Migrant Workers Face Exploitation in New Zealand’s Job Market

Changes to New Zealand’s immigration system in 2025 have not eliminated challenges for migrant workers. A series of cases presented to the Employment Relations Authority (ERA) reveals a troubling pattern of exploitation and mistreatment, highlighting the need for stricter enforcement of labor rights.

In January, a Chinese national with approximately ten years of experience in installing outdoor electronic advertising billboards accepted a job offer in New Zealand while he was still employed in Singapore. The unnamed “agent” charged him over NZ$11,000 for various fees, including “pre-trip evaluation,” “visa processing,” and a “business consulting fee.” Although he eventually secured a New Zealand accredited employer work visa, he faced weeks without employment upon arrival. After a brief period of work, he was abruptly informed that his services were no longer needed.

The employee claimed that his employer sought an unlawful premium for hiring him, in violation of the Wages Protection Act, and asserted he was unjustifiably dismissed. The company countered, stating he had abandoned his role due to inadequate performance. The ERA sided with the worker, confirming that the employer had sought a premium for employment and had masked the true nature of the job. The ruling required the employer to pay the worker around NZ$40,000 in lost wages and compensation for distress, in addition to NZ$6,000 for unlawfully seeking a premium.

In February, another case involving a Vietnamese nail technician highlighted similar issues. After relocating to New Zealand with her family, she was asked to perform services beyond her expertise, including massage and waxing. When a male client requested an “intimate massage,” she refused, but was told such requests were common and that she could decline “politely.” After asking for her wages to be paid into a bank account rather than in cash, her employer suggested she return to Vietnam for further training at her own expense, leading to fears of deportation. Following advice from an employment advocate, she was dismissed. The ERA’s decision ordered the employer to pay her NZ$20,000 in compensation, along with NZ$9,491 in lost wages and a NZ$2,500 penalty.

A similar situation unfolded in July involving a massage therapist from China. After relocating to New Zealand on a visa tied to her employer, she faced inconsistent pay and was pressured to sign a casual employment agreement. The therapist was ultimately dismissed after raising concerns about her pay and her living situation with the business manager. The ERA ruled her dismissal unjustifiable, ordering the employer to pay approximately NZ$90,000 in lost wages, wage arrears, holiday pay, and penalties.

In September, the ERA addressed issues within the Recognised Seasonal Employer (RSE) scheme, focusing on three employees from the Solomon Islands engaged in seasonal orchard work. Despite their employer’s not-for-profit status, the case revealed numerous unlawful deductions from their pay, including costs for airfares, visas, and even unspecified kitchenware. The Employment Court found that these deductions were unjustifiable, with the employer owing a total of NZ$34,948.60 plus interest to the workers. The court also raised concerns about the employer retaining the workers’ passports, a violation of immigration laws, further complicating the case.

These instances underscore significant rights violations faced by migrant workers in New Zealand, despite recent changes to immigration policies. Moving forward, there is a pressing need for greater accountability among employers to protect the rights of these vulnerable workers.