New Zealand employers can gain a lot by hiring internationally: access to larger talent pools, faster hiring for critical roles, and fresh global perspectives. However, the risks are significant if you don’t plan ahead and follow the rules. This includes immigration and compliance obligations as well as employment rights. This article outlines the main risks — with a special focus on migrant worker rights NZ — and practical steps to reduce them.

List of Key Risks of Hiring Migrant Workers in New Zealand

1. Hiring someone who doesn’t have the right to work

One of the biggest risks is employing a person without confirming they are legally allowed to work in New Zealand. Employers may face fines, infringement notices, or even penalties up to NZD $50,000 in serious cases, along with possible impact on accreditation status.

How to avoid it: Use INZ’s VisaView to verify work rights before making an offer, only hire candidates with valid visas for the role, and keep clear records of every check as proof of compliance.

2. Not meeting NZ employment law for migrant workers

Migrants have the same minimum rights as all NZ workers: written employment agreements, at least minimum wage, correct leave entitlements, and safe workplaces. Upholding these is central to migrant worker rights NZ.

How to avoid it: Ensure contracts meet NZ standards, treat migrants the same as local staff, accurately track hours, pay, leave, and deductions, and provide full health & safety induction and training.

3. Exploitation risks and reputational damage

Exploitation can include underpayment, excessive hours, or unsafe conditions. Apart from legal consequences, reputational damage can be severe and long-lasting.

How to avoid it: Work only with licensed, ethical recruiters; do not charge candidates recruitment fees; be transparent about pay, hours, location, and housing; and support settlement (banking, housing, transport) for new arrivals.

4. Not following immigration rules (AEWV compliance)

Under the AEWV scheme, employers must hold accreditation, complete job checks properly, and follow set processes. Non-compliance can cause visa issues and penalties.

How to avoid it: Maintain accreditation, complete compliant job checks with evidence of local advertising, notify INZ of major business changes or migrant departures within 10 working days, and schedule internal audits via a compliance calendar.

5. Role mismatch between visa approval and actual work

If the work performed differs from what was approved in the visa/job check (duties, location, pay), both employer and employee may breach visa conditions—triggering investigations.

How to avoid it: Ensure job descriptions, duties, location, and pay match the approved job check. If changes are needed, apply for a variation of conditions and clearly communicate role expectations to the employee.

6. Poor onboarding, settlement, and retention

Weak onboarding increases turnover and reduces productivity. Migrants often need extra guidance during their first months in NZ.

How to avoid it: Create a structured onboarding plan, assign a mentor/buddy, and run check-ins at 1, 3, and 6 months to support performance and well-being.

7. Financial and reputational cost of non-compliance

Non-compliance can lead to fines, loss of accreditation, bans on hiring migrants, public listing as a non-compliant employer, and legal exposure for exploitation. Rehiring and retraining costs also rise sharply.

8. Practical ways to reduce risk (your action list)

• Verify visa and work rights before hiring; retain evidence (VisaView results).
• Issue legally compliant, written employment agreements and give a signed copy to the worker.
• Partner only with licensed, ethical recruiters; no candidate-paid fees.
• Maintain accurate records of pay, hours, leave, and visa details; keep audit-ready files.
• Notify INZ promptly about major business changes and migrant departures (within 10 working days).
• Provide robust onboarding, H&S induction, and ongoing training; support settlement needs.
• Review accreditation and compliance obligations annually; run internal audits and corrective actions.

Last Thoughts

Hiring internationally helps NZ businesses access skilled global talent — but it must be done responsibly. By balancing efficiency with compliance and care, upholding migrant worker rights NZ, and maintaining strong governance, your organisation can avoid penalties, attract top talent, and contribute positively to New Zealand’s labour market.