Why Job Checks Are Declined in NZ & How to Avoid Rejection

Employers across New Zealand are facing challenges with Immigration New Zealand (INZ) declining Job Check applications under the Accredited Employer Work Visa (AEWV) program. A declined Job Check not only delays recruitment but can also result in significant financial losses and operational setbacks. At Immigration Chambers, we help accredited employers navigate these complexities to ensure every Job Check is approved the first time.

Understanding the Purpose of the Job Check

The Job Check is a critical step in the Accredited Employer Work Visa process. It ensures that New Zealand employers have genuinely attempted to hire local talent before offering positions to migrants. INZ uses this step to confirm that employers are offering fair pay, genuine employment, and market-aligned conditions.

However, even minor inconsistencies in the application can trigger a decline. Common pitfalls include incorrect pay rates, insufficient advertising evidence, or inaccurate job descriptions, all of which can lead INZ to question the genuineness of the recruitment process.

Top Reasons Job Check Applications Are Declined

1. Pay Rates Below Market Standards

One of the most frequent reasons for Job Check rejection is advertised pay rates falling below the “market rate”. INZ determines this using national job platforms such as Seek, Trademe Jobs, and MBIE data.

Even if an employer believes their offer aligns with industry norms, INZ may disagree if comparable listings suggest higher remuneration.

Tip: Always review salary benchmarks from trusted sources before advertising. If your rate is near the lower end, provide justification, such as regional pay variations or unique job factors, in your submission.

2. Incomplete or Non-Compliant Job Advertising

INZ requires employers to advertise the job nationally for at least 14 days on recognized platforms. The advert must include:

• The job title and description

• Required qualifications and experience

• Work location

• Hours of work

• Pay rate or range

• Company name and contact details

Failure to include any of these details, or posting ads that don’t appear publicly accessible, can result in automatic rejection.

Tip: Maintain screenshots and URLs of all advertisements as proof of genuine efforts to recruit locally.

3. Ignoring Local Applicants

When New Zealand citizens or residents apply for the advertised position, INZ expects employers to interview or assess them before moving forward with a migrant candidate.
If an employer rejects local applicants without reasonable explanation, INZ may conclude that the employer has not made a genuine attempt to hire domestically.

Tip: Keep written records of why local candidates were unsuitable, such as lack of specific experience or qualifications, and include these details in your Job Check submission.

4. Misalignment Between Job Description and Visa Criteria

Another common issue arises when the job description doesn’t match the occupation listed in ANZSCO (Australian and New Zealand Standard Classification of Occupations).
INZ uses this classification to determine whether the role’s skill level and remuneration are consistent with immigration policy.

Tip: Verify that the job title, duties, and pay rate correspond to the correct ANZSCO code. Inconsistencies can lead INZ to decline both the Job Check and the subsequent visa application.

5. Employer Accreditation Issues

Even before a Job Check can be submitted, the employer must hold valid accreditation. Any compliance breaches, expired accreditation, or incomplete information in the employer profile can halt the process entirely.

Tip: Ensure your accreditation details are up to date, including company structure, financial standing, and employment practices.

You May Also Like: Accredited Employer Visa Adds New National Occupation List Occupations

How to Avoid Job Check Rejections

1. Ensure Market-Rate Compliance

Regularly check industry pay scales and reference authoritative sources such as MBIE’s Labour Market Insights. Document your reasoning if offering slightly below-market pay.

2. Maintain Transparent Advertising Records

Save dated screenshots, links, and copies of your job adverts to provide verifiable proof of compliance.

3. Provide Genuine Recruitment Evidence

Show that you gave fair consideration to New Zealand citizens and residents. Include interview notes or assessment summaries.

4. Align Job Details with ANZSCO Codes

Review job descriptions for accuracy. The advertised duties should closely reflect the role’s ANZSCO definition.

5. Seek Professional Immigration Advice

Partnering with a Licensed Immigration Adviser in Auckland ensures compliance with INZ’s evolving requirements, helping avoid delays and costly reapplications.

This given blog is published here