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Immigration Blog


Immigration Blog

Migrating is more than just filling in forms and submitting paperwork; its a complex process that will test even the most resilient of people. Understanding Australia & New Zealand at a grass-roots level is paramount to your immigration survival, and to give you a realistic view of both countries, its people and how we see the world, as well as updates about any current or imminent policy changes, subscribe to our regular blog posts by entering your details below.

Southern Man: A Tale of Two Transport Systems

Posted by Iain on May 18, 2018, 5:34 p.m. in Living

For the past week I've been in Hong Kong talking to those worried about their children's future and the creeping influence of China on the principles they hold dear, like the value of their one vote and being allowed to speak their minds. Political changes aside, of all the Asian cities I visit, it is my favourite. The food, the scale, the shops Although I struggle with the teeming hordes. I struggle even more when a lot of the teeming hordes dawdle along, tapping messages into their cellphones, but that's another story.

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Southern Man: 2024: Auckland's Decongestion

Posted by Iain on May 11, 2018, 3:47 p.m. in Auckland

The New Zealand government announce this week not one, but two landmark light rail projects for Auckland. Auckland has long struggled with being a massive sprawling city covered in single unit dwellings. We have long cherished the back garden as a place to relax and entertain. The days where we could afford such luxuries is both environmentally and economically behind us and with changing lifestyles, less treasured. Recent changes to the planning laws in Auckland is now allowing for increased density along major transport routes. The idea being that medium density housing supports public transport and an efficient public transport system supports medium density housing. I have to say I’m a fan of the plan.

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Southern Man: Turning Back the Clock

Posted by Iain on May 4, 2018, 7:49 p.m. in New Zealand Lifestyle

A few months ago, I shared the news that our family had joined forces with good friends to purchase 22 hectares (50 acres) of rainforest 20 minutes south of Whangarei in Northland, New Zealand. Our purpose was to try and turn back the ecological clock - as best anyone can - to allow a magnificent piece of native rainforest a chance to return to its former glory. It has been eerily silent since we took it over last year.

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Southern Man: Variables in 'Effective Hourly Rate'

Posted by Iain on April 27, 2018, 1:02 p.m. in Immigration

A few weeks ago I wrote a piece explaining that INZ now uses an ‘effective hourly rate’ to determine remuneration when deciding if a job is skilled or not under the Skilled Migrant Category. To be skilled, the effective hourly rate must be $24.29 to get ‘points’ for a skilled job. However, under the Work to Residence/Accredited Employer pathway, there is also a need to establish an effective hourly rate. Strangely (or not depending on your day job), INZ approaches what is in effect the same question with two different processes. As the new skilled migrant policy is now a few months old, we are starting to get a better idea of how INZ is interpreting this ‘effective hourly rate’ instruction which, on the face of it, seems pretty straightforward. As usual in the world of visas and bureaucrats, it is anything but.

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**Newsflash Southern Man: Changes to the NZ Work to Residence/Accredited Employer Policy

Posted by Iain on April 20, 2018, 4:19 p.m. in Immigration

Sources have confirmed that Cabinet recently signed off on changes to the Accredited Employer/Work to Residence Policy. Details are yet to be made public but will follow soon enough. Accreditation has historically been given to employers who are able to demonstrate - amongst other things - that they are worthy of this trusted status with the Immigration Department. Trusted to do the right thing by New Zealand and New Zealanders, which includes recruiting locally where possible, training and upskilling, offering opportunities to those already working at the companies, having solid Human Resource processes and practices, being financially stable and have had no issues in terms of employment disputes, problems with unions, workers’ rights and so on.

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