ESSENTIALS FOR EMPLOYERS: A GUIDE TO POST-ACCREDITATION RENEWALS

Securing accreditation from Immigration New Zealand (INZ) for your business is a significant achievement. However, it's important to understand that the responsibilities as an employer are just beginning. With INZ expanding its post-accreditation checks, it becomes imperative for accredited businesses to stay informed and fulfill their obligations, particularly with accreditation renewal around the corner starting next year.

Post-Accreditation Checks: What Employers Should Know

INZ is mandated to conduct post-accreditation checks on at least 15% of accredited businesses annually. To ensure a smooth renewal process and compliance with immigration laws, here are some key points to consider:

1)Settlement Support Information for Migrant Employees

Within 30 days of migrant workers commencing employment in New Zealand, employers are required to furnish vital settlement particulars. This encompasses essential information on:

• Living expense
• Accommodation details
• Driving information
• Public transportation options
• Healthcare services
• Community support services
• Obtaining an IRD number
• Job-specific training
• Potential hazards

Preferably, this information should be conveyed via email or printed materials immediately following the approval of the work visa. If circumstances remain unchanged, the repetition of this process for the same employee is unnecessary. Nevertheless, proof may be requested by INZ during post-accreditation assessments or renewal procedures.

For seamless compliance and an enhanced onboarding experience for new AEWV employees, employers are prompted to take initiative by crafting a checklist and forming a comprehensive welcome kit. This kit acts as a valuable tool, offering practical insights and guidance on various facets of life and work in New Zealand.

During post-accreditation assessments or renewal processes, the INZ may ask for proof of the thorough provision of settlement support information, emphasizing the dedication to consistently meeting regulatory standards.

2)Paid Time for E-Learning Modules

Employers are obligated to allocate paid work hours for AEWV employees to complete Employment New Zealand’s eight online learning modules within the first month of employment. These modules are designed to educate migrants about their employment rights and minimize potential disagreements.

While employers are responsible for providing sufficient time, it is crucial for employees to complete the modules within the specified timeframe. If transitioning from open work visas or Essential Skills Work Visas, AEWV holders are also required to complete the modules. Evidence of module completion may be requested by INZ during post-accreditation checks or the renewal process.

3)Internal Team E-Learning Requirements

Within each accreditation period, everyone involved in making recruitment decisions within the organization must undergo Employment New Zealand’s online learning modules for employers. Clear delineation of decision-makers is vital to avoid unnecessary module completion for the entire management team.

A scenario analysis involving the CEO, HR, line managers, and account teams highlights the importance of identifying key decision-makers. Without this clarity, the entire management team may need to complete the modules every one or two years.

Mistakes You should be Wary of

Incorrect Visa or Conditions:Never employ a migrant without the correct visa or violating visa conditions for the specified position.

Falsified Information: Avoid providing false or deceptive information to INZ, as it can lead to serious consequences.

Immigration Violations: Ensure neither your business nor key individuals have a history of immigration violations.

Director Prohibitions: Check that key personnel have not been prohibited from acting as a director.

Stand-Down Periods: Be wary of any stand-down periods that might apply to your organization or key individuals.

Permanent Visa Sponsorship Bans: Steer clear of situations where your business or key people are permanently prohibited from sponsoring work visas.

Non-compliance with INZ's post-accreditation mandates can result in severe consequences, including stand-down periods or permanent bans.

Ensuring a Seamless Immigration Journey

To maintain a seamless and compliant immigration journey for your employees, follow these best practices:

• Thorough Employee Support: Provide comprehensive settlement support to your migrant employees within the specified timeframe.
• Allocate Paid Time: Ensure AEWV employees have ample paid time to complete the required e-learning modules.
• Internal Training: Identify and ensure that key decision-makers in your recruitment processes complete the necessary e-learning modules.

By adhering to these guidelines and maintaining vigilance, employers can navigate the intricacies of post-accreditation checks and renewals successfully.

In conclusion, achieving accreditation is not the end but the commencement of an ongoing commitment to compliance and responsibility. Employers must approach post-accreditation checks and renewals with diligence, recognizing them as integral elements of their dedication to a compliant and successful immigration journey for their employees.

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