Job Check & Token Requirements
Insight
Job check applications and token management are critical components of the employer accreditation system, with strict requirements and deadlines that can significantly impact your ability to hire migrant workers. Understanding these processes early and ensuring compliance can prevent costly delays and maintain your accreditation status.
The job check process is a mandatory step for accredited employers who want to hire migrant workers, requiring you to demonstrate that you've made genuine efforts to recruit New Zealand workers first. This process involves submitting detailed applications with evidence of your recruitment efforts, job requirements, and proposed terms of employment, all of which must meet Immigration New Zealand's standards.
Alongside job checks, the token system controls how many migrant workers accredited employers can hire, with tokens allocated based on business size, compliance history, and labour market conditions. Managing both job checks and tokens effectively is essential for maintaining your ability to recruit international talent while staying compliant with immigration requirements.
Understanding Job Check Requirements
A job check is Immigration New Zealand's way of ensuring that accredited employers have made genuine attempts to hire New Zealand workers before recruiting from overseas. This process requires you to demonstrate that you've advertised the position appropriately, considered local applicants fairly, and have legitimate reasons for needing to hire a migrant worker.
The job check application must include detailed information about the role, including job description, required qualifications, proposed salary, and working conditions. You'll also need to provide evidence of your recruitment efforts, such as job advertisements, application records, and explanations of why New Zealand applicants weren't suitable for the position.
Immigration New Zealand assesses each job check against labour market conditions, wage standards, and your compliance history. They want to see that the job is genuine, sustainable, and offers fair terms that meet New Zealand employment standards. The process helps protect both local workers and migrant employees from exploitation.
Recruitment Evidence and Documentation
Warning: Inadequate recruitment evidence is one of the most common reasons for job check declines. Ensure your recruitment process is genuine, well-documented, and gives fair consideration to all New Zealand applicants before concluding you need to hire from overseas.
Providing comprehensive recruitment evidence is crucial for job check approval. You must advertise the position on Work and Income's jobs website and at least one other appropriate platform for a minimum period, typically 2-3 weeks. The advertisements must accurately reflect the job requirements and proposed terms of employment.
Your evidence package should include screenshots of job advertisements, records of all applications received, interview notes, and detailed explanations of why each New Zealand applicant wasn't selected. If you received no suitable applications, you need to explain why the role might be difficult to fill locally and what steps you took to make it attractive to New Zealand workers.
Immigration New Zealand scrutinises this evidence carefully, looking for signs that the recruitment process was genuine rather than designed to favour overseas candidates. Common issues include unrealistic job requirements, inadequate advertising periods, or insufficient consideration of local applicants. Thorough documentation and fair recruitment practices are essential for success.
Token Allocation and Management
Insight: Token allocations can be increased through demonstrating good compliance and business growth, but this process takes time. Plan your international recruitment needs well in advance and maintain excellent compliance records to support future allocation increases.
The token system controls how many migrant workers accredited employers can hire, with tokens allocated based on various factors including business size, compliance history, and labour market conditions. New accredited employers typically receive a modest initial allocation, which can increase over time based on good compliance and business growth.
Token allocations are reviewed regularly, and Immigration New Zealand may adjust your allocation based on your track record, changes in your business circumstances, or broader policy considerations. Factors that can positively influence your allocation include consistent compliance with employment standards, successful integration of migrant workers, and demonstrated business growth.
Managing your tokens effectively requires strategic workforce planning. Each approved job check typically requires one token, and tokens are 'used' when a work visa is granted to fill that position. You need to balance your current staffing needs with future requirements, as running out of tokens can significantly impact your ability to recruit internationally.
Application Process for Job Checks
The job check application process involves several critical steps that must be completed accurately and within specified timeframes. You'll need to submit your application through Immigration New Zealand's online system, providing detailed information about the position, your recruitment efforts, and the proposed employee's circumstances.
Before applying, ensure you have all required documentation ready, including job advertisements, recruitment records, business financial information, and details about the proposed terms of employment. The application must demonstrate that the role is genuine, sustainable, and offers appropriate remuneration that meets or exceeds market rates for similar positions.
Once submitted, Immigration New Zealand may request additional information or clarification. Responding promptly and comprehensively to these requests is crucial for maintaining processing timelines. The assessment process considers labour market conditions, your compliance history, and whether the proposed employment arrangement meets immigration and employment law requirements.
Step 1
Prepare comprehensive documentation
Gather all required documents including job descriptions, recruitment evidence, financial information, and employment terms before starting your application.
Step 2
Submit job check application
Complete the online application form accurately, ensuring all information is consistent with your supporting documentation.
Step 3
Respond to information requests
Monitor your application status and respond promptly to any requests for additional information or clarification from Immigration New Zealand.
Step 4
Await decision and plan next steps
Once approved, you can proceed with making a job offer and supporting the migrant worker's visa application. If declined, consider your options for addressing the issues or seeking review.
Compliance Monitoring and Obligations
Maintaining compliance with job check and token requirements is an ongoing obligation that extends well beyond the initial approval. Immigration New Zealand monitors accredited employers' compliance through various mechanisms, including site visits, document reviews, and employee interviews. Non-compliance can result in warnings, reduced token allocations, or loss of accreditation status.
Your compliance obligations include ensuring that migrant workers are employed in the roles and conditions specified in the job check, maintaining accurate employment records, and reporting any significant changes to Immigration New Zealand. You must also continue to meet your general employer obligations under New Zealand employment law.
Regular self-auditing of your compliance status is advisable, particularly if you employ multiple migrant workers or have complex employment arrangements. This includes reviewing employment contracts, wage records, and working conditions to ensure they align with your job check approvals and meet legal requirements. Proactive compliance management helps prevent issues that could jeopardise your accreditation status.
Common Challenges and Solutions
Many employers face challenges with job check applications, particularly around demonstrating genuine recruitment efforts and justifying the need for migrant workers. Common issues include insufficient advertising periods, unrealistic job requirements that appear designed to exclude local candidates, or inadequate documentation of the recruitment process.
Wage and working conditions disputes are another frequent challenge, particularly when Immigration New Zealand questions whether the proposed remuneration meets market rates or employment standards. This can be especially complex for specialised roles where market rates may be difficult to establish or for positions in regions with varying wage levels.
Token management challenges often arise when employers underestimate their future staffing needs or face unexpected business growth. Running out of tokens can create significant delays in recruitment plans, while poor compliance can result in reduced allocations that limit business expansion. Strategic workforce planning and maintaining excellent compliance records are key to avoiding these issues.
Need help with job check challenges?
Complex job check issues require expert guidance to navigate successfully and maintain your accreditation status.Timing and Planning Considerations
Effective timing and planning are crucial for successful job check and token management. Job check applications typically take 10-20 working days to process, but this can extend significantly if additional information is required or if there are concerns about the application. You should factor in these timeframes when planning recruitment activities and making commitments to potential employees.
The recruitment evidence period adds additional time to your planning, as you must complete the required advertising and consideration period before submitting your job check application. This means the total time from deciding to hire a migrant worker to being able to make a job offer can be 6-8 weeks or more, depending on your specific circumstances.
Token allocation reviews and business planning cycles should also be considered in your workforce planning. If you anticipate significant growth or increased international recruitment needs, engaging with Immigration New Zealand about token allocations well in advance can help prevent bottlenecks in your hiring processes. Regular review of your accreditation status and compliance position supports more effective long-term planning.
Frequently Asked Questions
How long does a job check take to process?
Job check processing times typically range from 10 to 20 working days, though this can vary depending on the complexity of your application and current Immigration New Zealand workloads. Simple applications with complete documentation may be processed faster, while those requiring additional verification or missing information may take longer.
It's important to submit your job check application well before you need to make a job offer, as you cannot proceed with hiring a migrant worker until the job check is approved.
What happens if my job check application is declined?
If your job check is declined, Immigration New Zealand will provide reasons for the decision. Common reasons include insufficient evidence of genuine attempts to recruit New Zealand workers, wages below market rates, or concerns about the job's sustainability.
You may be able to address the issues and reapply, or in some cases, seek a review of the decision. An immigration lawyer can help you understand the reasons for decline and advise on the best course of action, whether that's improving your application or challenging the decision.
Can I use one job check for multiple employees?
Generally, each job check application covers one specific position, though you may be able to specify multiple identical roles in a single application if they have the same duties, location, and terms of employment.
If you're hiring multiple people for different positions or at different times, you'll typically need separate job check applications for each role. The specific requirements can vary depending on your circumstances and the type of positions involved.
Do I need tokens for all migrant workers?
Not all migrant workers require tokens. The token system primarily applies to certain work visa categories, particularly the Accredited Employer Work Visa (AEWV). Workers on other visa types, such as partnership-based work visas or some specialist work visas, may not require tokens.
The number of tokens you need depends on your business size, previous compliance history, and the specific roles you're filling. Immigration New Zealand allocates tokens based on various factors, and understanding these requirements is crucial for workforce planning.
What evidence do I need to show I've tried to hire New Zealand workers?
You must demonstrate genuine attempts to recruit New Zealand citizens or residents before hiring migrant workers. This typically includes advertising the role on Work and Income's jobs website and at least one other appropriate platform for a minimum period, usually 2-3 weeks.
You'll need to provide evidence such as job advertisements, application records, interview notes, and explanations of why New Zealand applicants weren't suitable. The evidence must show you made reasonable efforts to find local workers and that the decision to hire a migrant worker was justified.
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Get help with job check and token requirements
Navigating job check requirements and token applications can be complex, with strict deadlines and specific documentation needed. Find A Lawyer connects you with immigration lawyers who specialise in employer accreditation processes and can guide you through the requirements.
Our network of experienced immigration law firms can help ensure your job check application meets all requirements and is submitted correctly. Get matched with a lawyer who understands the accreditation system and can provide the guidance you need.