Updated AEWV Job Change Process: What Employers and Migrant Workers Need to Know

When Immigration New Zealand (INZ) announced new updates to the AEWV Job Change process, it raised a fair bit of discussion among the business world, that is, employers, HR teams and even migrants as well. On the surface, it might look like just another policy tweak, but a closer look shows a more thoughtful shift, one designed to balance worker protection with business practicality.

The simplified Job Change system was originally introduced to make it easier for accredited employers to transfer migrant workers during business restructuring, mergers, or sales. And for the most part, it has worked smoothly. But INZ has now recognised a gap: while the system supports genuine companies, it also needs safeguards for situations where an employer may not be playing by the rules. That’s where the new update steps in.

What’s Changing from 17 November 2025?

INZ will now have the authority to pause an AEWV Job Change process application if there are serious concerns about the employer involved. This is not a broad-brush approach—INZ is clear that this mechanism will only be used in exceptional cases. But it’s an important tool to prevent migrant workers from being moved into risky employment situations.

A Job Change request may be paused when:

• The employer’s accreditation was revoked within the last 12 months.

• The employer is currently being investigated or prosecuted for immigration non-compliance.

• Credible information exists regarding poor employment practices or migrant exploitation.

• Essentially, if red flags are flying, INZ can halt the process long enough to confirm whether the employer still meets accreditation standards. And if accreditation is ultimately declined or revoked, the Job Change request will follow the same fate.

Why This Matters

For most employers—those who operate responsibly and maintain good employment standards—this won’t change a thing. Their Job Change applications will continue to progress as usual.

For vulnerable migrants, however, this update introduces an extra layer of protection. It gives INZ the breathing space to investigate concerns and prevents workers from being transferred into workplaces where exploitation or non-compliance might be an issue.

What Employers Should Do

If your business has recently undergone a restructure, merger, or sale and you need to transfer migrant employees using the AEWV Job Change process, INZ expects two things:

Apply for accreditation promptly after the change in business ownership or structure.

Make sure your employment practices are clean and compliant before submitting anything to INZ.

These aren’t new expectations, but the updated process raises the stakes slightly. Any unresolved compliance issues could lead to delays—or worse.

What This Process Does Not Cover

It’s important to note that this Job Change mechanism applies only when a migrant worker is transferring between connected entities after restructuring or similar business changes.

It does not apply if the migrant wants to move to a completely unrelated employer. In those cases, the standard AEWV process continues to apply. Final Thoughts

This update to the AEWV Job Change process feels like a balanced move. It’s not about making life harder for employers—far from it. It’s about ensuring migrant workers aren’t caught up in situations where poor practices or exploitation could harm them. An actual genuine, responsible employer will not notice the difference but those operating on the margins may need to take a closer look at their compliance habits. Because the system relies so heavily on trust and transparency, this update adds a reassuring layer of accountability.