Employer support / Beyond the approval
Sponsorship obligations.
After the approval. Keep the plan on track.
Approval is the start of an ongoing responsibility. We help you understand the records, reporting and employment changes that need attention throughout a sponsored hire.
- Support
- Migration sponsorship responsibilities
- Focus
- Employment, records and changes
- Act early
- Review proposed changes
- Work together
- Clear scope and responsibilities
A clearer plan for your business
Know what matters. Keep it in view.
Clear records and timely reviews help your business manage the obligations that apply.
Know the requirements
Understand the obligations attached to your sponsorship and visa arrangements.
Plan for change
Review proposed changes to the role, pay, location or business.
Keep your team informed
Clarify who maintains records and brings changes forward for review.
The requirements in context
The employment. The records. The changes.
These are common areas to manage. The exact requirements depend on your approvals.
Employment
Check that the actual duties, pay and work arrangements meet the relevant requirements. Workplace laws apply alongside migration rules.
Records
Keep the required employment, payroll and notification records. Some record obligations continue after the worker leaves.
Changes
A change may need notification, a new nomination or another application. Check before assuming the existing approvals cover it.
Start with the right questions
What needs to line up.
We review the actual approvals and employment arrangement first.
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01
The approvals
Check the sponsorship, nomination, visa and any labour agreement.
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02
The work and pay
Compare actual duties and pay with the approved arrangement. Check current work rights through VEVO with the worker's permission.
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03
The changes
Review changes to duties, employment or the business. Specified standard business sponsor events generally need reporting within 28 calendar days.
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04
The costs and records
Check cost-recovery restrictions, record requirements and obligations that continue after employment ends.
A small change can need another step.
Check changes to the role, pay, hours, location or business before acting. Notification alone may not be enough.
Standard business sponsors must not recover specified sponsorship, nomination or recruitment costs from workers or their families. The SAF levy cannot be passed on. Other arrangements need separate review.
Ending employment does not cancel the worker's visa or end every sponsor obligation. Check the reporting, records and any travel-cost requirements.
A plan you can follow
From the hiring need to the next step.
Agree the responsibilities so your team knows what to keep and when to seek a review.
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1
Review the arrangement
Look at the approvals, sponsored employees and current records.
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2
Identify what applies
Set out the relevant obligations and key review points.
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3
Prepare the agreed support
Help organise records, notifications or application work within the agreed scope.
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4
Review changes early
Bring proposed employment or business changes forward before they take effect.
Preparation that makes sense
The right records. A clearer picture.
We will confirm what is needed. Useful records may include:
- Sponsorship, nomination and visa approvals.
- Employment contracts and role descriptions.
- Payroll and actual work records.
- VEVO checks and notification records.
- Details of proposed employment or business changes.
A little more clarity
Your questions, made clearer.
A few answers to help you plan your next move.
Do obligations end when the worker leaves?
Not always. Reporting, records and any travel-cost obligations can continue. Different requirements have different end dates.
How quickly must we report a change?
Specified standard business sponsor events generally require notification within 28 calendar days. Check whether another application is also needed.
Can the worker repay sponsorship costs?
Standard business sponsors cannot recover specified sponsorship, nomination or recruitment costs. The SAF levy cannot be passed to the worker.
Can we move the worker to another role or entity?
Check the duties, employer, worksite and visa conditions first. A contract change alone does not establish migration permission.
Can an employer cancel a visa?
No. Only Home Affairs can grant, refuse or cancel a visa.
How does ongoing support work?
We agree the work, responsibilities, review points and fees with your business. Your team keeps records and raises changes for review.
How is the work scoped and priced?
We agree the work, fees and responsibilities before starting. Government charges and any levy depend on the applications needed. See official sponsorship cost guidance for the relevant pathway.
Your next step starts with you
Keep your team supported. Keep the next step clear.
Tell us about your current arrangements or a change you are planning. We will help you understand what needs attention.