Immigration New Zealand (INZ) has announced key changes to the job check application process. These changes came into effect on Monday 29 September 2025 and are intended to streamline the process for employers making applications.

Key changes:

• • Streamlined system: Changes to the job check process aim to decrease processing times. These changes include:

• • • Parts of the immigration instructions have been consolidated for clarity.
    • Immigration officers when assessing an application may be satisfied requirements are met on the basis of declarations made by the employer (although steps to verify information or request further evidence may be taken if necessary).
    • Automated electronic systems may approve Job Check applications.

• • No draft employment agreement required: Employers will no longer need to submit a draft employment agreement in the application. Instead, employers will be required to declare that the employment agreement will comply with employment and immigration standards in NZ.

• • Flexibility in listed job requirements: Previously the minimum skills, experience and qualifications stated in the application must have directly matched those listed in the job advertisement. Now, requirements must be substantially consistent, allowing for some flexibility.

• • Assessment for multi-location roles clarified: Employers will need to provide evidence of compliant advertising for each location the job will be worked. Factors an immigration officer may consider when deciding whether a job is multi-location include:
    
    • The nature of the role.
    • The reasons for working in a different location.
    • The work that will be done.
    • How much work in each location is required.

• • Job tokens can be cancelled: If an employer is issued a job token this can be cancelled if:

• • • The employer no longer requires the job token.
    • If INZ determine the employment is not genuine.
    • The job token is granted in error.

• • Introduction of genuine employment definition: Employers need to show:
    
    • • There is a genuine requirement for this work now or in the next six months
      • There is a need for a migrant based in NZ to do it.
      • The role has not been created simply to facilitate a visa.

Factors an immigration officer may consider when deciding whether employment is genuine include:

• • Publicly available information about the business.

• • Whether the job is consistent with the nature and everyday activities of the business.

• • Whether the employer is likely to have sufficient work available for the number of positions requested.

• • The skills and experience required for the role being offered.

• • Whether the employer intends to use the job check to support a family member.

• • The likelihood work will be required within six months of the job check being approved (if it is not currently available).

How we can help:

The changes to the job check system will likely improve processing efficiency, so long as the information submitted by employers is accurate and genuine. We can assist with reviewing job check applications, preparing these on your behalf, or any other step of the AEWV process. Reach out to Grace Hurring for immigration support.

Get in touch! Phone 03 211 0153 or email admin@cmalaw.co.nz.

Disclaimer: This update provides commentary on employment law, health and safety and immigration topics, it should not be used as a substitute for legal or professional advice for specific situations. Please seek legal advice from your lawyer for any questions specific to your workplace.