UPDATE: Accredited Employer Work Visa

23 May 2022

The first stage of the new “Accredited Employer work visa” system went live yesterday and Immigration lawyers and advisors are all go!


In case you are somehow still out of the loop, from 4 July 2022 all employers wanting to support migrant workers for a visa application will need to be an Immigration New Zealand “Accredited Employer”.


For most businesses, getting Accredited will be a relatively straightforward process. You will need to declare that your business is financially viable, is compliant with all New Zealand employment and immigration laws, is committed to supporting your migrant workers and will complete a series of online employment modules (and will let your migrant employees do the same).


However, if your business places migrant employees with a third party (i.e. if you are a labour-hire company) or is a franchisee, then you will need to meet extra requirements before your business can be Accredited.


Once your business is Accredited, there will be additional steps before you can hire migrant staff. First, you will need to advertise the role you want to fill (called the “Job Check”) and submit the results of the advertising to Immigration New Zealand. Job Check applications will open on 10 June 2022. Your business will not need to complete the Job Check step if the role pays twice the median wage ($55.52 per hour) or is on the Green List of skill shortage occupations (https://www.immigration.govt.nz/new-zealand-visas/apply-for-a-visa/tools-and-information/work-and-employment/green-list-occupations).


If the Job Check is approved, then your prospective migrant employee will need to submit an application for the new Accredited Employer work visa. Accredited Employer work visa applications will be open from 4 July 2022. From this date, you will only be able to support migrant workers for visas under the Accredited Employer work visa.


Get in touch with us as soon as possible if you want to know more about Accredited Employer work visa and what it will mean for your business!

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10 Reasons to read and understand your Occupation Right Agreement before signing

17 September 2025
Moving into a retirement village represents one of life's most significant transitions, often involving substantial financial commitment and long-term lifestyle changes. In New Zealand, Occupation Right Agreements (ORAs) govern this unique form of housing arrangement, yet many prospective residents underestimate the complexity and legal implications of these documents. Ask yourself: would you ever sign a Sale and Purchase Agreement without a lawyer’s advice ? For most, the answer is an immediate ‘of course not.’ An Occupation Right Agreement ORA deserves the same level of care and due diligence, it’s just as significant, if not more so. As experienced property lawyers in Christchurch, Weston Ward and Lascelles have witnessed countless situations where inadequate understanding of ORA terms has led to disputes, civil litigation , and financial hardship – sources of avoidable and unnecessary stress for residents and their families. Seeking legal advice before you sign on the dotted line remains your best defence against unexpected complications. Don't let the excitement of finding your perfect retirement home cloud your judgment regarding this crucial legal document. Here’s how Weston Ward and Lascelles property lawyers help you: 1. Understand your visitor rights and restrictions Your ORA will detail specific provisions regarding visitors, including overnight stays, duration limits, and approval processes. Some villages impose strict restrictions on how long guests can stay or require advance notice or approval for extended visits. These limitations could significantly impact your social connections potentially limiting precious time with grandchildren or access to support during illness. It’s crucial these terms support your lifestyle. 
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10 Reasons why blended families need tailored wills

17 September 2025
According to Statistics New Zealand, one in every three marriages is a second or subsequent marriage. Blended families have become increasingly common across New Zealand and can be beneficial for both families. Parents can share responsibilities more effectively, and families often develop a strong sense of resilience as they learn to adapt together. These new structures can foster empathy, flexibility, and inclusivity, helping family members grow in ways that may not have been possible in a single parent setting. However, while the emotional and social benefits of blended families are significant, they also introduce layers of financial and legal complexity, particularly when it comes to estate planning. The merging of two families through remarriage or de facto relationships means the legal landscape becomes significantly more complex, requiring specialist legal advice to navigate successfully. Questions around inheritance, fairness between biological and stepchildren, and ensuring the security of a surviving spouse require careful forethought to prevent misunderstandings and future disputes. Here are ten compelling reasons why blended families must invest in professionally tailored will and estate planning . 1. Overlapping claims under the Family Protection Act The Family Protection Act 1955 places a duty on you to provide proper support for your spouse, children, stepchildren, and sometimes grandchildren. In blended families, this creates overlapping obligations that can result in competing claims against your estate. Without careful planning, your de facto partner could make a successful claim that reduces your children's inheritance. The Act doesn't clearly specify how much property you should leave to meet these obligations, so advice from wills and estate lawyers in Christchurch is essential to protect your wishes.