Changes to AEWV scheme expected to 'ripple' across workplaces, immigration advisor says
HR professionals have a crucial role to play in organisations as the New Zealand government introduces changes to the Accredited Employer Work Visa (AEWV) scheme, according to an immigration adviser.
Jaq Chong, Senior Manager & Licensed Immigration Adviser, Vialto Partners, New Zealand, said HR professionals are crucial in ensuring that internal hiring as well as employment policies and practices are aligned with immigration laws and regulations.
"They may also be responsible for monitoring and auditing compliance by reviewing record-keeping and processes to identify and address any gaps," Chong told HRD.
HR professionals also have a role in providing feedback to Immigration New Zealand on policies that may have "unintended negative consequences" for organisations and industry practices, she says.
"This feedback may influence INZ's operational settings and help shape future changes to compliance requirements.”
Chong's advice came as the New Zealand government announced various changes to the AEWV scheme, such as the introduction of a maximum continuous stay of five years for AEWV holders earning at least the median wage.
It also introduced an English language requirement for AEWV applicants in ANZSCO levels 4 and 5 roles.
Starting October, the fees for AEWV scheme applicants are also increasing to $1,540, up from the current $750, as part of the country's widespread hike on visa scheme fees.
Chong said these changes are expected to "ripple" across the entire workplace landscape.
"For example, employers will face more hurdles for workers in 'low skilled' roles, who will now need to meet more stringent visa requirements, including demonstrating English language proficiency, presenting professional qualifications, and providing evidence of work experience," she said.
"That increases the time, effort, and costs for employers looking to employ migrant workers."
Enterprises already using the AEWV scheme may also grow anxious about whether their workers and their accompanying family members can remain in New Zealand.
"Such uncertainties naturally affect staff morale and productivity, and require more manpower, expertise, and financial resources to manage," Chong said.
These changes mean that employers will need to "think more deeply" in terms of workforce planning.
"They'll have to reconsider their recruitment, retention, and training strategies, re-evaluate how they leverage technology, and invest in innovation, upskilling of local labour and new ideas to ensure business continuity and growth," she said.
To maintain compliance with New Zealand's immigration changes, Chong stressed the need to "clearly and explicitly" assign the responsibility for understanding and ensuring regulatory compliance to a specific function or role within the organisation.
"In practice, that means making the task of keeping abreast of immigration policy changes part of someone's job description, and ensuring they are consulted when the company develops any internal processes related to recruitment, onboarding, or training," she said.
It is also important that employers train their HR personnel on the new immigration regulations and compliance requirements to ensure that all relevant staff understand the changes and apply them in practice, according to Chong.
"Alternatively, employers can outsource this function to a trusted consulting partner, whose main job is navigating these ever-changing regulations," she said. "This frees HR teams to focus on other important areas, such as talent development."
