The Labour Market Test at the Heart of the AEWV
A Job Check is the employer's formal demonstration to Immigration New Zealand that they have genuinely tried to fill the role with a New Zealand citizen or resident — and that no suitable local candidate was available. It is the foundation of the Accredited Employer Work Visa process.
The Job Check must be completed by the employer — not the migrant worker — and it must satisfy INZ that the advertising, wage, and role requirements have all been properly met. A failed or incomplete Job Check means no Job Token is issued, and the migrant worker cannot apply for their visa.
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What Does a Job Check Require?
INZ assesses each Job Check application against a set of requirements. Missing any one of them can result in a declined Job Check and significant delays.
Employer Accreditation
The employer must hold valid INZ accreditation before submitting a Job Check. Standard, High Volume, or Franchisee accreditation — the type required depends on how many migrant workers the employer hires.
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Advertising the Role
Most roles must be advertised for a minimum of 14 days across specified channels — including Seek.co.nz or TradeMe Jobs for most roles — before a Job Check can be submitted. Proof of advertising is required.
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Wage Requirements
The role must meet the median wage threshold or the relevant minimum for the ANZSCO skill level. Roles paying below the median wage face additional requirements — and some may not qualify at all.
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Genuine Attempts to Recruit Locally
The employer must demonstrate they genuinely considered New Zealand applicants and provide evidence of why they were unsuitable — simply advertising without proper assessment of local candidates is not sufficient.
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ANZSCO Role Classification
The role must be correctly classified under the Australian and New Zealand Standard Classification of Occupations (ANZSCO). The skill level of the role determines the wage threshold and advertising requirements that apply.
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Employment Agreement
A signed employment agreement for the specific role — or a template that meets Employment Relations Act requirements — must be provided as part of the Job Check application, confirming terms and conditions.
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Which Roles Are Exempt from the Job Check?
Not every role requires a full Job Check. INZ recognises that some occupations have such a recognised shortage of New Zealand workers that the labour market test would be a formality — these roles are exempt.
Exempt roles allow the employer to go straight to the Job Token stage, significantly speeding up the process. However, misclassifying a role as exempt when it is not is a serious compliance issue — we ensure the correct pathway is taken.
Check Your RoleRoles Typically Exempt from Advertising
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Roles on the Green List
Occupations on INZ's Green List — such as certain engineers, doctors, nurses, and teachers — are either exempt or have reduced requirements.
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Roles paying 2× the median wage
Roles where the salary is at least twice the median wage are exempt from the advertising requirement — the high wage is taken as evidence of a specialised role.
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Intra-company transfers
Senior managers or specialist employees being transferred from an overseas office of the same company may qualify for an exemption from the Job Check advertising requirement.
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Roles on recognised shortage lists
Certain regional or sector-specific shortage lists may reduce or waive advertising requirements for qualifying roles in those areas.
Common Reasons Job Checks Are Declined
A declined Job Check delays everything — the worker cannot apply for their visa until a new Job Check is approved. Getting it right first time is essential.
Using job boards that INZ does not accept as evidence of a genuine labour market test — or advertising for less than 14 days.
Offering a salary that does not meet the median wage requirement or the minimum for the ANZSCO skill level of the role.
Misclassifying the role leads to wrong requirements being applied — either too lenient or impossible to meet — causing the Job Check to fail.
Failing to properly document why New Zealand applicants were not suitable — vague reasons like "not the right fit" are not accepted.
Submitting a Job Check while employer accreditation is expired, under review, or in a category that does not cover the number of workers being hired.
Submitting an employment agreement that does not meet Employment Relations Act requirements or that does not accurately reflect the role being filled.
Our Approach to Job Check Applications
We confirm the correct ANZSCO classification for the role, the applicable wage threshold, and whether the role qualifies for any advertising exemption — before any advertising begins.
We advise on the correct platforms, minimum duration, and what the advertisement must contain — so that the evidence of local recruitment will satisfy INZ's requirements.
We compile all required evidence — advertising records, applicant assessments, employment agreement, accreditation details — and prepare a complete, accurate Job Check application.
We lodge the Job Check with INZ, respond to any requests for further information, and advise on next steps once the Job Token is issued — through to the worker's visa application.
Frequently Asked Questions
Employer or worker with a question about Job Checks? Contact us — we advise both sides of the AEWV process.
Ask an AdviserNo — certain roles are exempt from the Job Check requirement. Roles on the Green List, roles paying at least twice the median wage, and intra-company transfers may not require a Job Check or may have reduced requirements. We confirm whether your specific role requires a full Job Check, a partial check, or is exempt before any advertising begins.
INZ's current processing times for Job Checks vary — typically several weeks from submission. This is in addition to the 14-day minimum advertising period that must occur before submission. Planning well in advance of the date you need the worker to start is essential. We advise on realistic timelines and help you begin the process at the right time.
If the worker is already in New Zealand on a visa that allows them to work, they may be able to begin working for you under that visa while the Job Check and subsequent AEWV application are being processed — depending on their current visa conditions. We review the worker's current status and advise on whether interim work is permissible.
A Job Token issued after a successful Job Check is valid for six months. The migrant worker must lodge their AEWV application within this period. If the application is not submitted in time, the Job Check process may need to be repeated. We help ensure all steps are completed within the required timeframes.
The wage must be at least the New Zealand median wage (currently $29.66 per hour as of 2024 — updated periodically by INZ) for most roles. Some ANZSCO skill level 4 and 5 roles have a lower threshold. Roles paying at or above twice the median wage ($59.32/hr) are exempt from advertising requirements. We confirm the exact threshold for your role and classification.
A declined Job Check means no Job Token is issued and the worker cannot proceed with their AEWV application using that check. Depending on the reason for decline, it may be possible to address the issue and resubmit — or to approach the role differently, such as reclassifying the position or adjusting the wage. We review the decline reasons and advise on the most efficient path forward.
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