For the team you are building
For Employers.
Your people. A clearer visa plan.
Get support with the visa side of building your team. From your first sponsored hire to an existing employee or a regional skills need, understand the requirements and the next step for your business.
Prefer to talk? +61 3 9078 6819
A business need worth planning for
The team you need. The support to move forward.
You may have a role you cannot fill locally, a skilled person you would like to employ or a sponsored worker whose next stage needs planning.
The visa side of hiring connects the business, the position and the person. Sponsorship, nomination and the worker's visa application have different requirements, and the right sequence depends on the pathway.
We help you understand what applies, prepare the evidence agreed with you and plan for the responsibilities that continue after approval.
Support at each stage of the hire
Find the support your business needs.
Start with the stage you are at. Each service connects to a wider plan for the business, the role and the person.
Business sponsorship
& nomination
Understand the standard business sponsorship and nomination requirements for the role and pathway you are considering.
- Review
- Entity, business activity and approvals
- Prepare
- Business and genuine-position evidence
- Plan
- The right application sequence
Labour market testing
Check the advertising, recruitment records and position evidence needed for the relevant nomination.
- Review
- Requirements and any exemption
- Prepare
- Advertising and recruitment evidence
- Plan
- Campaign and nomination timing
Temporary &
permanent pathways
Review employer-sponsored visa options against your business need, the actual role and the worker's circumstances.
- Review
- Occupation, salary and worker eligibility
- Consider
- 482, 186 and 494 pathways
- Plan
- Immediate needs and later stages
Regional & labour agreements
Understand regional sponsorship, DAMA and labour agreement enquiries for the workforce need you are trying to address.
- Review
- Worksite, occupation and skills need
- Prepare
- The relevant business case and records
- Plan
- Endorsement and application steps
Sponsorship obligations
Understand the migration obligations, records and changes that need attention throughout a sponsored employment arrangement.
- Review
- Approvals and ongoing requirements
- Prepare
- Records and relevant notifications
- Plan
- Changes, renewals and agreed support
We agree the scope of work, fees and responsibilities before proceeding. The relevant approvals and the worker's visa eligibility are assessed separately.
Start with the right questions
The business. The role. The person.
We review the proposed hire in context, including what the business can support with evidence and the worker's current visa position.
-
01
What is the genuine hiring need?
Understand the work, duties, reporting structure, location and proposed employment arrangement before selecting the occupation or visa pathway.
-
02
Which business approvals apply?
Check the employing entity, existing sponsorship or agreement, nomination requirements and whether another approval or endorsement process is needed.
-
03
What evidence and timing need attention?
Review recruitment, salary and genuine-position evidence. Plan labour market testing, assessments and lodgement in the sequence required for the pathway.
-
04
What continues after the decision?
Check work rights, the approved role, applicable obligations, records and how the business will review employment or business changes.
A plan that connects the parts
Build the hiring plan. Understand the visa work.
The employer requirements and worker requirements need to be considered together. A clear plan explains what evidence is needed, who provides it and what depends on a decision.
We help you prepare the agreed work and understand the responsibilities that come with the relevant pathway.
Talk through your hiring plansParts of the employer plan
to consider together.
-
01
The business
Its approvals, workforce need, evidence and responsibilities.
-
02
The position
Its duties, occupation, salary, location and recruitment history.
-
03
The person
Their skills, experience, visa position and relevant eligibility.
A plan you can follow
From the business need to the next step.
We explain the work involved and the part played by your business, the proposed worker and the relevant decision-maker.
Bring the timing into the conversation.
Recruitment periods, existing approvals, worker visa expiry and any endorsement process may affect the plan. A business target date does not determine a visa decision.
-
1
Understand your hiring plans
Discuss the business, role, work location, current approvals and any worker already identified.
-
2
Check the relevant pathway
Review the requirements, evidence and application sequence before agreeing the professional scope and fees.
-
3
Prepare and coordinate the work
Work through the agreed business, recruitment, nomination and worker information for the relevant applications.
-
4
Keep the next stage in view
Review a decision, the work rights and the ongoing requirements, with further support agreed as needed.
Your business. Our support.
A plan built around the team you are building.
You may be sponsoring for the first time, supporting an existing employee or planning for a skills shortage. We help you understand the migration requirements and the next step for your business.
- Review the business, role, work location and proposed worker arrangements.
- Explain the relevant approvals, recruitment evidence and salary requirements.
- Prepare and manage the application work and evidence agreed with you.
- Set out scope, fees and ongoing responsibilities before you proceed.
The questions on your mind
Let's make things clearer.
A few answers for your next hiring decision. We can look at the details when we understand your business and plans.
Do we need to become an approved sponsor?
It depends on the visa and stream. Standard business sponsorship is relevant to specified temporary and regional pathways. Permanent nomination, training and labour agreement arrangements have different approval frameworks. We review the business and proposed role first.
Do we need to advertise the role?
For some pathways, labour market testing is required unless an exemption or alternative evidence arrangement applies. The common framework generally requires two compliant advertisements and at least four weeks of advertising, within the applicable nomination window. Check the requirements before the campaign starts.
Can we sponsor someone for permanent residence?
The Employer Nomination Scheme visa (subclass 186) may be relevant where its employer and worker criteria are met. The correct stream depends on the circumstances. Temporary sponsorship does not automatically result in a permanent visa.
What if our business operates in a regional area?
Review the designated worksite and relevant regional visa or agreement. The Skilled Employer Sponsored Regional (Provisional) visa (subclass 494), DAMA and labour agreement processes have different requirements. A regional address alone does not establish eligibility.
Can we hire a worker who already has a visa?
Check the worker's actual visa conditions and work rights, along with any new nomination or visa steps for your proposed arrangement. An existing visa or new employment contract does not automatically establish that the person can start in the role.
Which costs can be passed to the worker?
For standard business sponsors, specified sponsorship, nomination and recruitment costs must not be recovered from the worker or their family. The Skilling Australians Fund levy cannot be passed to the worker. Cost allocation for other arrangements needs its own review.
What responsibilities continue after approval?
Depending on the arrangement, requirements can cover employment conditions, the nominated role, records, reporting changes and specified costs. Some obligations continue after employment or sponsorship ends. We explain the relevant responsibilities and agreed ongoing support.
What will it cost and how long will it take?
Preparation depends on the role, required recruitment and evidence, and any endorsement or government steps. We explain the agreed professional scope and fees, and identify relevant government sponsorship costs. Processing-time guides are indicators rather than guaranteed dates.
Your next step starts with you
Your next hire starts with a clear conversation.
Tell us about your business, the role and what you are planning. We will help you understand the visa requirements and a practical next step.