Helping accredited employers stay compliant and meet their ongoing obligations

These checks may be:

• Random (spot checks)
• Targeted (in response to complaints or concerns)
• Scheduled (as part of monitoring or renewal)

They can take place at any point during your accreditation period.

• Prevent migrant exploitation
• Ensure employers remain compliant
• Confirm workers are treated fairly and lawfully
• Check that commitments made during accreditation are being upheld

Employment law compliance

• Employment agreements
• Wage and leave records
• Time and wage compliance reports

Financial stability

• Recent bank statements
• IRD payment history
• Tax compliance records

Settlement support for migrants

• Evidence of settlement information provided
• Resources supplied to support migrant workers

No recruitment cost recovery

• Confirmation migrants were not charged recruitment, visa, or Job Check fees

Use of approved Job Check roles only

• Evidence that only approved roles were offered under AEWV

Red flags that may trigger a check

Some factors that may prompt closer scrutiny include:

• Complaints from workers
• Negative media coverage
• Inconsistencies in visa applications
• Mismatches between Job Check details, job ads, and contracts
• Failure to renew accreditation or report business changes

• Maintain complete and accurate employment records
• Use up-to-date and lawful employment agreements
• Provide genuine settlement and workplace support to migrant workers
• Notify INZ of changes such as ownership or structure
• Offer only roles that match approved Job Checks

• Revoke your accreditation
• Decline Job Checks or AEWV applications
• Prevent you from hiring migrant workers
• Refer matters to MBIE or the Labour Inspectorate

In some cases, INZ may allow you to rectify issues within a set timeframe.

• Keeping documentation organised and accessible
• Training HR staff on AEWV obligations
• Running internal compliance reviews
• Maintaining induction and settlement checklists