If you employ migrant workers on Accredited Employer Work Visas, there’s a deadline approaching that could have a real impact on your business and many employers don’t see it coming until it’s too late.
Immigration New Zealand has recently begun contacting AEWV holders to advise them they are approaching their maximum continuous stay (MCS). This is the total amount of time a person can remain in New Zealand on one or more AEWVs before they must leave the country for a set period.
For many workers, that departure date is now just weeks or months away. And for the employers who rely on them, the consequences are significant.
What is the Maximum Continuous Stay?
Every AEWV comes with a built-in time limit. How long a worker can stay depends on the skill level of their role and, in some cases, their pay rate.
For most workers in ANZSCO Level 1, 2, or 3 roles (generally considered higher-skilled), the maximum continuous stay is five years. For workers in Level 4 and 5 roles (lower-skilled positions), the limit is three years.
Once a worker reaches their MCS limit, they must leave New Zealand for 12 consecutive months before they can apply for another AEWV. There’s no provision to extend or pause the clock. Time spent on interim visas while waiting for a new AEWV to be processed also counts towards the total.
This matters now because the AEWV was introduced in mid-2022. The first wave of workers on three-year limits are reaching their deadlines right now, in early 2026.
Why This Matters More Than You Think
Losing a migrant worker to an MCS deadline isn’t the same as someone resigning. When someone resigns, you usually get notice. You can plan. You can start recruiting.
With MCS, if you haven’t been tracking the dates, the first warning might be a letter from INZ telling your worker they have weeks left. At that point, your options are limited.
The real cost isn’t just the vacancy. It’s the training you’ve invested, the customer relationships they’ve built, the institutional knowledge that walks out the door. Then there’s the cost and time of recruiting a replacement — and for many industries right now, that pool is getting shallower. Net migration to New Zealand dropped to just 11,900 in the year to October 2025, down from a peak of 135,700 in 2023. There are simply fewer skilled workers arriving than there were two years ago.
The employers who are handling this well are the ones who saw it coming and started planning early.
What Can You Actually Do About It?
The situation isn’t hopeless. But the options depend on timing, the worker’s role, and their personal circumstances. Here are the main avenues worth exploring.
1. Reclassify the role to a higher skill level
If a worker is currently in an ANZSCO Level 4 or 5 role but could reasonably be reclassified into a Level 1, 2, or 3 role, their maximum continuous stay jumps from three years to five. This might involve a genuine change in duties, a promotion, or recognition that the role has evolved beyond its original classification.
It’s worth noting that Immigration New Zealand has been transitioning from the ANZSCO classification system to the new National Occupation List (NOL), which better reflects today’s labour market. Some roles that were previously classified as lower-skilled may now sit higher on the NOL. If your worker’s role has been reclassified, this could change their MCS eligibility.
2. Explore residence pathways
If a worker qualifies for residence, the MCS issue disappears entirely. Current options include the Skilled Migrant Category, Green List roles, and various work-to-residence pathways.
And here’s something to plan for: from August 2026, two new SMC residence pathways will open. The Skilled Work Experience pathway is for workers in ANZSCO Level 1–3 roles with at least five years of relevant experience, including two years in New Zealand. The Trades and Technician pathway is for workers in specified trades or technician roles with a Level 4 or higher qualification and at least four years of post-qualification experience, including 18 months in New Zealand.
Under the new settings, workers will only need to maintain the median wage throughout their NZ employment — the requirement for an increased wage at the point of residence application is being removed. That’s a meaningful simplification.
If your workers could be eligible for one of these pathways, now is the time to start building their evidence base and planning ahead.
3. Partner-based visa options
If the worker has a partner or spouse in New Zealand on a work visa, student visa, or who is a resident or citizen, there may be pathways that allow them to remain without the 12-month stand-down. These options are often overlooked but can provide a practical bridge.
4. Start replacement recruitment early
If the worker is going to reach their MCS and no alternative pathway is viable, the smartest thing you can do is start the recruitment process well before the departure date. Rushing recruitment at the last minute leads to poor hiring decisions, compliance issues, and unnecessary cost.
What Should You Do Right Now?
If you employ anyone on an AEWV, the most important thing you can do today is check their visa start dates. If any of your workers started their current AEWV in 2023 or earlier, the clock may be very close to running out.
From there, it’s about understanding which options are realistic for each worker’s situation. That’s where having the right advice makes the difference between a managed transition and a crisis.
At Neazor Brady, we work with employers across New Zealand to navigate exactly these kinds of situations. Whether it’s mapping out visa timelines, exploring residence pathways, or starting recruitment for replacement workers, we help you make informed decisions before deadlines force your hand.
If you’d like to talk through your specific situation, we’re happy to have a conversation. No jargon. No pressure. Just a clear picture of where things stand and what your options are.