{"id":5409,"date":"2024-01-19T08:23:41","date_gmt":"2024-01-18T19:23:41","guid":{"rendered":"https:\/\/www.pittandmoore.co.nz\/?post_type=publications&p=5409"},"modified":"2024-01-19T09:10:23","modified_gmt":"2024-01-18T20:10:23","slug":"immigration-in-2024-what-is-on-the-horizon-for-new-zealand","status":"publish","type":"publications","link":"https:\/\/www.pittandmoore.co.nz\/publications\/immigration-in-2024-what-is-on-the-horizon-for-new-zealand\/","title":{"rendered":"Immigration in 2024 \u2013 What is on the horizon for New Zealand?\u00a0"},"content":{"rendered":"\n

By Elly Fleming<\/strong><\/p>\n\n\n\n

19 January, 2024<\/strong><\/p>\n\n\n\n

A new year with a new Government at the helm inevitably means new developments in immigration policy. Over the course of 2023, Pitt & Moore highlighted these upcoming changes to immigration rules and what they mean for visa applicants, visa holders and New Zealand employers.  <\/p>\n\n\n\n

As we head into 2024, we are yet to see a clear plan from the new Government on immigration. However, from what has already been announced, we can expect the following:  <\/p>\n\n\n\n

Ongoing scrutiny of the Accredited Employer Work Visa (AEWV) system<\/strong><\/h3>\n\n\n\n

In response to repeated instances of migrant exploitation that came to light throughout 2023, the AEWV has seen an overhaul. <\/p>\n\n\n\n

This has led to increased scrutiny on employers during the Employer Accreditation and Job Check application processes, and we expect this close examination of paperwork<\/a> to continue in 2024. This will lead to longer processing times \u2013 employers should prepare to plan well ahead. <\/p>\n\n\n\n

Other changes to the AEWV<\/a> include a longer maximum visa length (up to five years) and an increased maximum continuous stay period (also up to five years). Accredited Employers can support their employee to apply for their AEWV balance if they are paid at least the median wage, or they are employed as part of the care workforce sector agreement. We recommend that employers and migrant workers seek immigration advice and assistance with this process ahead of time.  <\/p>\n\n\n\n

Changes to the median wage<\/h3>\n\n\n\n

Meanwhile, just before Christmas, it was announced that the median wage increase due in February will be paused. <\/p>\n\n\n\n

All current wage rates in place will remain, including: 
\u2022 NZ$29.66 per hour for migrants employed on most AEWVs 
\u2022 NZ$26.16 per hour for AEWV holders covered by the care workforce sector agreement 
\u2022 Specific wage rates for other sector agreements and roles with exemptions to the median wage. 
 
Employers and migrants should be aware that, at this stage, the median wage will still increase to NZ$31.61 in February 2024 for other visa categories that use it, such as the Skilled Migrant Category and Parent Category. Applications received before the increase will not be impacted. <\/p>\n\n\n\n

It is anticipated that the new Government will make further changes to the median wage in 2024.  <\/p>\n\n\n\n

Increased visa application fees<\/h3>\n\n\n\n

A review<\/a> of visa application fee settings is expected, with new, higher fees anticipated to be applied from the middle of 2024.  <\/p>\n\n\n\n

We recommend that employers and migrants plan ahead, and wherever possible submit their applications early in 2024 to avoid fee increases. It is anticipated that some visa categories will see a significant rise in application fees.  <\/p>\n\n\n\n

The new Worker Protection (Migrant and Other Employees) Act is here<\/strong> <\/h3>\n\n\n\n

On 6 January 2024, The Worker Protection (Migrant and Other Employees) Act<\/em>, which amends the employer offences and penalties in the Immigration Act 2009<\/em>, the Employment Relations Act 2000<\/em> and the Companies Act 1993<\/em>, came into force. <\/p>\n\n\n\n

This means a raft of updates to the system of enforcement and penalties to deter migrant employee exploitation. Pitt & Moore wrote about the Act\u2019s key provisions in more detail in an earlier article.<\/a> <\/p>\n\n\n\n

In short, the Act represents a significant shift in workplace relations policy and will have major implications for employers and employees, including, but not limited to, the following: <\/p>\n\n\n\n