The fastest way for Australian businesses to hire skilled workers — and for skilled workers to build a career in Australia. We guide both sides through every step.
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Expert, registered advice for employers and workers
482 SID · 186 ENS · 494 · DAMA · 407 · 400
Employer compliance + employee eligibility
Employer sponsored visa mistakes cost time and money. Our MARA-registered agents manage the full process for Australian businesses and skilled workers.
An employer-sponsored visa lets an approved Australian business sponsor a skilled worker from overseas to fill a role they cannot fill with local staff. The employer acts as the sponsor — they apply to the government, nominate the position, and support the worker’s visa application throughout the process.
For skilled workers, employer sponsorship is one of the most direct pathways to working and living permanently in Australia. Unlike points-tested skilled visas, you do not need a high points score. You need an employer who wants to hire you and is willing to go through the sponsorship process with you, so long as eligibility conditions are met.
For Australian businesses, sponsoring a skilled worker gives you access to a global talent pool when local recruitment has failed. The employer-sponsored visa system is designed specifically for genuine workforce shortages — it is not a shortcut around local hiring obligations.
In the 2025–26 migration program, the Australian Government allocated 185,000 permanent migration places, of which approximately 44,000 were designated for employer-sponsored categories. This reflects a deliberate national policy: employer sponsorship is Australia’s primary mechanism for matching migrants to genuine workforce needs.
Employer-sponsored visas involve two parties with different obligations and responsibilities. The pathway looks different depending on which side you are on.
I am an Australian Employer
You need to:
Apply for Standard Business Sponsorship (SBS) approval
Nominate the specific position and occupation
Pay the SAF (Skilling Australians Fund) levy
Demonstrate you could not find a suitable local worker
Meet ongoing sponsorship obligations after visa grant
Cannot pass mandatory costs on to the sponsored worker
We help you with:
SBS application and approval management
Nomination preparation and lodgement
Ongoing compliance and obligation advice
Workforce planning across multiple visa types
I am a Skilled Worker Seeking Sponsorship
You need to:
Have a job offer from an approved Australian sponsor
Have your occupation on the relevant occupation list (or meet salary threshold)
Have at least 1 year of relevant work experience
Meet English language requirements
Pass health and character checks
Pay your visa application charge
We help you with:
Eligibility assessment before your job offer stage
Skills assessment preparation and lodgement, if required
Visa application preparation and lodgement
Family member inclusion and dependant visa advice
Australia offers several employer sponsored visa pathways. The right one depends on the nature of the role, the worker’s occupation, salary, and whether the position is in a regional area.
| Visa | Subclass | Type | Duration | PR Pathway | Who It Suits |
| Skills in Demand (SID) | 482 | Temporary | Up to 4 years | Yes — via 186 after 2 yrs | Most employers + workers on CSOL |
| Employer Nomination Scheme | 186 | Permanent | Permanent | Direct PR | Workers transitioning from 482 or with direct entry experience |
| Skilled Employer Sponsored Regional | 494 | Provisional | 5 years | Yes — via 191 after 3 yrs | Regional employers and workers |
| DAMA | Labour Agreement | Temporary/Provisional | Varies | Yes — various | Regional employers with occupations outside CSOL |
| Training Visa | 407 | Temporary | Up to 2 years | No direct PR | Structured training arrangements |
| Short Stay Specialist | 400 | Temporary | Up to 6 months | No | Highly specialised short-term needs |
Every employer sponsored visa (including the 482) follows a three-stage process. Each stage has separate government fees, separate processing times, and different responsibilities for the employer and the worker. Understanding this structure helps both sides plan properly.
Employer applies to become an approved Standard Business Sponsor (SBS). Cost: $420. Valid for 5 years.
Employer pays. Cannot be passed to worker.
Employer nominates the specific position and worker. Cost: $330 (nomination fee) + SAF levy. SAF: $1,200–$1,800/yr.
Employer pays. SAF cannot be recovered from worker.
Worker lodges the visa application. Cost: $3,210 (primary applicant). Plus: health exam, English test, police clearances.
Worker pays (or employer covers as negotiated benefit).
Understanding who pays what is one of the most common questions about employer sponsored visas. Australian migration law is clear on this: certain costs are mandatory employer obligations and cannot be passed to the worker under any circumstances.
All fee figures below are based on the 2025–26 Department of Home Affairs schedule. Government fees are indexed annually on 1 July. Always verify current fees at immi.homeaffairs.gov.au before lodging.
| Cost Item | Amount (AUD) | Notes |
| Standard Business Sponsorship (SBS) application | $420 | One-off fee. SBS valid for 5 years. Allows sponsor to nominate multiple workers. |
| Nomination application charge | $330 per nomination + SAF Levy | Paid each time a new position/worker is nominated. |
| SAF Levy — small business (turnover < $10M) | $1,200 per visa year | E.g. 4-year 482: $4,800 total paid upfront at nomination. |
| SAF Levy — large business (turnover $10M+) | $1,800 per visa year | E.g. 4-year 482: $7,200 total paid upfront at nomination. |
| Labour market testing (advertising costs) | Varies | Employer must advertise the role locally first and retain records. |
| Migration agent fees (employer component) | ~$3,000–$5,000+ | Varies by agent and case complexity. Covers SBS + nomination. |
| Cost Item | Amount (AUD) | Notes |
| Visa Application Charge (VAC) — primary applicant | $3,210 | As at 1 July 2025. Applies to all 482 streams. |
| VAC — adult dependant (18+) | $3,210 per person | Each included adult dependent pays the same rate. |
| VAC — child dependant (under 18) | $805 per child | Per child included in the application. |
| Subsequent Temporary Application Charge (STAC) | $700 per person (onshore only) | Applies if lodging onshore and previously held certain temporary visas. |
| Medical examination | ~$300–$500 per person | BUPA Medical Visa Services or approved panel physician. |
| English language test | ~$300–$400 | IELTS, PTE, OET, TOEFL. Specialist Skills stream earners may be exempt. |
| Skills assessment (if required) | ~$500–$1,000 | Varies by assessing authority. Not all occupations require it. |
| Police clearance certificates | ~$50–$200 per country | Per country lived in for 12+ months since age 16. |
| Biometrics | ~$20–$50 if required | Charged at collection centre. |
| Migration agent fees (employee component) | ~$2,000–$4,500+ | Varies by agent and complexity. |
Important legal protection: Under Regulation 2.87 of the Migration Regulations, employers are legally prohibited from recovering, transferring, or shifting mandatory sponsorship costs to the sponsored worker. This includes the SBS fee, nomination fee, SAF levy, and recruitment advertising costs. Breaching this can result in sponsorship cancellation and penalties.
Scenario | Employer Total Cost | Employee Total Cost | Combined Estimate |
Small business, single worker, 4-yr 482, no dependants | ~$5,950 (SBS + nomination + SAF 4yr + agent) | ~$6,500 (VAC + health + English + agent) | ~$12,450 |
Large business, single worker, 4-yr 482, spouse + 1 child | ~$8,430 (SBS + nomination + SAF 4yr + agent) | ~$11,225 (VAC x2 adult + 1 child + extras + agent) | ~$19,655 |
186 ENS Transition (PR) application only | ~$1,500–$2,500 (nomination + agent) | ~$7,500–$9,000 (VAC $4,640 + extras + agent) | ~$9,000–$11,500 |
These are indicative estimates only. Actual costs depend on visa duration, number of dependants, individual circumstances, and agent fees negotiated. Always request a written quote before proceeding.
Eligibility requirements apply to both the employer (sponsor) and the worker (applicant). All three stages of the process have their own criteria. A problem at any stage can delay or derail the entire application.
Requirement | Detail |
Lawfully operating business | The employer must be actively and lawfully operating in Australia. New businesses may face additional scrutiny. |
Genuine need for the worker | The employer must demonstrate a genuine need for the nominated position and provide evidence of local recruitment attempts (Labour Market Testing) where required. |
Standard Business Sponsorship approval | The employer must either hold a current SBS or apply for one. SBS is valid for 5 years and allows multiple nominations. |
Salary meets minimum threshold | The nominated salary must meet the relevant income threshold — CSIT ($76,515/yr) for Core Skills stream, SSIT ($141,210/yr) for Specialist Skills stream (2025/26 rates). |
Occupation on correct list | For the Core Skills stream, the nominated occupation must be on the Core Skills Occupation List (CSOL). Specialist Skills has no occupation list restriction. |
Sponsorship obligations compliance | Once approved, sponsors must meet ongoing obligations, including keeping records, paying the worker at least the nominated salary, and not passing on sponsorship costs. |
Requirement | Detail |
Job offer from approved sponsor | Must have a valid job offer from an employer who is already an approved sponsor or is simultaneously applying for SBS. |
Nominated occupation eligibility | Occupation must be on the CSOL (Core Skills) or meet the SSIT salary threshold (Specialist Skills). For 186 Direct Entry, a positive skills assessment is usually required. |
Minimum 2 years relevant work experience | At least 2 years of full-time (or equivalent) work experience in the nominated occupation or a closely related occupation. |
English language requirement | Core Skills stream: IELTS 5.0 overall (no band below 4.5) or equivalent. 186 TRT: IELTS 6.0 (each band). Specialist Skills: no formal English test required. |
Health requirements | Medical examination by an approved panel physician. Some occupations and countries require additional testing. |
Character requirements | Police clearance certificates from all countries lived in for 12+ months since turning 16. |
Skills assessment (if required) | Some occupations require a positive skills assessment from the relevant assessing authority before the visa can be lodged. |
Employer sponsored visas are not just a way to work in Australia temporarily. For most workers, the end goal is permanent residence. Here is how the pathways connect.
Step | What Happens |
1. Get sponsored on a 482 | Your employer sponsors you for a nominated role. You are granted the temporary SID (482) visa. |
2. Work for 2 years | Complete 2 years of continuous full-time work with the same sponsoring employer in the nominated role. |
3. Employer nominates for 186 | Your employer lodges a nomination for the 186 Transition (TRT) stream. The nomination fee applies again. |
4. Lodge 186 application | You lodge the 186 visa application. Fee: AUD $4,910 (primary applicant, 2025/26). |
5. Meet 186 requirements | Under 45 years of age. Competent English (IELTS 6.0 each band). Skills assessment if required for your occupation. |
6. PR granted | If approved, you receive permanent residence — live and work in Australia indefinitely. Pathway to citizenship after meeting residence requirements. |
Step | What Happens |
1. Get sponsored on a 494 | Your employer in a designated regional area sponsors you. You receive the provisional 5-year regional visa. |
2. Live and work regionally for 3 years | Remain in the designated regional area and work full-time for 3 years. |
3. Lodge 191 application | Apply for the Subclass 191 Permanent Residence (Regional) visa. This is a points-tested pathway. |
4. PR granted | If approved, you receive permanent residence and can move anywhere in Australia. |
Age restriction: The 186 Transition stream requires the applicant to be under 45 at the time of application. Some exemptions apply for medical practitioners, academic researchers, and a small number of other occupations. Seek advice early if you are approaching age 45.
Employer sponsored visa applications are among the most complex in the Australian migration system — and one of the most consequential. A poorly prepared SBS application, a missed nomination requirement, or an underpaid salary can result in refusal, delays, and in the worst cases, cancellation of sponsorship approval.
We work with both Australian employers and skilled workers. We understand the obligations on both sides and we make sure nothing is missed.
We assess the employer's business structure and the worker's occupation, salary, work experience, and English level before any fees are paid. This prevents costly errors downstream.
We prepare and lodge the SBS application for the employer — including gathering business evidence, structure documents, and compliance records. We manage responses to any Departmental queries.
We advise on how to conduct compliant Labour Market Testing (LMT), which records to keep, and how to present the evidence in the nomination application.
We prepare the nomination — including the position description, salary evidence, occupation code matching, and SAF levy calculation. We lodge and manage the nomination application.
We prepare the worker's visa application — including skills assessment coordination, English test guidance, health exam booking, police clearance instructions, and form completion.
We monitor both the nomination and visa application, respond to any Requests for Further Information, and keep both employer and worker updated throughout processing.
We plan the worker's permanent residence transition from day one — advising on the timing, English test preparation, and any age or skills assessment requirements for the 186 or 191 pathway.
Our MARA-registered migration agents manage every stage — SBS, nomination, and visa application — for employers and workers across all industries.
These are the mistakes that result in refusals, delays, sponsorship cancellations, and unnecessary costs. Both employers and workers need to be aware of them.
Mistake | What Goes Wrong | How to Avoid It |
Failing Labour Market Testing | If the LMT evidence is insufficient, the nomination is refused. Many employers do not advertise correctly or keep the right records. | Seek advice before advertising. Keep records of all advertisements, dates, response rates, and reasons for not appointing local candidates. |
Underpaying the sponsored worker | Paying below the nominated salary or the minimum threshold is a serious compliance breach. The Department monitors this. | Set the salary at or above the relevant threshold (CSIT or SSIT) and do not make deductions that reduce the effective rate. |
Passing sponsorship costs to the worker | Recovering SBS fees, nomination charges, SAF levy, or advertising costs from the worker — directly or indirectly — is unlawful. | Never include these costs in any repayment arrangement. Seek legal advice before structuring any employment agreements. |
Not notifying the Department of changes | Failing to notify the Department when the worker leaves, changes roles, or when the business changes structure is a compliance breach. | Set calendar reminders. Understand your ongoing sponsorship obligations and nominate a person responsible for monitoring them. |
Sponsoring for a role not genuinely needed | Sponsoring a worker for a role that does not exist or that does not match the nominated ANZSCO code can result in nomination refusal and sponsorship bar. | Ensure the nominated role is genuine, full-time, and genuinely matches the ANZSCO code. Describe the duties accurately. |
Mistake | What Goes Wrong | How to Avoid It |
Not checking your occupation is on the CSOL | Applying for a role not on the Core Skills Occupation List (if using the Core Skills stream) results in a nomination refusal. | Check the current CSOL at immi.homeaffairs.gov.au before accepting a job offer. The CSOL changes periodically. |
Changing jobs without a new nomination | Leaving your sponsoring employer without a new nomination in place puts you in visa breach, after 180 days. | You have 180 days after leaving your employer to find a new sponsor, apply for a different visa, or leave Australia. Act immediately. |
Insufficient work experience evidence | Case officers can refuse applications if work experience references are vague, inconsistent, or not matched to the nominated occupation. | Gather detailed, dated reference letters specifying your role, duties, and hours. Cross-check against the ANZSCO description. |
Incorrect English test scores | Lodging with an English test score that does not meet the threshold for your stream leads to refusal. | Check the exact English requirement for your stream and subclass. The 186 TRT requires IELTS 6.0 in each band — higher than the 482 (5.0). |
Not planning the PR pathway early enough | Workers approaching 45 miss the 186 TRT age cutoff. Workers who do not prepare English or skills assessments in time lose their window. | Plan your PR pathway from the day your 482 is granted. Two years pass quickly. |
The SAF levy is a mandatory training contribution that employers pay when nominating a worker under the 482 or 494 visa programs. It funds apprenticeships and upskilling programs for Australian workers.
Employer Size | SAF Levy Rate | Example: 4-Year 482 Nomination |
Small business (annual turnover under $10M) | $1,200 per visa year | 4 years × $1,200 = $4,800 paid upfront at nomination |
Large business (annual turnover $10M or more) | $1,800 per visa year | 4 years × $1,800 = $7,200 paid upfront at nomination |
The SAF levy is paid upfront at nomination for the full period of the nominated visa stay. It cannot be refunded if the visa is refused or the worker leaves early. Employers cannot pass this cost to the worker — directly or indirectly. This is one of the most significant costs of the employer sponsorship process and should be factored into your workforce budget.
Sponsored workers have full work rights — tied to the sponsoring employer for the 482 and 494, but with the ability to change employers through a new nomination.
Sponsored workers and their dependants can study at any Australian institution while holding a valid sponsored visa.
Spouse or de facto partner and dependent children can be included. Your partner gets full, unrestricted work rights.
Most employer sponsored visa holders can access Medicare — Australia's public health system — from the date of visa grant.
Travel freely in and out of Australia during the visa's validity period.
Via the 186 or 191 permanent residence pathway, sponsored workers can eventually apply for Australian citizenship after meeting residence requirements.
AustraliaMigrate is a team of MARA-registered migration agents based in Sydney. We work with both Australian employers — from small businesses to large organisations — and skilled workers across all industries and visa types.
We understand that employer sponsored visa applications involve two parties with different stakes. A mistake on the employer’s side affects the worker. A problem with the worker’s application affects the employer’s timeline. We manage both sides and make sure the process runs smoothly from SBS to PR.
An employer sponsored visa lets an approved Australian business sponsor a skilled overseas worker to fill a role that cannot be filled by an Australian. The employer applies for Standard Business Sponsorship, nominates the position, and supports the worker’s visa application. The main visa types are the Skills in Demand (482), Employer Nomination Scheme (186), Skilled Employer Sponsored Regional (494), and DAMA.
As at the 2025–26 financial year, the visa application charge for the primary 482 applicant is AUD $3,210. Adult dependants pay $3,210 each. Children under 18 pay $805 each. If lodging onshore, an additional $700 Subsequent Temporary Application Charge (STAC) may apply. Additional costs for the worker include the health exam (~$300–$500), English test (~$300–$400), police clearances, and optional migration agent fees. Government fees are updated annually on 1 July.
The Skilling Australians Fund (SAF) levy is a mandatory employer cost and cannot be passed to the worker under any circumstances. It is $1,200 per visa year for small businesses (turnover under $10M) and $1,800 per visa year for large businesses. It is paid upfront at the nomination stage for the full visa period.
The employer must be a lawfully operating Australian business, demonstrate a genuine need for the position, conduct Labour Market Testing (unless exemptions apply), have Standard Business Sponsorship approval, pay the nominated salary, which needs to be market-related and above the relevant income threshold, and comply with ongoing sponsorship obligations. They cannot pass mandatory sponsorship costs to the worker.
These terms refer to the employer sponsored visa system where an Australian business sponsors an overseas skilled worker. The employer is responsible for the sponsorship and nomination stages of the visa process. The term ‘sponsorship visa’ is commonly used to describe the 482 Skills in Demand visa, which is the main temporary employer sponsored visa in Australia.
Yes, but you need a new nomination from your new employer before you can start working for them. If you leave your sponsoring employer, you have 180 days to find a new sponsor, apply for a different visa, or leave Australia. Do not wait — act within the 180-day window.
Yes. Your spouse or de facto partner and dependent children can be included in your visa application. Your partner will receive full, unrestricted work rights — they can work for any employer. Children can attend school. Additional government charges apply for each family member.
Processing times vary. The Standard Business Sponsorship typically takes 2–6 weeks. Nomination processing varies. The 482 Skills in Demand visa application has a median processing time of approximately 49 days to 5 months depending on the stream and case complexity. The 186 ENS takes approximately 14–18 months. Always check the current processing times at immi.homeaffairs.gov.au.
The most common pathway is: hold a 482 visa → work for your sponsoring employer full-time for 2 years (can be 1 or more sponsors) → employer nominates you for the 186 Transition (TRT) stream → lodge a 186 application → if approved, you receive permanent residence. Requirements include being under 45 at the time of application and meeting Competent English (IELTS 6.0 each band or equivalent in PTE).
Almost any industry can use employer sponsored visas if they have a genuine skills shortage and the role is on the CSOL (or meets the Specialist Skills salary threshold). Common industries include healthcare, aged care, IT and technology, engineering, construction, trades, hospitality, accounting, education, medical and allied, professional and business services.
Yes, for most nominations. Labour Market Testing requires the employer to advertise the position in Australia and demonstrate they could not find a suitable local worker. There are some exemptions — for example, certain intra-company transfers and high-salary Specialist Skills stream nominations. Seek advice to confirm whether LMT applies to your situation. In addition, certain passport holders are exempt from adverting where there is a trade agreement between their country and Australia, such as: UK, Canada, South Korea, Malaysia, China, Japan, Thailand, Mexico, Vietnam, Chile, New Zealand and Singapore.
Yes, but new businesses face additional scrutiny. The Department of Home Affairs will assess whether the business is genuinely operating and has the financial capacity to employ the sponsored worker. Detailed business plans, financial records, and evidence of operations will be required.
Whether you are an Australian employer looking to hire the best available talent from overseas, or a skilled worker with a job offer in Australia, getting the process right from the start saves time, money, and stress.
AustraliaMigrate’s MARA-registered migration agents manage the full employer sponsorship process — Standard Business Sponsorship, nomination, visa application, and PR planning. We work with both parties and we understand how to make the process run smoothly.
Our registered migration agents assess eligibility, explain costs, and give you a clear action plan — for employers and workers alike.
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