The recent reintroduction of ANZSCO into the AEWV instructions has sparked significant debate and concern within the immigration industry. The Australian and New Zealand Standard Classification of Occupations serves as a pivotal tool for categorising occupations and roles within the labour market, dividing them into 5 distinct Skill Levels.
However, one of the primary challenges stemming from this reintroduction is the difficulty faced by employers in aligning a prospective employee's role with the closest ANZSCO match. This becomes even more pronounced when put alongside Immigration NZ's "substantial match" assessment, which has historically been fraught with complications.
The crux of the issue is that an employee's role must substantially match the tasks outlined under a single ANZSCO occupation. Disputes with INZ often arise regarding which tasks are essential to the job and are undertaken by the employee. The rigidity of this assessment can lead to instances where an employee's role is downgraded to a lower ANZSCO Skill Level, thereby jeopardising the Job Check application. For example, if hiring for a Chef position (Skill Level 2), INZ may categorise the role as that of a Cook (skill level 4), which forces the employer to re-advertise the role, register with WINZ, and file a new Job Check application.
INZ's interpretation and application of ANZSCO criteria has frequently been called into question. ANZSCO definitions were originally intended primarily as aids for interpreting occupation statistics, not for assessing job-based visa applications. It is a guide to the tasks undertaken and skilled involved and was not meant to be definitive statements of what is required. The practical implications of its return into AEWV assessments remain a point of contention for employers and immigration professionals alike.
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