Partner Nick Mason speaks with the Nelson Mail about the impact of the new employer accreditation regime on the construction industry, warning that top of the south construction companies, already being hammered by staff shortages, will have to navigate a complex new immigration process to employ migrant workers.
Radio New Zealand interviewed Partner Nick Mason, an expert in immigration law, concerning the recent developments in the every-shifting NZ immigration environment with legislative and policy changes coming thick and fast. Yet some key developments, like the continued suspension of processing offshore temporary visa applications until August 2022, are released discretely and without any fanfare.
NBR interviewed our employment and immigration law expert Nick Mason, in relation to the calls for more transparency around immigration settings. Nick stressed that a significant concern for employers is that sponsoring migrants can be onerous and expensive. He said that the upcoming mandatory Accreditation regime was designed to prevent migrant exploitation by ensuring employers met minimum standards.
Nelson Mail interviewed our employment and immigration law expert Nick Mason, in relation to the new 2021 Resident Visa.
Nick explained that the announcement ended uncertainty for people who had been waiting since last year for Government action. While many clients would benefit, others would not. Nick also noted that we have numerous clients who are separated from their family, and this new Resident Visa pathway doesn’t address their separation in the short-term and possibly not in the long-term either, given how stretched Immigration New Zealand’s resources are.
The Nelson Mail interviewed our employment law expert Nick Mason in relation to the legal minefield for employers when it comes to requiring staff to get Covid-19 vaccinations. Nick indicates that there had been little Government guidance, and generally businesses would have to be wary of any requirement that staff be vaccinated. He explained rather than requiring that people be vaccinated, employers should instead designate work that could only be undertaken by a vaccinated person – and there needed to be a strong business need to do so. “You designate work, not the person” – he said.