Finding the right people can be challenging for New Zealand businesses, particularly when specialised skills or experienced workers are difficult to source locally. For employers in construction, manufacturing, engineering and other industries, overseas recruitment can open the door to a much wider talent pool.
However, bringing workers to New Zealand involves more than finding suitable candidates. Employers also need to navigate immigration requirements, employment agreements, payroll obligations and ongoing compliance.
Triangular Employment offers an alternative employment arrangement that can help eligible businesses access overseas talent while working with a specialist employment provider.
So, how does the process work, and what should employers consider before getting started?
1. Identify Your Workforce Needs
Before exploring overseas recruitment, it's important to understand exactly what your business needs.
Consider the positions you need to fill, the skills and experience required, the work location, and how long you expect to need those employees.
For example, a construction company may struggle to find experienced tradespeople locally, particularly when several projects are running at the same time.
Expanding the search overseas can provide access to qualified candidates who may not otherwise be available in the New Zealand labour market.
Having clear job requirements from the outset also helps ensure the recruitment and immigration processes are aligned with your business needs.
2. Understand How Triangular Employment Works
Triangular Employment involves three parties:
- The Employee: The person carrying out the work.
- The Employment Provider: The legal employer responsible for employment agreements, payroll and relevant employer obligations.
- The Host Business: The company where the employee performs their day-to-day duties.
Under this arrangement, the worker is employed by the employment provider but works under the day-to-day direction of the host business.
For employers, this can provide access to skilled workers without having to manage every aspect of the employment relationship internally.
However, responsibilities must be clearly defined. Both the employment provider and host business may have legal obligations, particularly around workplace health and safety.
3. Check Accreditation and Visa Requirements
Immigration compliance is one of the most important considerations when recruiting overseas workers.
If a candidate requires an Accredited Employer Work Visa (AEWV), the employment arrangement must meet Immigration New Zealand's requirements.
Where an employment provider places AEWV workers with a third-party business, the provider generally needs the appropriate Triangular Employer Accreditation.
Depending on the circumstances, the process may involve:
- Confirming the employment provider holds the appropriate accreditation.
- Ensuring the position meets applicable AEWV requirements.
- Completing the relevant Job Check process.
- Verifying the candidate's qualifications, experience and visa eligibility.
- Ensuring the proposed working arrangements comply with visa conditions.
It's important to understand that Triangular Employment is an employment arrangement, not a visa category. It does not remove the need to meet immigration requirements.
Getting the employment structure right early can help avoid unnecessary delays later in the recruitment process.
4. Recruit and Select Suitable Overseas Candidates
Once the workforce requirements and immigration pathway have been established, the next step is finding the right people.
A recruitment partner can help employers identify and assess overseas candidates based on their skills, qualifications, experience and suitability for the role.
This may include reviewing CVs, conducting interviews, checking references and verifying relevant qualifications.
The host business can remain actively involved in the selection process, ensuring candidates meet its operational requirements and workplace expectations.
The goal is not simply to fill a vacancy, but to find someone who can make a meaningful contribution to the business.
5. Arrange Employment and Onboarding
Once a suitable candidate has been selected and the necessary immigration approvals are in place, the focus shifts to employment arrangements and onboarding.
Under a Triangular Employment arrangement, the employment provider typically manages:
- Employment agreements
- Payroll and wage payments
- PAYE deductions and reporting
- KiwiSaver obligations, where applicable
- Annual leave and other statutory entitlements
- Employment records and administration
Meanwhile, the host business focuses on preparing the workplace, providing appropriate induction and supervision, and helping the new employee settle into their role.
This division of responsibilities can reduce the administrative workload for businesses that do not have dedicated HR or payroll teams.
6. Support Employees Beyond Their First Day
Successful overseas recruitment doesn't end when an employee starts work.
Ongoing communication, workplace support and clear expectations are essential for building a productive and stable working relationship.
Employers should continue to monitor performance, provide appropriate training, maintain safe working conditions and ensure any changes to the role or work location are consistent with applicable visa conditions.
A well-managed Triangular Employment arrangement allows the employment provider and host business to work together throughout the employment relationship.
This ongoing support can be particularly valuable for businesses managing multiple workers or growing teams.
Is Triangular Employment Right for Your Business?
Triangular Employment may be worth considering if your business:
- Is struggling to recruit suitable workers locally.
- Wants to explore overseas recruitment opportunities.
- Needs skilled employees for ongoing projects or business operations.
- Has limited internal HR or payroll resources.
- Would benefit from specialist support with employment administration.
However, not every overseas recruitment situation requires a triangular arrangement. Direct employment may be more suitable for some businesses, depending on their circumstances and immigration requirements.
The right approach depends on your workforce needs, business structure and long-term plans.
Final Thoughts
Overseas recruitment can help New Zealand businesses access the skills and experience they need to grow. But successful international hiring requires careful planning, appropriate immigration arrangements and ongoing employment management.
Triangular Employment provides eligible businesses with a practical alternative to direct employment, combining access to overseas talent with specialist employment administration and support.
By working with the right recruitment and employment partner, businesses can spend less time navigating administrative processes and more time focusing on their people, projects and customers.
Looking to hire overseas workers in New Zealand?
Recruit Plus can help you explore overseas recruitment opportunities and suitable Triangular Employment arrangements. Contact our team to discuss your workforce requirements and find out how we can support your next hire.
