AEWV Work Experience Evidence and Employment Agreements

Immigration New Zealand (INZ) has reiterated the importance of submitting complete and decision-ready Accredited Employer Work Visa (AEWV) and other temporary work visa applications to support faster and more efficient processing outcomes.

INZ has advised that a significant proportion of AEWV applications lodged in 2026 continue to require Requests for Information (RFIs) and/or Potentially Prejudicial Information (PPI) responses, particularly in relation to insufficient work experience evidence and non-compliant employment agreements. According to INZ, more than 40% of AEWV applications processed this year have required additional information requests, which has directly contributed to increased processing timeframes.

A key concern highlighted by INZ is the ongoing submission of applications where relevant work experience can not be independently verified. This issue is reportedly more common in AEWV applications under the Migrant and Care Workforce sectors. INZ has specifically reminded applicants that a Curriculum Vitae (CV) alone is not considered sufficient evidence to establish that an applicant possesses the skills, qualifications, or experience required to undertake the offered role.

Applicants are therefore encouraged to provide robust and independently verifiable evidence of employment history at the time of lodgement. Depending on the circumstances, this may include employment reference letters, tax records, salary evidence, IRD tax summaries for onshore applicants, payslips, bank statements reflecting salary deposits, social security records, or other credible third-party documentation supporting the claimed work experience.

INZ has also reminded employers and migrant workers that a compliant employment agreement must be submitted with the AEWV application. Employment agreements must comply with New Zealand employment law and immigration instructions. INZ has specifically warned against the inclusion of unlawful trial periods, illegal bonding arrangements designed to improperly bind workers to a business, or any clauses involving payments or fees in exchange for securing employment.

Recommendations For Employers, Applicants, And Advisers

• Work experience evidence should be prepared and submitted before lodgement, not after an RFI is issued.
• Reference letters should clearly confirm job title, duties performed, duration of employment, working hours, and remuneration details.
• Where possible, supporting evidence should be independently verifiable through tax records, government records, salary deposits, or employer contact details.
• Applicants relying on overseas work experience should ensure the claimed role substantially aligns with the ANZSCO or NZ occupation requirements relevant to the offered position.
• Onshore applicants should consider providing IRD summaries and income evidence upfront where relevant.
• Employers should carefully review employment agreements to ensure compliance with both New Zealand employment law and AEWV instructions before issuing them to migrant workers.
• Particular attention should be given to clauses relating to trial periods, deductions, training costs, bonding arrangements, recruitment costs, and termination provisions.
• AEWV applicants should avoid relying solely on CVs or generic experience letters that cannot be independently verified.
• Applicants should ensure applications are genuinely “decision ready” at lodgement stage to minimise processing delays and avoid unnecessary RFIs or PPI concerns.

This update serves as an important reminder that application quality, documentary evidence, and compliance with both immigration and employment law requirements remain critical factors in AEWV processing outcomes. Proper preparation at the time of lodgement continues to play a significant role in reducing delays and avoiding unnecessary RFIs or PPI concerns.

Disclaimer: This update is general information only and does not constitute immigration advice. Immigration instructions may change, and applicants should seek personalised advice from a Licensed Immigration Adviser regarding their specific circumstances.