Immigration New Zealand now requires applicants for ANZSCO & NOL Skill Level 3 roles under the Accredited Employer Work Visa (AEWV) to meet the existing rules for English language requirements, as for Level 4 and 5 roles.

This is a major policy shift and will affect both recruitment and retention across several sectors. 

The change will be most felt in industries that rely heavily on Level 3 mid skilled roles, creating immediate pressure on labour and project delivery.

Transport and logistics Sector: Supervisory and coordination roles.

Primary industries Sector: Agriculture, horticulture, and food processing.

Manufacturing and trades Sector: Metal fabricators, & fitters, and trade technicians may be impacted, particularly where candidates have limited English proficiency.

Construction and infrastructure Sector: Roles such as carpenters, plasterers, bricklayers, and supervisors. This sector relies heavily on workers from Asian countries, where English proficiency is generally limited. 

The Immediate impact is limited for existing AEWV holders, who are not affected by their current visa. Those with a visa expiry on or before 1 December will not need to meet the new English language requirements if applying for a further AEWV.

There are still risks and challenges. Some to these are:

• A smaller talent pool with fewer candidates meeting both technical and language requirements.
• Increased delays and added cost. This will test availability, processing time and employer support costs will increase.
• Operational disruption is highly likely with all impacted sectors facing project delays.
• Retention risks will increase as NOL Level 3 AEWV workers may not meet the requirements if renewing their visas
• AEWV workers may continue to meet these new settings initially but fall short of future visa or residence requirements.

Employers should take a proactive approach by:

1. Identifying exposure: review Skill Level 3 roles, current visa holders, and pipeline candidates.
2. Assessing early: screen English capability upfront and factor this into hiring decisions.
3. Moving quickly: progress applications before 1 June where possible.
4. Using transition windows: maximise retention of workers with visas expiring on or before 1 December.
5. Adapt approach: consider targeted training, alternative sourcing markets, or candidates with proven English proficiency.

Extending English language requirements to Skill Level 3 AEWV roles will tighten access to migrant labour. 

Employers must now plan not just for entry requirements, but for retention and progression, particularly given the higher English thresholds required for residence beyond the five-year AEWV limit.

Those who act early, by reassessing pipelines, supporting candidates, and planning for short- medium and longer-term requirements, will be best placed to maintain workforce continuity under these new rules.

Advisa is already supporting both employers and migrants to plan for these and other evolving immigration settings. We can assist you in ensuring informed early decisions can be made. This will improve your ability to retain your key staff.

Please contact Steve on steve@advisa.co.nz for an obligation free discussion.