Free Eligibility Assessment for Standard Business Sponsorship (Subclass 482 and 494 visas)

• Access to a broader pool of skilled talent, especially for occupations facing skill shortages in Australia
• Flexibility to address short-term or long-term staffing needs
• Potential pathway to permanent residency for the sponsored employee, promoting staff retention
• Ability to fill critical skill gaps quickly
• Opportunity to bring in specialized knowledge or expertise not readily available in the local market

• The employer must be an approved sponsor or apply to become one
• There must be a genuine need for the nominated position within the business
• The position must be on the current list of eligible skilled occupations
• The employer must pay the Skilling Australians Fund (SAF) levy
• The nominated employee must possess the required skills, qualifications, and work experience for the position
• The employer must offer a salary that meets or exceeds the Temporary Skilled Migration Income Threshold (TSMIT) and market salary rate

• Pay the sponsored employee the agreed salary, which must be at least equivalent to the TSMIT and market rate
• Provide the sponsored employee with the same terms and conditions of employment as Australian workers in similar positions
• Ensure the sponsored employee only works in the nominated occupation and for the approved sponsor
• Notify the Department of Home Affairs of any significant changes to the employment or sponsorship arrangements
• Keep records of compliance with sponsorship obligations
• Cooperate with inspectors who are monitoring compliance

• Become an approved Standard Business Sponsor (if not already approved)
• Nominate the position to be filled
• Wait for the nominated employee to lodge their visa application
• Provide any additional information or documents as requested by the Department

Challenges:

• Complex and time-consuming application process
• Ensuring ongoing compliance with all visa conditions
• Keeping up with changes in immigration policies and eligible occupation lists
• Meeting salary requirements, especially for small businesses

Solutions:

• Seek professional advice from a registered migration agent
• Implement robust HR systems to track visa conditions and expiry dates
• Regularly check the Department of Home Affairs website for updates
• Budget for visa costs, including the SAF levy, as part of your recruitment strategy

Costs include:

• Sponsorship application fee
• Nomination fee
• SAF levy (varies based on business turnover and visa duration)
• Visa application fee 
• Potential professional fees if using a migration agent

Note: Fees are subject to change, so always check the current fee schedule on the Department of Home Affairs website

Yes, an employer can sponsor multiple employees, provided they can demonstrate a genuine need for each position and meet all sponsorship obligations for each employee

The sponsored employee has 60 days to either:

• Find a new sponsor
• Apply for a different visa
• Leave Australia

The employer must notify the Department of Home Affairs within 28 days of the employment ceasing

• The employee must work in the nominated occupation
• They can only work for the sponsoring employer (or associated entities)
• Any significant changes to employment conditions must be approved by the Department