Australia Company Sponsored Visa: Eligibility & How To Apply

With Australia’s industries expanding, demand for specialised talent is at an all-time high. From regional hospitals seeking experienced nurses to mining firms recruiting civil engineers, businesses are turning to company-sponsored visas to bridge critical skill shortages.

Whether you’re a skilled professional exploring pathways to Australia, an HR manager charged with securing overseas expertise, or a business owner navigating sponsorship requirements, this guide will walk you through everything you need to know. You’ll discover the main visa subclasses, applicant and employer eligibility criteria, step-by-step nomination and application processes, and the rights and obligations that come with sponsorship. We’ll also highlight strategies for progressing towards permanent residency once you’ve established your foothold in Australia.

Australian migration regulations are detailed and frequently updated. Drawing on over 22 years of experience and thousands of successful visa grants, Simon Mander Consulting offers accurate, up-to-date guidance to help you meet every legal requirement. Let’s begin by exploring the fundamentals of company-sponsored visas.

1. Understanding Company-Sponsored Visas in Australia

Company-sponsored visas operate within the legal framework established by the Migration Act 1958, allowing Australian businesses to nominate skilled overseas workers for a set period. Instead of navigating the general independent skilled visas process, a sponsored applicant is tied to a specific employer and role. This arrangement ensures that genuine skill shortages are addressed directly, with both parties clear about their obligations and expectations from the outset.

At its core, sponsorship links a worker’s visa status to one employer and one occupation. The visa holder must perform the duties outlined in the nomination and work only for the sponsoring business (or an associated entity). In return, the employer gains access to specialised talent, while the employee benefits from a straightforward pathway not only to live and work in Australia but also, often, to permanent residency.

By focusing on defined skill gaps—whether in metropolitan centres or remote regional areas—company-sponsored programs support broader economic goals, encourage investment in workforce development, and help maintain high standards across critical industries.

Definition and Purpose

A company-sponsored visa is granted when an Australian business (the sponsor) nominates an overseas worker for a particular position that appears on the relevant Skilled Occupation List. Unlike independent skilled visas, which assess applicants on points, or family visas, which rely on familial ties, company sponsorship is occupation-specific and employer-driven.

The purpose of these visas is twofold:

• For employers: fill genuine labour shortages that can’t be met locally and maintain continuity in key operations.
• For workers: gain legal work rights in Australia, secure employment, and often access a clear route to permanent residency.

Key Benefits of Company Sponsorship

• Guaranteed employment with a sponsoring employer
• Visa validity ranging from 2 to 5 years, depending on subclass
• Rights to work in your nominated occupation, study, and include eligible family members
• Potential pathway to permanent residency through transition streams or regional options

For example, a regional hospital may sponsor a registered nurse to maintain uninterrupted patient care, while a mining firm might bring in a civil engineer to oversee critical infrastructure projects. These arrangements benefit both the employer—by securing essential expertise—and the employee, who steps into a defined role with clear legal and professional standing.

2. Types of Company-Sponsored Visa Subclasses

Australia offers several employer-sponsored visa subclasses designed to meet varying business needs—from short-term skill gaps to permanent placements and regional development. The table below summarises the main options, their durations and pathways to permanent residency (PR).

Duration and PR options under a DAMA (Designated Area Migration Agreement) depend on the terms negotiated for each region or industry.

Choosing the right subclass depends on both the employer’s labour needs and the employee’s long-term goals. If you need someone for under two years, the short-term stream of the TSS visa might be ideal. For medium-term specialist roles with a clear PR ambition, the medium-term stream of the Subclass 482—or direct ENS nomination (Subclass 186)—could be a better fit. When your operation is in a designated regional area, consider the Subclass 494 or a DAMA, which often comes with relaxed age limits or lower English requirements.

Temporary Skill Shortage (TSS) Visa (Subclass 482)

The TSS visa is split into three streams:

• Short-term stream (up to 2 years, renewable once; no direct PR)
• Medium-term stream (up to 4 years; eligible for ENS Subclass 186 via the Temporary Residence Transition stream)
• Labour Agreement stream (where businesses have bespoke agreements with the Department of Home Affairs)

This visa is popular for covering immediate gaps in skills where local labour is scarce. Employers must demonstrate labour market testing unless exempt, and applicants must meet occupation, age, English and skills assessment criteria.

Employer Nomination Scheme (ENS) Visa (Subclass 186)

The ENS visa grants permanent residency to skilled workers nominated by an approved sponsor. There are two main pathways:

• Direct Entry stream: for applicants with a suitable skills assessment and no prior work visa in Australia
• Temporary Residence Transition stream: for TSS visa holders who have worked for the nominating employer for at least three years

Upon grant, visa holders enjoy full access to Medicare, can include eligible family members, and face no restrictions on work location or employer.

Skilled Employer Sponsored Regional (Provisional) Visa (Subclass 494)

Designed to boost regional economies, the Subclass 494 visa allows holders to live and work in designated areas for up to 5 years. Key features include:

• Nomination by an employer in a regional zone
• Minimum three-year work requirement before applying for permanent residency under Subclass 191
• A specialised regional occupation list, ensuring priority for industries critical to regional growth

This visa is ideal for businesses struggling to fill roles outside metropolitan centres and for applicants eyeing a regional career path.

Designated Area Migration Agreement (DAMA) Visas

A DAMA is a bespoke agreement between a local government or industry body and the Australian Government. It allows employers in specific regions or sectors (for example, horticulture, aged care or oil and gas) to access occupations not on standard skilled lists or to relax age, English and qualification requirements. DAMAs offer tailored streams, varying duration and PR pathways as negotiated, making them a flexible tool for meeting unique local labour needs.

3. Applicant Eligibility Requirements

Before an overseas professional can step into a company-sponsored role in Australia, they must satisfy several core criteria. These ensure that candidates possess the right mix of age, skills, language ability, health and character to contribute effectively—and safely—to the Australian workforce. At a glance, you must:

• Be within the age limits or qualify for an exemption
• Hold the necessary qualifications and relevant work experience
• Demonstrate English language proficiency at the required level
• Meet Australia’s health examination standards
• Pass character checks, including police certificates

Meeting each of these requirements is non-negotiable. Let’s break them down.

Age Limits and Exemptions

Generally, applicants must be under 45 years old when they lodge their visa application. However, there are notable exemptions:

• Academics (University Lecturer or Faculty Head at Academic Level A–E) nominated by an Australian university
• Medical practitioners who have spent at least two years practising in a regional area on a subclass 457 or 482 visa
• Scientists, researchers or technical specialists (ANZSCO skill level 1 or 2) nominated by an Australian scientific government agency or university
• New Zealand citizens on a Special Category (subclass 444) or Family Relationship (subclass 461) visa for the last three years, with at least two years’ work for the nominating employer
• Subclass 457/482 holders with two years’ continuous work in the nominated occupation at or above the Fair Work High Income Threshold

Evidence may include employment references, university nomination letters or visa grant notices. Always attach certified copies to demonstrate your exemption.

Skills, Qualifications, and Work Experience Criteria

Applicants must show they can perform the nominated occupation at the required skill level:

• Possess relevant tertiary qualifications or trade certifications
• Have at least 2–3 years of industry experience (depending on subclass)
• Undergo a skills assessment by the appropriate assessing authority unless exempt

Skills assessments validate your credentials against your ANZSCO occupation code. Tip: double-check the ANZSCO code on the Home Affairs list to ensure your qualification aligns with the nominated role.

English Language Proficiency Standards

English proficiency is measured through tests such as IELTS, PTE or TOEFL. For most company-sponsored visas, you need at least Competent English—for example:

• IELTS overall band score of 6.0, or
• PTE Academic score of 50

Higher streams or direct-entry permanent visas may demand Superior or Proficient levels. You can review full details on the Department’s Competent English requirements.

Health and Character Obligations

All primary applicants (and any included family members) must pass:

• A medical examination, which typically includes chest X-rays and general health checks
• Character checks, requiring police certificates from every country where you’ve spent 12 months or more since turning 16

Police certificates are valid for 12 months and must be full-disclosure versions. Costs vary by country but budget for health exam fees, X-rays and certificate charges to avoid surprises.

Together, these eligibility requirements form the foundation of a successful company-sponsored visa application. Ensuring your documentation is complete and accurate right from the start will save time and reduce the risk of delays.

4. Employer Sponsorship Eligibility

Becoming a sponsor is more than just ticking a box—it’s about demonstrating that your business is a trustworthy, lawfully operating entity with a genuine need for skilled overseas labour. Before you can nominate a visa applicant, you must satisfy a set of sponsor eligibility criteria that cover your integrity, operational stability and the honest requirement for a foreign hire.

At a glance, an employer must:

• Meet the fit and proper person requirements, showing no serious breaches of workplace or immigration laws
• Be lawfully operating in Australia with a valid ABN/ACN and, in most cases, at least two years of financial records
• Demonstrate financial viability to pay nominated salaries and fulfil training and compliance obligations

Next, we’ll unpack these prerequisites, explain how to become an approved sponsor and cover the key obligations around labour market testing and sponsorship charges.

Becoming an Approved Standard Business Sponsor

To register as a Standard Business Sponsor, you must complete an online application in ImmiAccount and lodge supporting documents, including:

• Australian Business Number (ABN) and company registration certificates
• Recent financial statements or tax returns proving at least two years of operation
• Details of key personnel for the fit and proper person test, such as directors and any history of legal or regulatory breaches

Once approved, your sponsorship status is valid for five years (unless revoked). You can renew before expiry via ImmiAccount, subject to the same eligibility checks and a renewal fee.

Demonstrating Genuine Need for Overseas Labour

Even as an approved sponsor, you must show that your business truly needs to fill the role with an overseas worker. This ensures opportunities aren’t diverted from Australian job seekers. In most cases, this means completing Labour Market Testing (LMT) before nomination.

Under LMT, you’ll need to advertise the position for a minimum period and consider any suitable local applicants. Exemptions may apply if:

• The occupation appears on the national shortage lists (e.g., regional skilled shortages)
• You’re bound by international trade obligations or bilateral agreements
• The role falls under a Designated Area Migration Agreement (DAMA)

Labour Market Testing Obligations

Where LMT applies, sponsors must:

• Advertise the vacancy for at least 4 weeks within the 4 months before lodging the nomination
• Use at least two of the following:
  • A national online job board (e.g., SEEK, CareerOne)
  • A major national newspaper or Australian job network (Workforce Australia)
  • Trade or professional association publications
• Keep records of all applications and recruitment outcomes

For full details on LMT requirements and exemptions, refer to the Parliamentary Library’s Quick Guide on the Temporary Skill Shortage Visa.

Skilling Australians Fund Levy and Sponsorship Fees

Sponsoring an overseas worker incurs both government levies and application charges. The Skilling Australians Fund (SAF) levy, payable per nomination, varies by business size:

• Small businesses (annual turnover < AUD 10 million):
  • AUD 1,200 for Short-term stream, AUD 3,000 for Medium-term and Labour Agreement streams
• Larger businesses (annual turnover ≥ AUD 10 million):
  • AUD 1,800 for Short-term, AUD 5,000 for Medium-term and Labour Agreement streams

On top of the SAF levy, there’s a fee to apply for Standard Business Sponsorship and separate visa application charges for each stream. It pays to use the Visa Pricing Estimator to budget accurately for all costs involved.

5. Preparing Your Visa Nomination

Before an applicant can lodge their visa application, the sponsoring employer must first submit a nomination. This process is entirely separate from the visa lodgement and focuses on demonstrating that your business genuinely needs the overseas worker for a specific role. Getting your nomination right from the outset accelerates the overall process and reduces the risk of delays or refusal.

Selecting the Right Occupation from the Skilled Occupation List

Choosing the correct ANZSCO code and occupation list is the foundation of a successful nomination. Australia maintains three primary lists:

• Short-Term Skilled Occupation List (STSOL)
• Medium- and Long-Term Strategic Skills List (MLTSSL)
• Regional Occupation List (ROL)

Visit the Department of Home Affairs’ skilled occupation pages to confirm that your nominee’s role appears on the appropriate list. Matching the ANZSCO code precisely avoids confusion over job duties, salary benchmarks and eligibility for particular visa streams.

Document Checklist for Nomination

Compile comprehensive evidence to support your nomination. At minimum, you will need:

• Business credentials
  • ABN/ACN and constitution or registration certificate
  • Recent financial statements or tax returns (showing two years of trading)
• Labour Market Testing (LMT) records
  • Copies of advertisements (dates, platforms used, response summaries)
  • Evidence of candidate short-listing or explanations for exemptions
• Position details
  • Detailed job description aligned to ANZSCO tasks and skill level
  • Employment contract or letter of offer stating wages, hours, location
  • Evidence that the salary meets or exceeds the Temporary Skilled Migration Income Threshold (TSMIT)

Organise these documents in a logical folder structure, with clear file names (for example, “LMT_Advertisement_March2025.pdf”) to streamline the upload process.

Employer Nomination Application Process

1. Log in to your ImmiAccount and select “New Nomination” under the Sponsorship menu.
2. Complete the nomination form, ensuring each question aligns with your supporting documents.
3. Attach the checklist items—business evidence, LMT records, and position details.
4. Pay the nomination application charge (currently AUD 330 for most standard nominations).
5. Submit and note the Transaction Reference Number (TRN); you must provide this to your applicant for their visa application.

Processing times vary but generally sit between 4–6 weeks. You can track progress via ImmiAccount and respond promptly if Home Affairs requests further information.

Common Pitfalls and Compliance Tips

Avoid these frequent mistakes to keep your nomination on track:

• Vague or generic job descriptions that don’t map to ANZSCO tasks
• Incomplete LMT evidence (missing dates, platforms or applicant summaries)
• Salary offers below the TSMIT or inconsistent with market rates
• Misalignment between nominated hours and contract terms

Tip: cross-check your job description against the ANZSCO entry and maintain a clear audit trail of all recruitment steps. This not only satisfies compliance but also demonstrates good faith in prioritising Australian workers before seeking overseas talent.

6. Employee Visa Application Process

A successful company-sponsored visa hinges on a smooth application. This phase covers setting up your ImmiAccount, gathering and uploading the right documents, lodging your visa with the nomination TRN, and keeping an eye on progress. Follow these steps to avoid hiccups and delays.

Creating and Using ImmiAccount

First off, every visa applicant needs an ImmiAccount—the Department of Home Affairs’ online portal for applications and correspondence. To get started:

1. Visit the ImmiAccount registration page and choose “Create an ImmiAccount”.
2. Provide your name, email and a secure password, then confirm your account via the activation link sent to your inbox.
3. Once logged in, you’ll see a dashboard listing active and draft applications.
4. To share access with a migration agent, click “Account settings” → “Add user” and enter your agent’s email. They’ll receive limited permissions to manage your file.

Navigating the dashboard is straightforward: draft applications sit at the top, while lodged ones display a status (e.g. “Received” or “In progress”). Bookmark this page—your main point for status updates and requests for further information.

Document Compilation for Visa Application

With your account ready, it’s time to compile evidence for your visa file. Required documents vary by subclass, but generally include:

• Personal identification: passport bio page, national ID, change-of-name records if applicable
• Qualifications and work history: degree certificates, skills assessment outcome, résumé or CV
• English language test results: IELTS, PTE or equivalent showing at least Competent English
• Health and character: medical examination report, police certificates from every country where you’ve spent 12 months or more since turning 16
• Nomination TRN: provided by your employer once their nomination is approved

Quick formatting tips:

• Save each file as a PDF named with a clear prefix (e.g., Passport_JohnDoe.pdf or SkillsAssessment.pdf)
• Scan all documents in colour at 300 dpi for legibility
• Combine multi-page certificates into one document where possible to minimise uploads

Organise your folder structure locally before uploading—this makes the ImmiAccount process faster and reduces the chance of missing attachments.

Lodging the Visa Application and Nomination TRN

When your documents are ready:

1. In ImmiAccount, select “New Application” and choose the relevant visa subclass.
2. Complete every section carefully, referring back to the nomination form so your job title, employer details and salary match exactly.
3. Enter the Transaction Reference Number (TRN) your employer provided—without it, your application won’t link to the nomination.
4. Upload each file under the correct label (e.g., Identity, Skills, Health).
5. Review all entries for consistency, then pay the visa application charge online. Payment must clear before processing begins.

After submission, you’ll see a status change to “Received”. Keep your TRN and ImmiAccount reference numbers handy—they’re your ticket to status checks and updates.

Processing Times and Status Tracking

Processing times can vary by visa type and individual circumstances. To get a general sense of current timeframes, use the Home Affairs visa processing time guide tool. Remember, this is a guide—not a guarantee.

Back in your ImmiAccount dashboard:

• Look for status updates like “Under consideration” or “Request for more information”.
• If you receive a “Request for further documents”, upload the additional files within the deadline—late responses risk refusal.
• If no news arrives after the average processing window, consider contacting Home Affairs or your migration agent for a progress check.

Staying proactive, organised and communicative will keep your application on track and bring you one step closer to starting your sponsored role in Australia.

7. Including Family Members in Your Application

Bringing your family to Australia can turn a work opportunity into a life-changing adventure. Most company-sponsored visas allow you to include dependents—so spouses, de facto partners and children don’t have to navigate separate applications. Including eligible family members from the outset streamlines health and character checks, and ensures everyone can settle in together once your visa is granted.

You can add family members when you lodge your application, or—if you miss the initial deadline—up until a decision is made. Each person you include must meet the health and character requirements, and you’ll need to provide evidence of your relationship and their identity. Let’s break down exactly who qualifies, what you’ll need to show, and any extra costs you might face.

Who You Can Include: Partners and Dependents

Under most company-sponsored streams, your “family unit” can include:

• Your spouse (married partner) or de facto partner
• Dependent children under 18 years of age
• Dependent adult children over 18 (if financially or physically dependent on you)

To count as a de facto partner, you must have lived together in a genuine and continuing relationship for at least 12 months. Adult dependents need to demonstrate financial dependence or ongoing study.

Evidence Requirements for Family Members

Properly documenting each family member avoids delays:

• Identity: passport biographical page, birth certificate or national ID
• Relationship: marriage certificate or proof of cohabitation (joint lease, bank statements)
• For de facto partners: statutory declarations or joint financial records
• Parental consent for children under 18 who travel without one parent: complete Form 1229 and include a copy of the consenting parent’s photo ID
• Health and character: medical exams and police certificates as required

Ensure you name and date-stamp every file clearly (e.g., BirthCert_MariaGarcia.pdf) to keep uploads organised.

Additional Costs for Non-English Speaking Dependents

Family members who lack Functional English must either take an approved language test or pay a second instalment of the visa application charge. This additional fee can run into thousands of dollars per adult, so it’s worth testing early:

• Functional English test: IELTS, PTE or equivalent
• Second instalment fee: payable when Home Affairs requests it

Budget for English tests, health exams and police certificates when calculating your total visa costs. Using the Visa Pricing Estimator helps you see the full picture before you apply.

Including your loved ones doesn’t just make logistical sense—it provides emotional support as you settle into life and work in Australia. Get your documentation in order, meet the English requirements early, and you’ll all be ready to embark on this journey together.

8. Rights, Conditions, and Obligations of Sponsored Employees

When you arrive in Australia on a company-sponsored visa, you’re not just a worker—you’re protected by both immigration law and Australia’s employment framework. Understanding your rights and visa conditions will help you settle into your role with confidence and avoid any compliance missteps that could jeopardise your status.

Workplace Rights under the Fair Work Act

All sponsored employees are covered by the National Employment Standards (NES) and applicable Modern Awards. That means you’re entitled to:

• A fair minimum wage and penalty rates if you work evenings, weekends or public holidays
• Paid leave entitlements: annual leave, personal/carer’s leave, parental leave and community service leave
• Safe work conditions, including protection from discrimination or unfair dismissal
• Superannuation contributions from your employer

If you ever suspect you’re underpaid or mistreated, you can seek help from the Fair Work Ombudsman’s fact sheet on visa holders’ rights and entitlements. They’ll guide you through lodging a complaint or resolving disputes.

Minimum Salary and Employment Conditions

Your sponsor must pay you at or above both the market rate and the Temporary Skilled Migration Income Threshold (TSMIT). As of July 2025, the TSMIT sits at AUD 53,900 per year. In practice, this means:

• Your salary must align with what an Australian in the same role would earn
• Any bonuses or allowances should be transparent and documented in your contract
• Full-time hours (usually 38 per week) or the agreed part-time equivalent
• Access to superannuation at the statutory rate (currently 11% of your ordinary earnings)

Confirm that your employment contract clearly states your base salary, working hours, roster or shift details, and any overtime arrangements. If you spot discrepancies, address them early with your employer or a trusted migration adviser.

Visa Conditions: Occupation, Employer, and Location Restrictions

A sponsored visa binds you to specific parameters set out in your nomination:

• You must work only in the nominated occupation for your sponsoring employer (or their authorised entity)
• Any change of role, employer or employer-sponsored entity requires a fresh nomination and visa grant
• If you hold a Subclass 494 (Regional) visa, you may live and work only in a designated regional area—straying outside those postcodes without approval could breach your visa

Sticking to these rules is crucial. Breaching your occupation or employer restrictions can lead to visa cancellation. If your circumstances change—say, you wish to transfer to a different role or move to a new location—talk to your employer and a registered migration agent before taking action. They’ll help you navigate the variation process through ImmiAccount, ensuring you remain compliant and secure in your Australian workplace.

9. Maintaining Sponsorship Compliance

Securing approval as a sponsor and seeing an overseas professional join your team is only the beginning. Ongoing compliance is crucial to protect your business reputation, maintain your sponsorship rights, and ensure your visa holders remain lawful in Australia. Below are the key areas to focus on once your sponsorship and nominations are in place.

Reporting Obligations for Employers and Visa Holders

Both sponsors and visa holders have a duty to inform the Department of Home Affairs of certain changes within defined timeframes:

• Employers must notify Home Affairs within 28 days of:
  • Any change to key personnel (directors, managers or HR staff listed in the sponsorship application)
  • A change in the business address or ownership structure
  • Ceasing to sponsor a visa holder (for example, if employment is terminated)

• Visa holders must advise Home Affairs within 14 days of:
  • A change in residential address
  • Any change in passport details or nationality
  • A change in family circumstances that affects their application (e.g., marital status)

Staying on top of these notifications safeguards your approved status and prevents inadvertent breaches that could lead to adverse action.

Record-Keeping and Audit Preparedness

Sponsors must maintain detailed records for at least five years from the date of nomination or visa grant. Essential documents include:

• Employment contracts, payslips and superannuation payment records
• Labour Market Testing evidence, such as copies of advertisements and summaries of local applicants
• Financial documents demonstrating the business can meet salary and training obligations

Organising these files in a consistent folder structure—complete with clear file names and date stamps—will make audits and spot checks smoother. The Department may request to inspect records at any time, so having everything in order demonstrates good faith and transparency.

Consequences of Breach or Non-Compliance

Failing to comply with sponsorship obligations can carry serious repercussions:

• Civil penalties or fines imposed on the business or responsible officers
• Suspension or cancellation of your Standard Business Sponsorship, preventing future nominations
• Cancellation of existing visa holders’ sponsorships, which may force employees to leave Australia

Case Example (anonymised):
A regional hospitality group overlooked updating Home Affairs when it restructured its management team. Without the mandatory notification, the Department identified non-compliance during a routine audit. The sponsor licence was suspended for six months, and two sponsored chefs had their visas cancelled—disrupting restaurant operations and incurring legal costs to rectify the situation.

By treating compliance as an ongoing business practice—rather than a one-time hurdle—you’ll protect your sponsorship privileges, uphold your reputation, and provide a stable foundation for your overseas talent to thrive in Australia.

10. Pathways to Permanent Residency for Sponsored Workers

Securing an employer-sponsored visa is often the first step towards making Australia home. Fortunately, many sponsored workers can transition to permanent residency (PR) through established streams—whether they arrive on a Temporary Skill Shortage (TSS) visa, a Regional 494 visa or under a Designated Area Migration Agreement (DAMA). Below, we explore the main routes to PR and what you need to know to plan your next move.

Transition from Temporary to Permanent Sponsor Visas

If you hold a Subclass 482 (TSS) visa, the most common pathway to PR is via the Temporary Residence Transition (TRT) stream of the Employer Nomination Scheme (ENS) Subclass 186 visa. To qualify, you must:

• Have worked for your nominating employer in the nominated occupation for at least three years on a Medium-term stream 482 visa.
• Meet the ENS eligibility requirements at the time of application (age, English, health, character).
• Hold a valid nomination from your employer for the permanent role.

For those in regional areas under a Subclass 494 visa, a separate path exists:

• After three years holding the 494 visa and satisfying income, residence and health/character criteria, you can apply for the Subclass 191 Skilled Regional (Permanent) visa, securing PR without the need for a fresh employer nomination.

Certain labour agreements or DAMAs may reduce the minimum work requirement to two years, so it’s worth checking your specific agreement. Once granted, the 186 or 191 visas provide immediate PR, giving you access to Medicare, social security and the freedom to change employers without a new sponsorship.

Direct Entry vs Agreement Streams

Not every sponsored worker needs to start on a 482 visa. If you possess exceptional qualifications, high-level skills or significant work experience, you might apply directly for permanent residency:

• Direct Entry stream (Subclass 186): For applicants with a positive skills assessment, at least three years of relevant experience and an approved employer nomination. No prior 482 visa is required.
• Agreement stream (Subclass 186 or DAMA streams): Employers with bespoke labour agreements can nominate you for PR without standard criteria like labour market testing or the usual English/age requirements. These streams often tailor eligibility to regional or sectoral labour needs.

Choosing between Direct Entry and an Agreement stream depends on your profile and your employer’s arrangements. Discuss these options early to align your pathway with your career timeline.

Processing Times and Eligibility for Permanent Residence

Permanent streams generally have processing times between 6–12 months, though this can vary with demand and individual circumstances. To strengthen your application:

• Maintain up-to-date skills assessments and evidence of continuous full-time work in your nominated occupation.
• Keep improving your English—higher proficiency (Proficient or Superior) can ease the transition and may be required for direct streams.
• Ensure you remain under the 45-year age limit at the time of application, unless you qualify for an exemption (e.g. under a DAMA).
• Gather character and health documentation well in advance, as police certificates and medical exams can take time.

Staying proactive—tracking the Department of Home Affairs processing times and responding promptly to any requests—will help keep your PR journey on course. For detailed guidance on each permanent visa option, visit Simon Mander Consulting’s permanent residency guide.

11. Professional Support and Resources

Navigating Australia’s sponsorship system can feel like traversing a maze of regulations, forms and deadlines. Engaging the right support not only streamlines the process but also minimises risk—so you can focus on building your business or settling into your new role without second-guessing compliance requirements.

Benefits of Engaging a Registered Migration Agent

A MARA-registered migration agent is your advocate in the visa process. These professionals:

• Interpret complex legislation under the Migration Act 1958 and keep abreast of policy updates
• Advise on the most suitable visa subclass, streamlining both nomination and application stages
• Prepare and review documentation, ensuring accuracy and consistency across all forms
• Liaise with the Department of Home Affairs on your behalf, responding promptly to requests for further information
• Help you avoid common pitfalls—like mismatched ANZSCO codes or incomplete Labour Market Testing evidence—that can lead to delays or refusals

By partnering with an experienced agent, you gain peace of mind that your case is handled ethically, efficiently and with a tailored strategy that aligns with your long-term goals.

Simon Mander Consulting’s Free Employer-Sponsored Visa Guide

To kickstart your journey, download our free Employer-Sponsored Visa Guide. Inside, you’ll find:

• Overviews of Subclasses 482 (TSS), 186 (ENS), 494 (Regional) and DAMA streams
• Detailed checklists for employer nomination and employee application
• Step-by-step timelines and fee estimates
• Common compliance traps and how to avoid them

Whether you’re an HR manager drafting your first nomination or a skilled worker planning your visa timeline, this booklet condenses two decades of migration expertise into a single, practical resource.

Additional Resources and Guides

For further reading, explore these Simon Mander Consulting articles:

• Our comprehensive employer visa sponsorship guide walks you through every sponsorship responsibility and nomination requirement.
• The 7-step Working Visa Application Guide breaks down the visa lodgement process—ImmiAccount setup, document uploads, biometrics and beyond.

Armed with these tools and professional advice, you’ll be well placed to navigate eligibility checks, meet sponsorship obligations and achieve a successful visa outcome.

Ready to get expert assistance? Visit Simon Mander Consulting to explore our services, book a consultation or access more free resources.

Next Steps for Your Visa Journey

Now that you have a clear roadmap—from understanding visa subclasses and eligibility through to nomination and application—it’s time to put the plan into action. Starting early gives you the breathing room to collect documents, line up skills assessments and English tests, and ensure your sponsor meets every compliance requirement. A well-timed nomination can shave weeks off your overall processing time, so don’t wait until the last minute.

Here’s a quick checklist to keep you on track:

• Double-check your chosen visa subclass against your and your employer’s needs.
• Gather essential documents now: passports, qualifications, work references, health and character clearances.
• Confirm your employer’s Standard Business Sponsorship is active and up-to-date in ImmiAccount.
• Schedule any outstanding skills assessments or English language tests to meet visa deadlines.
• Bookmark key resources—our free Employer-Sponsored Visa Guide and step-by-step application checklist—to avoid missing a critical detail.

When you’re ready for personalised support and tailored advice, visit Simon Mander Consulting. With over 22 years of migration expertise, our team can help refine your strategy, handle complex compliance questions and keep your application moving smoothly. Explore our services and download more free resources at Simon Mander Consulting to start your Australian visa journey with confidence.

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