10 working days calculator

The rule

The definition this calculator uses

The Immigration Act 2009 does not define “working day” in its interpretation section (section 4). Its only definition, in section 194(9), applies to appeals about refugee and protection status. So this calculator uses the general definition in section 13 of the Legislation Act 2019:

working day means a day of a week other than—

1. (a) a Saturday, a Sunday, Waitangi Day, Good Friday, Easter Monday, Anzac Day, the Sovereign’s birthday, Te Rā Aro ki a Matariki/Matariki Observance Day, and Labour Day; and
2. (b) a day in the period commencing with 25 December in a year and ending with 2 January in the following year; and
3. (c) if 1 January falls on a Friday, the following Monday; and
4. (d) if 1 January falls on a Saturday or a Sunday, the following Monday and Tuesday; and
5. (e) if Waitangi Day or Anzac Day falls on a Saturday or a Sunday, the following Monday

Source: Legislation Act 2019, section 13 (version as at 23 September 2026). Last checked 17 Oct 2026.

How the count works

• The start date is not counted, so day 1 is the first working day after it. This follows section 54 of the Legislation Act 2019: a period described as “being within a specified number of days of or after a specified day, act, or event” “does not include that day or the day of the act or event”.
• The Sovereign’s birthday (King’s Birthday) is observed on the first Monday in June, and Labour Day is the fourth Monday in October (Holidays Act 2003, section 44).
• Matariki Observance Day falls on 10 July 2026, 25 June 2027 and 14 July 2028 (Te Kāhui o Matariki Public Holiday Act 2022, Schedule 1).
• Christmas Day, Boxing Day, New Year’s Day and 2 January all fall inside the 25 December to 2 January period, so they are never counted, whichever day of the week they fall on.
• Regional anniversary days (for example Wellington, Auckland or Canterbury anniversary days) are public holidays under the Holidays Act 2003, but the definition above does not list them. The calculator counts them as working days.
• INZ’s employer accreditation instructions are “statements of Government policy” (Immigration Act 2009, section 22(8)), and their definitions section (WA2.60) does not define “working day”.

For accredited employers

Where “10 working days” appears for accredited employers

An immigration officer “will revoke an employer’s accreditation where” an employer “does not provide information to INZ within 10 working days, without reasonable justification, where that information has been requested as part of verification or compliance activities being carried out by an immigration officer.”

INZ Operational Manual WA2.55, effective 11 April 2024. Last checked 17 Oct 2026.

“You must tell us within 10 working days if an AEWV worker has stopped working for you, including if they are on a fixed term contract.” (For accreditation approved, renewed or upgraded on or after 7 April 2024.)

“You must tell us within 10 working days if key people in your organisation change.”

INZ, If things change for AEWV accredited employers. Last checked 17 Oct 2026.

“A supporting employer must comply with the requirement immediately after receiving it, or, if that is not practicable, within 10 working days of the date on which the requirement is received.” (A requirement from an immigration officer to supply wage, time, leave or other employment documents.)

Immigration Act 2009, section 275A(3) (version as at 10 July 2026). Last checked 17 Oct 2026.