For most employers, the migration process revolves around securing work visas for applicants, enabling them to take up the job and fill the vacancy that needs to be filled. However, for most applicants, the work visa is in fact just one step in the process to secure residence and remain in New Zealand permanently.
Unfortunately, these two different objectives mean that employers and migrants often enter the employment relationship with very different perspectives and in some cases, that can result in the relationship going sour or ending sooner than it needs to. As an employer, there is a significant advantage in being able to look at the longer-term objectives for your migrant workforce, because it will allow you to keep them on staff indefinitely.
Of course, we wouldn’t expect employers to become experts in the resident visa process, but there are some very simple things you can do to ensure your staff understand their options and that you can potentially support those eligible candidates in their aim to live here.
What Can Employers Do?
The first thing that employers should consider is the difference between work visas and residence, which might seem simple, but can be quite complex to understand. Most work visas are not a direct pathway to residence, but often do allow applicants to accumulate the NZ experience they need to get there. However, just having a work visa approved does not guarantee that the candidate can then secure residence.
The key thing is to explain to applicants from the start that residence is a separate process, with very specific criteria and that those applicants should consider assessing their eligibility for residence sooner rather than later, if that is their longer-term goal.
Maintaining your employer accreditation is also crucial because all applicants for residence under the Skilled Migrant Category need to be employed with an accredited employer. We have seen many cases where employers let their accreditation lapse, given that the work visas remain valid, and they believe they may no longer require that status.
Lastly, ensuring applicants work within the conditions of their work visas is important, not just for the applicant’s long-term residence goals, but also to ensure that, as an employer, you remain compliant as well.
Benefits of Residence
Some employers might be concerned that if their best staff member, holding a work visa, goes on to secure residence (which then allows them to work anywhere) they will leave in search of better opportunities. In my experience the reverse is true and where applicants find that they cannot pursue residence with their current employer, that is when they will consider looking for alternative options.
Being able to support candidates in their goal of applying for residence can secure a lot of loyalty and if the role and conditions are right then the candidate is very likely to stay put for much longer.
Supporting candidates in their plans to secure residence might seem like additional work, on top of the existing accreditation and work visa process, but it can pay dividends in terms of your long-term retention strategy.
About the Author
Paul Janssen is the Manager of Turner Hopkins Services, a specialist New Zealand immigration consultancy, based in Takapuna, Auckland. Paul is fully licensed by the Immigration Advisers Authority and has nearly twenty years of industry experience, assisting families, individuals, and businesses to navigate the complexities of the visa system.
Paul and his team work together with their clients, providing realistic and practical advice in a timely and easy to understand manner. Identifying issues at the outset, mapping out the steps involved and managing all aspects of the relocation process.