Four ways to retain Migrant Employees
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Contents:
We’ve all heard the stories. Employers invest significant time and resources in international recruitment, only to have their new migrant employees apply for a variation of conditions or job change and switch to a different employer within months of arriving in New Zealand. It's not only frustrating: it can get very costly.
Here are four effective ways to keep your migrant employees engaged and committed to your organisation.
1. Be a good employer
Creating a positive work environment for migrant workers requires proactive measures. It’s simple: happy employees are more likely to stay!
Provide settlement support: Start by offering comprehensive settlement support to help them acclimate to their new surroundings. Ensure this support is in place within the first month of their employment.
As an accredited employer with Immigration NZ, you’re required to:
- Allow time for AEWV holders to learn about New Zealand employment rights.
- Provide essential information about settling in New Zealand.
- Document and provide evidence that you’ve fulfilled these obligations.
Key settlement information includes:
- Accommodation options
- Transportation options
- Cost of living details
- Access to healthcare services
- Services from Citizens Advice Bureau
- Community groups, sports clubs, cultural groups, and places of worship
- Obtaining an IRD number
- Industry training and qualification options
- Job-specific hazards
Tailored settlement support addresses the unique challenges migrant workers face, ensuring a smoother transition and a happier workforce.
If you’re not sure where to start…
How about a visit from a Licensed Immigration Adviser to strengthen your retention strategy?
Pay competitive wages: If you’ve recruited migrant workers to fill a talent gap, you already know they’re in demand. Offering competitive wages ensures they aren’t easily lured away by higher pay elsewhere.
Provide or recommend quality accommodation: If you assist with accommodation, make sure it meets decent standards—warm, dry, and not overcrowded.
Combat isolation: Connect your migrant employees with relevant community groups or churches to help them feel at home.
Support diversity: Foster an inclusive workplace culture where everyone feels they belong, regardless of their background. For more information in workplace diversity and inclusion, check out Diversity Works.
Go above and beyond: Meeting the basic requirements is a good start, but going the extra mile can make a significant difference. Consider offering perks like paying for a flight home each year for employees who can’t bring their families to New Zealand. Such gestures show appreciation and understanding of their circumstances, contributing to their loyalty.
2. Pay for Visa Renewals
Visa fees can be a significant burden for migrant workers, especially if they have families to support.
Covering all renewal costs demonstrates your commitment to their long-term stay. In some cases, employers are legally required to pay these fees.
Hiring a Licensed Immigration Adviser to manage visa applications shows you take their residency seriously and alleviates some of the workload from your HR team.
3. Support residency goals
For many migrants, obtaining New Zealand residency is the ultimate goal. Your support in this area can greatly influence their decision to stay.
Be open and supportive: Discuss their career progression and the additional training or qualifications they might need for residency. While you shouldn’t create positions just for residency purposes, being honest about their prospects from the start is crucial.
Verify their claims: Immigration NZ may contact you to verify details in a residency application. Prompt and professional responses can significantly impact their chances of approval.
4. Keep communication regular and open
Effective communication is vital in retaining migrant employees. Regular one-on-one meetings provide a safe space for them to discuss any workplace issues and identify training needs. This is especially important if they plan to apply for residency.
Build trust: Clear, consistent communication fosters a positive work environment where migrant workers feel valued and supported.
Meet legal obligations: Ensuring your business meets its legal obligations while promoting a supportive and inclusive workplace culture benefits both your organisation and your migrant employees.
By implementing these strategies, you can create a welcoming and stable environment for your migrant workforce. Not only will this enhance employee retention, but it will also bring a wealth of international skills and experience to your business, increasing your overall capability and success.
Having a migrant workforce is a great way of supplementing your team. It brings international skills and experience to your business which increases capability.
However, it also brings added responsibility such as ensuring that your business is meeting its legal obligations as well as having an environment in the workplace that is positive and supportive of different cultures.
Have you ever engaged a Licensed Immigration Adviser to assist with your migrant workforce needs?
If you have concerns about migrant retention, now is the perfect time to give it a try.
An LIA can help with:
- Immigration matters
- Retention
- Visa applications and renewals
This article has been updated. It was originally published December 10, 2018.