Accredited Fast Paper Term

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WR1.25.5 of the instructions discusses what a case officer must consider when determining an application for accreditation.The ‘high standard’ threshold is a comparative one, consequently it must be compared against other employers within the same industry.If we apply this to practice, we can simply ask INZ to select any small business at random and query whether this business has “HR policies and process of a high standard”.WR1.20 of the Instructions, defines an accredited employer as “a New Zealand employer who has had an application for accreditation to employ persons under the Talent (Accredited Employers) Work Instructions approved by INZ”.Under instructions WR1.1, the objective of the policy is to “allow accredited employers to supplement their New Zealand workforce in the core area of their business activity” through the recruitment of workers who are not New Zealand citizens or residence class visa holders, whose talents are required by the employer; with the accredited employer having direct responsibility for those employees and their work output.Additionally, a lack thereof does not mean that an employer does not have good workplace practices.The same applies to having HR policies of a “high standard”.Tangible benefits exist for both employer and employee under the scheme.Accreditation allows an employer to recruit offshore applicants without the need for a local ‘labour market test’ – an often complex, time consuming and uncertain process, requiring evidence a migrant is the only suitable applicant.This article provides an insight into what it means to be an ‘accredited employer’ for immigration purposes.I traverse the current policy and associated challenges and look at changes suggested by the Minister of Immigration in a consultation discussion document released in December 2018.


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