Employer support / The right pathway for the role
Employer visa pathways.
Start with the role. Explore the options.
The right visa plan starts with the work you need done. We help you compare the options against the role, your business and the proposed worker.
- Support
- Employer visa pathway review
- Consider
- Business, role and worker
- Check
- Evidence, location and timing
- Plan ahead
- Any later permanent application
A clearer plan for your business
Find a direction worth exploring.
A job title alone is not enough. The duties, salary, location and worker's background all matter.
Compare the options
Understand the temporary, permanent and regional pathways relevant to your hire.
Check the full picture
Review the employer requirements alongside the worker's eligibility.
Plan the next stage
Consider longer-term options without assuming a permanent visa will follow.
The requirements in context
Three pathways. Different requirements.
The visa stream matters too. Each option needs its own review.
Skills in Demand visa (subclass 482)
A temporary pathway with Core Skills, Specialist Skills and Labour Agreement streams. Check the role, salary, recruitment and worker requirements.
Employer Nomination
Scheme visa (subclass 186)
A permanent visa if granted. Direct Entry, Temporary Residence Transition and Labour Agreement streams have different requirements.
Skilled Employer Sponsored Regional
(Provisional) visa (subclass 494)
A five-year provisional regional pathway. Check the worksite and regional requirements. A later permanent visa requires a separate application.
Start with the right questions
What needs to line up.
We connect the role and the person's circumstances before recommending application work.
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01
The actual work
Check the duties and occupation rules for the selected visa stream.
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02
The employment terms
Review salary, location, the employing entity and the business's ability to support the position.
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03
The worker
Check the relevant skills, experience, English, assessments, age criteria and current visa.
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04
The longer-term plan
Review any permanent pathway and the evidence or qualifying employment it may require.
Plan for the next stage. Check it separately.
Temporary sponsorship does not automatically lead to permanent residence. A later nomination and visa assessment have their own requirements.
For Temporary Residence Transition, check the worker's qualifying employment and visa history under the current rules.
If the purpose is genuine structured training, the Training visa (subclass 407) has a separate framework. Check its dated application rules.
A plan you can follow
From the hiring need to the next step.
Start with the hiring need, then check which options the evidence can support.
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1
Understand the hire
Discuss the role, location, salary and candidate.
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2
Compare relevant pathways
Check the visa streams, requirements and available evidence.
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3
Agree the plan
Set out the applications, responsibilities, scope and costs.
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4
Review what follows
Understand any decision, conditions and later application requirements.
Preparation that makes sense
The right records. A clearer picture.
We will confirm what is needed. Useful records may include:
- Business information and existing approvals.
- Role description, location and employment terms.
- Salary and recruitment evidence.
- Worker qualifications, experience and relevant assessments.
- Visa history and any qualifying employment records.
A little more clarity
Your questions, made clearer.
A few answers to help you plan your next move.
Which visa is right for our hire?
It depends on the duties, salary, location, business and worker. We review these together before recommending application work.
Can we nominate directly for permanent residence?
Direct Entry may be an option if the employer and worker meet its criteria. A temporary visa is not always a prerequisite.
Does a 482 become permanent automatically?
No. A separate permanent application is required, with its own employer and worker requirements.
Can we hire someone who already has a sponsored visa?
Check their current work rights and any new nomination or visa steps before agreeing on a start date.
Does a high salary make every role eligible?
No. Occupation rules still apply. Core Skills and Specialist Skills use different occupation frameworks.
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
Your hiring plan. A clearer visa direction.
Tell us about the role and proposed worker. We will help you understand the options worth reviewing.