Employer Sponsored Visa

How Employer Sponsorship Works

Employer sponsorship is a three part process. The details differ by visa, but the structure is similar.

1. The employer becomes an approved sponsor, which shows that the business is lawfully operating and is able to meet its obligations
2. The employer nominates a position, which shows that the job is genuine, the pay meets the required level and, where required, the position was advertised
3. The worker applies for the visa, which shows that the worker has the skills, experience, English and character needed for the role

The visa is tied to the sponsor and the nominated role, at least at first. That is why the choice of employer matters, and why a worker should be careful about who sponsors them.

The Main Employer Sponsored Visas

1. Skills in Demand visa, subclass 482. A temporary visa, available in several streams, generally for up to four years. It has Specialist Skills, Core Skills and Labour Agreement streams, with a further stream for lower paid critical sectors announced but, according to some sources, not operating
2. Employer Nomination Scheme, subclass 186. A permanent visa. It can be reached through the Temporary Residence Transition stream, after a period with the sponsoring employer, or through the Direct Entry stream for workers who have not held a 482
3. Skilled Employer Sponsored Regional visa, subclass 494. A provisional regional option, which has its own eligibility rules and which families should check against the current Department guidance
4. Labour agreements. Arrangements between the government and employers in particular industries, which can provide for occupations and conditions that are not available under the standard rules

Check the current streams and options on the Department's website, because the system has been reshaped repeatedly and some streams are announced before they start.

The Skills in Demand Visa Subclass 482 in More Detail

Streams

1. Specialist Skills. For highly paid roles. Sources report that it covers most occupation groups, apart from certain groups, with no occupation list required, and that it is associated with faster processing
2. Core Skills. The most common stream. It requires an occupation on the Core Skills Occupation List
3. Labour Agreement. For workers sponsored under a labour agreement

Salary thresholds

The salary the employer offers must meet minimum thresholds, and it must also meet the market rate for the role. Sources report the following thresholds for nominations lodged from 1 July 2026.

1. Core Skills Income Threshold, about AUD 79,423
2. Specialist Skills Income Threshold, about AUD 146,576

These thresholds are indexed each 1 July. The salary must be at least the higher of the threshold and the annual market salary rate for the position. The lodgement date decides which threshold applies. These figures come from migration practitioners, so confirm the current amounts with the Department.

Work experience and English

Sources report that the worker generally needs at least one year of relevant work experience in the last five years, and a minimum level of English, which some sources describe as an IELTS score of 5.0 in each component or equivalent from September 2025. The exact requirement can differ by stream, so check the current rules for yours.

Duration and mobility

The visa can be granted for up to four years. If a worker's employment with the sponsor ends, sources report that they have up to 180 days at a time, and up to 365 days in total, to find a new sponsor or leave Australia. Other work conditions apply in the meantime, so check the visa conditions before changing jobs.

Home Affairs: salary thresholds and market salary requirements ↗

The Employer Nomination Scheme Subclass 186

The subclass 186 is the main permanent employer sponsored visa. Its streams include Temporary Residence Transition, Direct Entry and Labour Agreement. The first two are outlined below; the Labour Agreement stream applies where the employer is party to an applicable labour agreement.

1. Temporary Residence Transition. For workers who have held a 482 and worked for the sponsor in the nominated occupation, generally for at least two years, subject to rules about the sponsor's status during that time
2. Direct Entry. For workers who have not held a 482. It generally requires a skills assessment, enough work experience in the occupation and an occupation on the relevant list

Applicants for the 186 generally need to meet age, English and health requirements, and the employer must nominate a genuine position. Sources report that the age limit is generally under 45, with some exemptions, and that the English requirement is higher than for the 482. Check the current criteria, because they differ by stream and have changed repeatedly.

Home Affairs: ENS subclass 186 Labour Agreement stream ↗

What the Employer Must Show

Sponsor approval

Standard business sponsor approval is relevant to the subclass 482 and subclass 494 employer-sponsored streams. The business must meet the applicable sponsorship requirements, and Home Affairs lists AUD 420 for becoming an approved sponsor under the subclass 482 program. The subclass 186 uses employer nomination and does not use the same standard business sponsorship approval process. Check the requirements for the particular visa and stream.

Nomination

The employer nominates a position and must show:

1. A genuine position that the business needs
2. That the occupation is eligible for the stream
3. That the salary meets the threshold and the market rate
4. That the worker will be paid and treated like an Australian worker in a comparable role
5. That the position was advertised where labour market testing is required

Skilling Australians Fund levy

For subclass 482 nominations, the Skilling Australians Fund levy is AUD 1,200 per year or part thereof for businesses with annual turnover below AUD 10 million, and AUD 1,800 for other businesses. For subclass 186 and 494 nominations, the corresponding levy is a one-off AUD 3,000 or AUD 5,000. Confirm applicability and any exceptions with Home Affairs; the employer must not pass the levy to the visa applicant.

Labour market testing

Labour market testing shows that the employer tried to find an Australian worker for the role first. Where it is required, sources report that the employer must advertise for at least 28 days on at least two national platforms, and that the advertising must be done within a set period before the nomination. Exemptions are limited and include certain trade agreement obligations and very high salaries. Check the current requirements, since advertising errors are a common reason for delay.

Home Affairs: sponsorship, nomination and SAF levy costs ↗

What the Worker Must Show

The worker generally needs to show:

1. Skills and work experience that suit the nominated role, with evidence such as references, contracts and pay records
2. Qualifications and, for some occupations, a skills assessment or a licence or registration
3. English language ability at the required level
4. That they meet health and character requirements
5. That the job they are applying for matches the nominated position
6. For the permanent visa, age and English requirements, and the required period of work with the sponsor

Check each requirement for your occupation, because some occupations have extra rules, such as licensing or registration.

Costs

Costs fall on the employer and the worker, and some costs may not be passed on.

1. Visa application charges depend on the subclass, stream and applicant circumstances. Home Affairs lists the subclass 482 Core Skills stream from AUD 4,015 for the primary applicant, with concessions in limited circumstances. Additional applicant and other charges can apply. Confirm your exact total in the Visa Pricing Estimator before paying
2. Nomination application charges depend on the visa. Home Affairs lists AUD 330 for subclass 482 and AUD 540 for subclass 186, with conditions depending on stream and location. Check the applicable subclass 494 charge separately
3. Sponsorship application charge, reported at about AUD 420
4. Skilling Australians Fund levy, as described above
5. Skills assessments, English tests and health examinations
6. Police certificates and translations
7. Professional fees, if used

An employer cannot generally recover sponsorship costs from the worker, and this is part of the sponsor's obligations. Be cautious of any arrangement in which a worker is asked to pay for a job, a sponsorship or a nomination.

Home Affairs: Visa Pricing Estimator ↗

Home Affairs: subclass 482 Core Skills stream ↗

Processing Time

Processing times differ by stream and by how complete the application is. Practitioner sources report median times of about 7 business days for Specialist Skills and about 21 business days for Core Skills for decision ready applications, while other sources report longer times for some nominations and visas, ranging from weeks to many months. The figures differ and change, so check the Department's processing times tool.

In September 2026, the Minister issued directions about priority processing, and practitioner sources report that these apply to some skilled and employer sponsored applications. Priority affects the order in which files are processed, not the outcome, and the details can change. Check the current direction rather than relying on a blog.

A complete application with accurate job details, correct salary information and consistent evidence is easier to assess. Agents cannot make the Department decide faster.

Home Affairs: visa processing times ↗

Step by Step: How to Apply

1. Confirm the occupation and the stream, and check that the job and salary fit the thresholds
2. The employer applies to become an approved sponsor, if not already approved
3. The employer completes labour market testing, if required, and keeps the evidence
4. The employer lodges the nomination and pays the charges and the levy
5. The worker gathers identity, qualification, experience and English evidence
6. The worker lodges the visa application, with health examinations and police certificates as requested
7. The Department assesses the nomination and the visa, and may ask for more information
8. If granted, the worker follows the conditions and the employer meets its sponsor obligations
9. For permanent residence, the worker and the employer plan the 186 application at the right time

The nomination and the visa application are linked. An error in the nomination, such as the wrong occupation or an inconsistent salary, can cause the visa to fail.

Documents Checklist

For the worker:

1. Passport and identity documents
2. Employment contract or offer letter that matches the nomination
3. Resume with dates and duties
4. Qualifications and transcripts, with certified translations if needed
5. Employment references, payslips and tax records
6. Skills assessment, licence or registration, where required
7. English test results or evidence of exemption
8. Health examination results and police certificates when requested
9. Evidence of relationship and identity for any family members included

For the employer:

1. Business registration and evidence that the business is lawfully operating
2. Financial records, as required
3. Position description and organisation chart
4. Evidence of labour market testing, including advertisements
5. Evidence of the salary and conditions offered
6. Evidence of training and workforce plans, where required

Names, dates and duties must match across documents. A job title that differs between the contract and the nomination, for example, is a common cause of questions.

Sponsor Obligations

An approved sponsor takes on obligations that continue after the visa is granted. Sources describe obligations such as:

1. Paying the worker at least the nominated salary, and treating the worker like an equivalent Australian worker
2. Keeping records of pay, training and duties
3. Telling the Department about changes such as a change of location, position or the end of employment, within the required time
4. Cooperating with monitoring and audits
5. Not recovering sponsorship costs from the worker
6. Ensuring that the worker works in the nominated role

Breaches can lead to sanctions, financial penalties and bars on future sponsorship. Workers have a stake in these obligations too, since a sponsor in breach can put the worker's status at risk.

Finding a Sponsor Safely

Many workers look for sponsored jobs in Australia, and it is a field where scams are common. Be careful with the following.

1. Anyone who asks you to pay for a job offer, a nomination or a sponsorship
2. Job offers that arrive without an interview or a clear description of the role
3. Employers who cannot show that they are approved sponsors
4. Agents who guarantee a visa or a job
5. Documents that look inconsistent or unprofessional

Check the employer's business details, ask for the contract in writing and check the Department's guidance on sponsorship before you commit. A genuine sponsor pays its own sponsorship costs.

From Temporary to Permanent: Planning the Pathway

For many workers, the 482 is a step toward the 186. Planning helps.

1. Know how long you need to work for the sponsor in the nominated occupation, and keep your records
2. Check that your sponsor remains an approved sponsor during that time, since sources report that this can affect whether time counts
3. Watch your age, since the permanent visa generally has an age limit
4. Prepare for the English requirement of the permanent visa, which can be higher
5. Keep your skills assessment, licence and evidence of experience current
6. Talk to your employer early about their willingness to nominate you

A change of employer can affect the pathway, so check the rules before you move. Some workers also use other permanent pathways, such as skilled visas, if employer nomination is not available.

Common Reasons for Delay or Refusal

1. The position or occupation does not fit the stream
2. The salary is below the threshold or the market rate
3. Labour market testing was missing, late or incorrect
4. The employer is not an approved sponsor, or has a poor compliance history
5. The worker's experience or qualifications do not match the nominated role
6. Inconsistent documents or job details
7. English, health or character requirements are not met
8. The sponsor passed on costs that it should not have
9. Incomplete information, or false or misleading information

Many of these can be addressed before lodging. A review of the nomination and the visa application together is more effective than checking them separately.

Considerations for Applicants From Pakistan, India, Bangladesh and Sri Lanka

The criteria are the same for every nationality, but a few practical points arise often.

1. Skills assessments and licences. Some occupations require a skills assessment or registration by an Australian authority, and these can take time. Start early
2. Evidence of experience. Employment references, tax records and payslips should be consistent and verifiable
3. Documents and translations. Documents in other languages need certified English translations
4. English tests. Check that your result meets the requirement for your stream and remains valid
5. Police certificates and health checks. Plan for the time they take
6. Job offers. Verify the employer and be careful with agents who ask for payment
7. Family. Plan whether dependants will join you, and the extra costs

Applicants from Europe and other regions follow the same rules, although some occupations and documents differ.

How Professional Help Can Assist

A migration professional cannot change the rules, find a sponsor for you, guarantee a visa or make the Department decide faster. What a good adviser can do is help you check which stream fits, review the nomination and your evidence for consistency, explain the salary and advertising requirements, plan the pathway to permanent residence and advise on what to do if your circumstances change.

For employers, a review can help avoid errors in sponsor approval, nomination and compliance. For workers, it can help you assess an offer before you commit. Make sure anyone you pay for immigration advice in Australia is appropriately authorised, and ask to see their registration details.

Why Consider Migration Factor

Migration Factor provides information and assistance on Australian visa pathways, including employer sponsored and skilled visas. We offer a free consultation where you can talk through your occupation, your offer and your options before deciding on your next step. To arrange one, request a free consultation.

Frequently Asked Questions

Next Step

If you are an employer considering sponsorship, or a worker assessing an offer or planning the path to permanent residence, request a free consultation with Migration Factor. Please bring your resume, the job offer and a summary of your qualifications, so the conversation can be specific.