From 1 June, Immigration New Zealand will require applicants for ANZSCO / NOL Skill Level 3 roles under the Accredited Employer Work Visa (AEWV) to meet English language requirements, aligning them with existing rules for Level 4 and 5 roles.
This is a significant policy shift that extends language requirements into a broader group of mid-skilled roles and is likely to affect both recruitment and retention across several sectors.
Who will be impacted?
The change will be most felt in industries that rely heavily on Level 3 roles that have not traditionally required formal English testing:
Construction and infrastructure
One of the most exposed sectors, with roles such as carpenters, plasterers, bricklayers, and supervisors. The industry relies heavily on workers from countries such as China and the Philippines, where English proficiency varies – creating immediate pressure on labour supply and project delivery.
Manufacturing and trades
Metal fabricators, fitters, and technicians may be impacted, particularly where candidates have strong technical skills but limited formal English certification.
Transport and logistics
Supervisory and coordination roles may face added compliance hurdles in recruitment.
Primary industries
Agriculture, horticulture, and food processing – particularly in regional areas – may see constraints where Level 3 supervisory roles are affected.
Transitional arrangements
- Existing AEWV holders are not affected for their current visa.
- Those with visa expiry on or before 1 December will not need to meet the new English language requirements when applying for a further AEWV.
These provisions offer only short-term flexibility and will not remove longer-term workforce impacts.
Risks and practical challenges
- Smaller talent pool: fewer candidates may meet both technical and language requirements.
- Delays and added cost: testing availability, processing time, and employer support costs are likely to increase.
- Operational disruption: labour-constrained sectors – especially construction –may face project delays.
- Retention risk: existing Level 3 AEWV workers will need to meet the new requirements when renewing visas, and some may not be able to do so.
- Long-term pathway constraints: employers already face the challenge that, to retain Skill Level 3 workers beyond the maximum five-year AEWV duration, those workers must qualify for residence – which requires higher English language standards again. This creates a compounding risk where workers may meet AEWV settings initially but fall short of future visa or residence requirements.
Actions to take now
- Identify exposure: review Skill Level 3 roles, current visa holders, and pipeline candidates.
- Assess early: screen English capability upfront and factor this into hiring decisions.
- Move quickly: progress applications before 1 June where possible.
- Use transition windows: maximise retention of workers with visas expiring on or before 1 December.
- Adapt approach: consider targeted training, alternative sourcing markets, or candidates with proven English proficiency.
Final thoughts
Extending English language requirements to Skill Level 3 AEWV roles will tighten access to migrant labour. Employers must now plan not just for entry requirements, but for retention and progression, particularly given the higher English thresholds required for residence beyond the five-year AEWV limit.
Those who act early – by reassessing pipelines, supporting candidates, and planning for both short- and long-term requirements – will be best placed to maintain workforce continuity under the new rules.
Need support?
If you would like to understand how these changes will impact you, Lane Neave is already supporting both employers and migrants to proactively plan for evolving immigration settings.
For employers, this includes workforce planning to manage upcoming risks, strengthen retention, and align recruitment strategies with new policy requirements. For migrants, support is available to map both temporary visa options and longer-term residence pathways, including planning for English language requirements over time.
Taking a proactive approach – being forewarned and forearmed – can help ensure informed decisions are made early, improving the ability to retain key staff and progress toward long-term immigration outcomes.
