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Job Ads Decoded: A Guide to Job Ads and Work and Income Engagement

Job Ads Decoded: A Guide to Job Ads and Work and Income Engagement

In the dynamic realm of New Zealand’s labour market, employers frequently look beyond local talent to fill vacancies, turning their attention to skilled migrant workers. This approach, while beneficial, entails navigating a series of Immigration New Zealand (INZ) requirements and engaging with government entities—specifically Work and Income. Understanding these processes is not just a matter of compliance; it is central to leveraging global talent effectively and ethically.

Understanding the Legal Framework

The employment of migrant workers in New Zealand is governed by a set of rules designed to balance the interests of kiwi job seekers with the needs of employers. These regulations stipulate that unless certain exemptions apply, employers must advertise job vacancies and liaise with Work and Income before hiring a migrant worker. Exemptions are provided for roles listed on the Green List or those with a salary of at least NZD$59.32 per hour, among others.

For non-exempt roles, the nature of advertising and the level of engagement required with Work and Income depend on the role’s classification under the Australian and New Zealand Standard Classification of Occupations (ANZSCO). For instance, roles classified as ANZSCO skill level 4 or 5 necessitate direct involvement with Work and Income, in addition to mandatory job advertising. This dual requirement underscores the government’s commitment to ensuring that employment opportunities for New Zealanders are duly considered before looking overseas.

Step-by-Step Compliance Guide

To assist employers in navigating this complex landscape, a step-by-step guide to advertising a job and engaging with Work and Income is indispensable:

  1. Review Exemption Criteria: Determine if the job vacancy falls under any category that does not require advertising or Work and Income engagement.
  2. Craft Accurate Job Descriptions: Develop detailed job descriptions that align with ANZSCO task description, including specific skills, experiences, and qualifications needed.
  3. Select an Advertising Platform: Choose an appropriate national website or channel to promote the vacancy, ensuring broad visibility among potential applicants.
  4. Advertise According to ANZSCO Level: Advertise the job for at least 14 days for roles classified as ANZSCO level 1, 2, or 3, and at least 21 days for roles at levels 4 or 5.
  5. Prepare for a Job Check: Compile all necessary documents required for the Job Check application, including details of the job advertisement and engagement outcomes with Work and Income, if applicable.
  6. Engage with Work and Income (if required): If the role is classified as ANZSCO level 4 or 5, initiate contact with Work and Income, following their guidelines for job listing and engagement.
  7. Comply with Immigration New Zealand Requirements: Submit the Job Check application within the stipulated 90 days post-advertisement, ensuring all information provided is accurate and comprehensive.
  8. Adhere to Fair Recruitment Practices: Throughout the process, maintain a commitment to fairness, offering equal employment opportunities without discrimination, and ensuring no recruitment costs are passed on to applicants.
  9. Utilise Available Resources: Leverage guidance and advice from a Licensed Immigration Adviser at Immigration Advisers New Zealand Ltd to understand the complex process and INZ requirements for a successful application outcome.
  10. Stay Prepared and Informed: Keep abreast of any changes in immigration policies or employment laws to ensure ongoing compliance and successful engagement with both migrant workers and regulatory bodies.


Hiring migrant workers offers New Zealand employers access to a rich pool of talent, enhancing diversity and filling skill gaps in the local workforce. Nevertheless, it requires a meticulous approach to INZ requirements, thoughtful engagement with Work and Income, and a commitment to ethical recruitment practices. By adhering to the guidelines outlined above, employers can successfully incorporate migrant talent into their workforce, enriching their operations and contributing to the broader economic landscape of New Zealand.

For those seeking to explore this path, remember that thorough preparation, compliance, and respect for the process are keys to unlocking the potential that skilled migrant workers bring to New Zealand’s industries.

Author Details

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Vandana Rai

(LIA 201400900)

Vandana Rai is a Senior Licensed Immigration Adviser and has built a reputation around her rare set of skills, which could be considered ideal for her legal profession.

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