{"id":55342,"date":"2025-10-07T14:41:39","date_gmt":"2025-10-07T03:41:39","guid":{"rendered":"https:\/\/absoluteimmigration.com\/nz\/?p=55342"},"modified":"2025-10-07T14:49:30","modified_gmt":"2025-10-07T03:49:30","slug":"helping-a-migrant-employee-could-get-you-fine","status":"publish","type":"post","link":"https:\/\/absoluteimmigration.com\/nz\/news\/helping-a-migrant-employee-could-get-you-fine\/","title":{"rendered":"Helping a migrant employee could get you fine"},"content":{"rendered":"\t\t
Many HR professionals genuinely want to assist their migrant employees. But under New Zealand\u2019s Immigration Advisers Licensing Act 2007<\/a><\/span>, only licensed immigration advisers or exempt persons (such as practising lawyers) can legally provide immigration advice. Even informal conversations can quickly move from general support into regulated territory. Examples include:<\/p> \u00a0<\/p> What feels like helpful guidance may be viewed as unlicensed immigration advice. The law does not differentiate between \u201cformal\u201d and \u201cinformal\u201d advice \u2014 if it influences a visa decision, it can count as regulated advice.<\/p> \u00a0<\/p> Since 31 March 2025<\/a><\/span>, new licensing law changes and enforcement powers have made it even riskier for unlicensed parties to advise on immigration matters. The penalties are severe<\/a> <\/span>and include the following:<\/p> \u00a0<\/p> These penalties apply whether the advice was given in an email, a meeting, or an informal chat. Managers, team leaders and HR professionals all carry risk if they give advice outside their legal authority.<\/p> \u00a0<\/p> The legal consequences are only part of the risk, with reputational harm often proving even more difficult to repair. When migrant employees receive incorrect advice, they may lose trust in their employer, lodge formal complaints, or even pursue legal action.<\/p> These outcomes can erode an organisation\u2019s brand, weaken its ability to attract and retain skilled migrants, invite unwanted scrutiny, and diminish morale across the workforce. Even a single misstep can undo years of investment in building a supportive, compliant and trusted workplace culture.<\/p> Losing Accredited Employer status can also deliver a severe blow to your organisation. Without accreditation, your ability to hire and retain migrant workers through certain visa pathways is restricted, creating immediate staffing gaps and jeopardising long-term workforce plans.<\/p> This loss signals to employees, regulators and industry peers that your compliance systems may be inadequate and invites closer examination from immigration authorities. Rebuilding accreditation is a time-consuming and costly process, often requiring comprehensive audits, corrective actions and enhanced internal controls before approval can be regained.<\/p> \u00a0<\/p> To stay compliant and safeguard your company\u2019s reputation:<\/p> \u00a0<\/p> At Absolute Immigration NZ, we help employers across Aotearoa navigate the risks of unlicensed immigration advice and protect their workforce. Our licensed advisers and legal team provide clear guidance, training, and tailored solutions to keep your organisation compliant and trusted by your migrant employees.<\/p> For tailored immigration advice and compliance support, book a meeting here<\/a><\/span> with our expert team or contact us at aisupport@absoluteimmigration.com<\/strong><\/span><\/a> to receive practical solutions specific to your business.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\tThe risks and penalties for organisations and individuals<\/strong><\/span><\/h4>
Damage to your company\u2019s reputation and employee trust<\/strong><\/span><\/h4>
How HR teams can protect their companies<\/strong><\/span><\/h4>
Helping employers across Aotearoa<\/strong><\/span><\/h4>