles. Roles on the Green List that meet its requirements, or that pay at least NZD 70.00 an hour, are exempt.

How long is a Job Check valid?

A Job Check is valid for six months, or until your accreditation ends if that's sooner. The worker must use the job token while the Job Check is current.

How long does an AEWV take to process?

As of October 2026, INZ reports 80% of AEWV applications decided within five weeks. Times change, so check INZ's current wait times.

Can I charge the worker for recruitment costs?

No. Accredited employers must not pass recruitment costs on to AEWV workers.

Where Concord Visa fits

Concord Visa doesn't find candidates or jobs; you choose the person you want to hire. A pre-assessment helps you understand which steps and visa routes are likely to apply before you pay INZ fees. Any advice on your specific case comes from a licensed immigration adviser after reviewing your details. Under section 6 of the Immigration Advisers Licensing Act 2007, immigration advice must come from a licensed adviser or an exempt person such as a New Zealand lawyer.

Book a Concord Visa pre-assessment.