Sponsored Visa Australia: Options, Eligibility & Application

A sponsored visa in Australia pairs a qualified individual (the nominee) with an approved organisation—either an employer or a state government—that agrees to champion their application. For skilled professionals and businesses alike, these visas unlock opportunities: migrants gain legal work rights and a pathway to permanent residency, while employers fill critical shortages with global expertise.

With Australia facing persistent skill shortages in sectors like healthcare, engineering and hospitality, sponsorship arrangements play a vital role in sustaining economic growth. Updates such as the Temporary Skilled Migration Income Threshold (TSMIT) rising from AUD 70,000 to AUD 73,150 on 1 July 2024 highlight ongoing efforts to balance fair wages with labour market needs.

This article offers a clear, step-by-step guide to sponsoring and applying for the right visa. You’ll learn how to choose between employer-sponsored and state-nominated streams, verify eligibility, meet labour market testing and salary requirements, and navigate the online application. Throughout, expect practical checklists, sample templates and links to official Home Affairs resources.

Ready to get started? We begin by defining the roles of sponsors and nominees—and why that distinction matters on your path to working in Australia.

Step 1: Understand the Concept of a Sponsored Visa in Australia

In a sponsored visa arrangement, two parties work together: the sponsor (either an Australian employer or a state/territory government) and the nominee (the skilled worker seeking to migrate). The sponsor agrees to nominate the applicant for a specific role, meeting Home Affairs requirements such as labour market testing and salary thresholds. The nominee gains legal work rights in Australia, often with a clear path to permanent residency.

There are two main sponsorship streams. Employer-sponsored visas pair businesses with overseas talent to fill specific vacancies, while state-nominated visas allow state and territory governments to back applicants whose skills match local priority occupations. Imagine Ana, a mechanical engineer from Manila, who receives an offer from a Brisbane firm approved to sponsor overseas workers. Her employer nominates her for a Temporary Skill Shortage visa (subclass 482), she starts work immediately, and her family can join her under the same visa.

Define Employer vs State Sponsorship

Employer sponsorship requires a business to obtain Standard Business Sponsorship and then nominate a position under the relevant visa subclass (for example, 482, 186 or 494). Eligible sponsors must demonstrate genuine need, meet training benchmarks, pay market salary rates and, in most cases, advertise the vacancy locally before looking overseas.

State sponsorship involves a state or territory government nominating applicants for visas such as the Skilled Nominated visa (subclass 190) or the Skilled Work Regional (Provisional) visa (subclass 491). Each jurisdiction publishes its own priority occupation list and nomination criteria. In return for nomination, visa holders commit to living and working in that state or region for a specified period.

Key Advantages of Sponsored Visas

• Priority processing for nominated occupations on critical skill lists
• Employers can fill gaps when suitably skilled Australian workers aren’t available
• Nominees gain immediate work rights and an employer-backed position
• Dependents (spouse, children) can be included under one application
• Direct pathways to permanent residency through transition streams
• Access to on-the-job training, mentoring and professional development

Overview of Sponsor and Nominee Obligations

Sponsors must uphold their side of the bargain: meet training benchmark contributions, maintain accurate records of employment terms, pay at or above the Temporary Skilled Migration Income Threshold, and notify Home Affairs of changes to business structure or the nominated position. Accredited sponsors enjoy some Labour Market Testing exemptions but take on higher training commitments.

Nominees, in turn, must work only in the role and location specified by the sponsor, comply with any regional or salary conditions attached to the visa, and keep Home Affairs informed of major personal changes—such as a new address or the arrival of a dependent. Falling short on these obligations can lead to visa cancellation or other penalties.

Step 2: Choose the Right Sponsored Visa Option

Not all sponsored visas are created equal. Depending on your circumstances—whether you need a temporary fix or a direct path to permanent residency—you’ll pick from a handful of employer-sponsored, regional and state-nominated programs. The table below gives you a quick snapshot of each option:

Each visa has its own eligibility hurdles, application steps and processing times. Below we unpack the key features and link you to more detailed guides.

Temporary Skill Shortage (TSS) Visa (Subclass 482)

The TSS visa is designed to fill short- to medium-term skill gaps when no suitably qualified Australians are available. It allows you to stay in Australia for up to four years and comes in three streams:

• Core: for occupations on the Short-Term Skilled Occupation List
• Medium-Term: for roles on the Medium- and Long-Term Strategic Skills List
• Labour Agreement: tailored to bespoke agreements between employer and government

To learn more about finding an employer sponsor and securing a 482, check out our guide on the 482 visa application process.

Employer Nomination Scheme (ENS) Visa (Subclass 186)

If permanent residency is your goal, the ENS visa is often the next step after a 482. It offers two entry paths:

• Temporary Residence Transition (TRT): for 482 holders who’ve worked with the same sponsor for at least two years
• Direct Entry (DE): for applicants with a skills assessment and three years’ post-qualification experience

Successful applicants arrive as permanent residents. Full details and eligibility criteria are in our ENS visa guide.

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

The 494 visa aims to boost skilled migration in regional Australia. It grants a five-year provisional stay under two streams:

• Employer Sponsored: your regional employer nominates you directly
• Labour Agreement: for roles covered by regional labour agreements

After living and working in a designated area, you can lodge a subclass 191 application for permanent residency.

State-Nominated Skilled Visas (Subclass 190 & 491)

State and territory governments run their own nomination programs:

• Subclass 190: permanent residency granted upon visa grant
• Subclass 491: five-year provisional visa, leading to PR via subclass 191

Each jurisdiction publishes a priority occupation list and sets nomination quotas. For a state-by-state breakdown, see our state sponsorship explained page.

Designated Area Migration Agreement (DAMA) Visas

DAMA frameworks let employers in targeted regions hire for occupations not on the national lists, often with salary concessions and relaxed English requirements. If your job fits a DAMA-covered area, this can be a faster route. Read more about how DAMAs work in our DAMA visa overview.

With these options mapped out, your next move is to match your profile—and your employer’s needs—to the visa that delivers the right combination of duration, work rights and residency prospects.

Step 3: Check Your Personal Eligibility

Before you dive into paperwork, make sure you tick all the boxes for your chosen visa. Gathering proof in advance not only smooths out the application process but also helps you avoid nasty surprises down the track. Here’s a quick eligibility checklist to guide you.

Evaluate Qualifications and Work Experience

Your academic credentials and employment history must align with an occupation on the Skilled Occupation List or your state’s priority list. Start by:

• Finding your ANZSCO code: this four-digit code links you to the right assessing authority (for instance, Engineers Australia for engineers or the Nursing and Midwifery Board for nurses).
• Comparing your qualifications and experience against the authority’s benchmarks—many demand at least a bachelor’s degree or equivalent plus two to three years of relevant work.
• Submitting degree certificates, transcripts and reference letters to secure a positive skills assessment. This report is your ticket to proving that your overseas qualifications stack up in Australia.

Meet English Language Requirements

Strong English skills matter. Most sponsored visas ask for one of these results:

• IELTS: minimum overall band 6.0 (no band under 5.0)
• PTE Academic: overall score of 50 (no communicative skill below 42)
• TOEFL iBT: total score of 64 (with set minima for each section)

Book your test early, use practice materials to familiarise yourself with the format and keep your official test report handy—certified copies go into your application.

Complete Health and Character Checks

Australia looks after its public health and safety by requiring:

• A health examination with a Department-approved panel physician, including a chest X-ray and general medical check.
• Police certificates from every country where you’ve lived for 12 months or more in the past 10 years—make sure they’re issued within 12 months of your visa lodgement.

Collect these certificates and medical results before you apply. If there’s a hiccup—like a follow-up test—tackle it right away to avoid processing delays.

Satisfy Age and Other Specific Criteria

Age ceilings vary by visa:

• Subclass 482 & 494: typically no upper age limit, but check direct-entry rules
• Subclass 186 (TRT stream): generally under 50 years at application time
• Subclass 190 & 491: usually under 45 years (some states allow extra points for older applicants)

Don’t forget occupation-specific requirements. Health professionals need Australian registration; tradespeople may require local licences. Scan or certify these documents so they’re ready to attach.

By methodically working through qualifications, English, health, character and age checks—and rounding out any licensing steps—you’ll be poised for a faster, cleaner visa application. Next, we’ll look at what employers must do to satisfy labour market testing requirements.

Step 4: Meet Labour Market Testing (LMT) Requirements as an Employer

Before you can nominate an overseas worker, you need to demonstrate that you genuinely tried to fill the vacancy with local talent. Labour Market Testing (LMT) is your proof that no suitably skilled Australian citizen or permanent resident was available for the role. LMT applies to most employer-sponsored visas—particularly the Temporary Skill Shortage (subclass 482) (except under a Labour Agreement), the Employer Nomination Scheme (subclass 186) Direct Entry stream, and the Skilled Employer Sponsored Regional (subclass 494) visa.

LMT helps protect Australian workers by ensuring employers look locally first. It also gives Home Affairs confidence that sponsoring an overseas applicant is a last resort. Below we unpack what you need to do, when to advertise, and which exemptions might apply.

Purpose and Scope of LMT

LMT exists to confirm that:

• You’ve advertised the position to Australian citizens and permanent residents.
• The job genuinely matches an occupation on the Skilled Occupation List or an agreed labour agreement.
• The nominee’s skills and experience are unique enough that no local candidate could fill the role.

You’ll usually need to complete LMT for:

• Subclass 482 (Core and Medium-Term streams)
• Subclass 186 Direct Entry (DE) stream
• Subclass 494 employer-sponsored stream

Accredited sponsors and positions covered by certain free-trade agreements may bypass this step (see next section).

Updated LMT Rules and Exemptions

As of December 2023, you only need two valid job advertisements—down from three. Ads must:

• Run for at least two separate platforms.
• Be live for a total of four weeks (28 days) within the four months before lodging the nomination.

If you hold accredited sponsor status, you’re exempt from LMT altogether. Likewise, roles funded through a recognised Labour Agreement or covered by specific trade-agreement countries (for example, citizens of Canada, Chile, South Korea, Singapore or Vietnam) can skip LMT. For a full rundown of these changes, check out the updated LMT rules.

Advertising Platforms and Timing

Your ads must reach a national or specialist audience. Acceptable channels include:

• National job boards like Seek, Indeed or Jora
• The Department of Home Affairs’ JobActive portal
• Professional journals or trade-specific publications
• Radio or digital media with national reach

Each ad should run for at least four consecutive weeks, but you can split that period across two platforms (for instance, two weeks on Seek and two weeks on JobActive). Make sure your advert clearly states the role title, key responsibilities, qualifications, salary range and how applicants can apply.

Overlapping vs Consecutive Ads

You cannot stack identical ads back-to-back on the same platform and count each as a separate placement. Instead:

• Use two distinct channels (for example, a website and a trade magazine).
• Or run non-overlapping date ranges on the same channel (e.g., two weeks in March and two weeks in May on Seek).

Keep screenshots or PDF downloads of each ad, along with start and end dates, to upload in your nomination application. These records are your insurance against any audit or compliance check down the line.

By ticking off these LMT requirements, you’ll clear a crucial hurdle in the sponsorship process—proving you’ve given Australian workers first dibs before looking overseas. Next, we’ll dive into salary compliance under TSMIT and the Annual Market Salary Rate.

Step 5: Ensure Salary Compliance with TSMIT and AMSR

Paying the correct salary to your sponsored employee isn’t just fair—it’s a core requirement of the sponsorship program. Australian law mandates that employers meet or exceed either the Temporary Skilled Migration Income Threshold (TSMIT) or the Annual Market Salary Rate (AMSR) for the nominated position. Failure to comply can lead to nomination refusal, visa cancellation and hefty penalties.

What Is the TSMIT and Why It Matters

The Temporary Skilled Migration Income Threshold (TSMIT) is the minimum annual salary an employer must offer to a sponsored worker. It’s designed to safeguard Australian labour standards, prevent undercutting local wages, and ensure that overseas workers are paid in line with the market. By enforcing TSMIT, Home Affairs guarantees that sponsorship isn’t used as a means to drive down overall salary levels.

Recent TSMIT Increase

On 1 July 2024, TSMIT rose from AUD 70,000 to AUD 73,150. This adjustment reflects inflation and labour market conditions, ensuring overseas workers remain on par with Australian counterparts. For full details on this change, see the Temporary Skilled Migration Income Threshold update.

Calculating and Verifying Salary

To confirm your offer meets TSMIT or AMSR, take these steps:

1. Identify the base salary excluding superannuation and allowances.
2. Add any guaranteed allowances if they’re part of the ongoing remuneration package (e.g., shift allowances).
3. Compare the total package against TSMIT (currently AUD 73,150) or refer to reputable market surveys—such as industry salary guides or ANZSCO rate data—to establish the AMSR.

For example, if you offer AUD 68,000 base + AUD 6,000 allowances + 10% super (AUD 6,800), your total package of AUD 80,800 comfortably exceeds both TSMIT and most market rates for mid-level roles in metropolitan areas.

Common Salary Pitfalls

• Excluding superannuation: Super is a compulsory component of the remuneration package. Omitting it can push your total below the threshold.
• Ignoring allowances: Only guaranteed, ongoing allowances count. Ad-hoc bonuses or one-off payments won’t top up your salary.
• Under-quoting actual market rate: Relying on outdated or generic salary data can leave you under the AMSR. Always use up-to-date, role-specific surveys.
• Pro-rata confusion: For part-time roles, pro-rata calculations must still meet the threshold on a full-time equivalent basis.

By carefully calculating and documenting your employee’s total remuneration, you’ll sail through the salary compliance check—keeping both Home Affairs and your workforce happy.

Step 6: Prepare and Lodge the Employer Nomination Application

Once you’ve met Labour Market Testing and salary requirements, the next step is to nominate your overseas worker with the Department of Home Affairs. This nomination confirms that your business genuinely needs the specific skills of the applicant and is willing to comply with sponsorship obligations. All nominations are lodged online via ImmiAccount, though you can still use Form 456 in rare cases where electronic lodgement isn’t feasible.

Document Checklist for Employers

Before you start, gather and certify the following documents:

• Evidence of Standard Business Sponsorship approval (your SBS ID).
• Proof of business registration (ABN/ACN) and recent financial statements (profit and loss, balance sheet).
• A detailed Position Description outlining duties, qualifications and ANZSCO code.
• Employment contract or offer letter showing salary, hours and conditions.
• Labour Market Testing evidence: copies of advertisements, platforms used, dates and applicant numbers.
• Training Benchmark records or evidence of contributions to the Skilling Australians Fund.
• Organisational chart or company structure chart demonstrating where the nominee fits.

Having these at your fingertips reduces the chance of delays or departmental “Requests for Further Information.”

Completing the Online Nomination

1. Log into your ImmiAccount and select “Nominate a position” under your business sponsorship dashboard.
2. Enter the nominee’s personal details, ANZSCO code, occupation title and classification. Accuracy here is crucial—double-check spelling and numbers against your skills assessment.
3. Provide the start date, proposed period of employment and total remuneration package (ensure it aligns with TSMIT or AMSR).
4. Upload each supporting document with clear file names (e.g., “LMT_SeekAd_Mar2025.pdf”). ImmiAccount accepts PDFs, JPEGs and DOC/DOCX files up to 5 MB.
5. Review every section before submission. A single typo in the ANZSCO code or salary field can trigger a rejection or extended processing time.

Paying Nomination Fees

After you’ve reviewed your nomination, proceed to the fee payment screen. Current nomination fees for employer-sponsored visas vary by subclass—always refer to the Home Affairs fee schedule for up-to-date amounts.

• Payment methods include credit card, BPay or BPAY View, and select international bank transfers.
• Once payment is processed, save or print your transaction receipt. You’ll need it for your internal records and any future compliance audits.

Undertakings and Sponsor Obligations

By lodging the nomination, you undertake to:

• Continue paying the approved salary and agreed allowances for the duration of the nominee’s visa.
• Maintain training benchmark contributions for Australian employees (unless you hold accredited sponsor status).
• Notify Home Affairs within 28 days of any significant changes—such as business sale, restructuring, or if the nominee’s employment ends.
• Keep comprehensive records of employment terms and compliance documents for at least five years after visa grant.

Failing to honour these undertakings can result in sanctions ranging from nomination refusals to financial penalties or suspension of your sponsorship privileges. Once your nomination is lodged and paid, you’ll receive a Transaction Reference Number (TRN) to share with your nominee, who can then link their visa application to your nomination.

Step 7: Find and Secure an Employer Sponsor (for Applicants)

Finding an employer willing to sponsor you is a critical step in the journey to a sponsored visa Australia. It’s more than just submitting applications—it’s about targeted research, crafting a visa-focused pitch and building relationships with the right organisations. Below are practical strategies to connect with sponsors and stand out as a candidate they can’t ignore.

Identifying Potential Sponsors

First, compile a shortlist of businesses already approved to sponsor overseas workers. You can:

• Search the Department of Home Affairs’ list of approved sponsors by ANZSCO occupation.
• Tap into industry networks: LinkedIn groups, professional associations or alumni communities often share sponsor-friendly contacts.
• Attend job fairs and sector events—many employers there are actively seeking skilled migrants.

As you research, note each company’s size, location and past sponsorship experience. This intel helps you tailor your approach and demonstrates genuine interest.

Tailoring Your Application

Your resume and cover letter should meet two goals: market yourself as the ideal candidate and show you understand the sponsorship process. To do this:

• Highlight your ANZSCO code and key skills right up front—employers appreciate clear alignment with their nomination requirements.
• Emphasise any previous international or remote work experience, project outcomes and professional registrations (such as engineering licences or nursing certifications).
• Call out language proficiency, qualification equivalence and readiness to start the visa process.

A well-structured application that mirrors the job description and addresses sponsorship milestones will rise to the top of the pile.

Working with Recruitment Agencies

Recruitment agencies specialising in sponsored-visa placements can open doors, but choose wisely:

• Look for agencies with proven success in employer-sponsored roles—ask for case studies or sponsor testimonials.
• Clarify their fee structure upfront. Ethical agents will charge employers, not candidates.
• Ask about their process: How do they match you with sponsors? What support do they offer during the nomination and visa lodgement?

A reputable agency becomes your advocate, helping you refine your pitch and navigate employer requirements.

Sample Sponsor Outreach Email

Use the template below to reach out to hiring managers or HR teams. Keep it concise, professional and visa-aware:

Subject: Mechanical Engineer (ANZSCO 233512) – Available for Sponsorship

Dear [Hiring Manager Name],

I hope you’re well. I’m a mechanical engineer (ANZSCO 233512) with five years’ experience in process optimisation and CAD design, and I’m keen to bring my skills to [Company Name]. I hold a positive skills assessment from Engineers Australia and meet the English, health and character requirements for a TSS visa (subclass 482).

I’ve attached my resume and cover letter, which outline how I’ve delivered cost savings and reduced downtime by 15% in my current role. I’m ready to begin the sponsorship process immediately and would welcome the chance to discuss how I can contribute to your team.

Thank you for considering my application. I’ll follow up in one week but please feel free to contact me on +63 912 345 6789 or via email at [your.email@example.com].

Warm regards,

[Your Name]
[LinkedIn Profile] | [ANZSCO Code] | [Passport Nationality]

A polite follow-up that restates your interest and availability can keep the conversation moving. With focused research, a tailored application and strategic outreach, securing an employer sponsor becomes a goal you can actively chase rather than a distant hope.

Step 8: Gather Your Visa Application Documents

Gathering every required document before you start your online application will save you time and headaches. Missing paperwork can trigger a Request for Further Information (RFI) that stalls your visa processing—so aim for a complete, well-organised bundle right from the get-go. Store certified copies and translations in clearly named folders; when it’s time to upload, you’ll breeze through each ImmiAccount prompt.

Your file package will cover personal identity evidence, employment records (including labour market testing proof), skills assessments, English test results, health checks, character certificates and any necessary translations. Below is a breakdown of each category and what to include.

Identity and Civil Documents

These documents establish your personal details and family status:

• Passport bio page(s) – clear colour scans of all current and expired passports
• National identity card (if relevant)
• Birth certificate – showing your full name and parents
• Marriage certificate or divorce decree – for any name changes
• Change-of-name documentation – if you’ve legally changed your name

Evidence of Employment and LMT

Your work history and proof you tested the local labour market:

• Signed employment contracts or offer letters detailing role, hours and salary
• Recent payslips – typically the last six months (or as specified for your visa)
• LMT advertisement records – screenshots or PDFs with dates, platform names and ad content
• Reference letters – on company letterhead, outlining duties, dates of employment and contact details

Skills Assessments and Qualifications

Verifies that your overseas credentials meet Australian standards:

• Skills assessment report – from the relevant assessing authority (e.g., Engineers Australia, VETASSESS)
• Degree certificates and academic transcripts – certified copies matching your skills assessment
• Professional registrations or licences – such as AHPRA registration for nurses or electricians’ licences

English, Health and Character Certificates

Required checks to protect Australia’s health and safety standards:

• English language test results – IELTS, PTE, TOEFL scores that meet minimum visa requirements
• Health examination report – completed by a Department-approved panel physician (including chest X-ray)
• Police certificates – from every country where you’ve lived 12+ months in the past 10 years, issued within 12 months of lodgement

Document Translation and Certification

Ensures non-English documents are accepted by Home Affairs:

• Certified translations – by a NAATI-accredited translator or equivalent body
• Translator’s declaration – stating the translation is complete and accurate
• Certification of copies – each translated and original document copy stamped and signed by a qualified certifier (e.g., notary public or justice of the peace)

By systematically collecting and naming each file (for example, Passport_YourName.pdf or SkillsAssessment_Report.pdf), you’ll minimise errors when uploading and speed up your pathway to a successful sponsored visa application.

Step 9: Lodge Your Visa Application Online

Once your employer nomination is approved, it’s time to switch gears and submit your own visa application. Australia’s Department of Home Affairs uses ImmiAccount, a secure online portal where you complete forms, upload documents and pay fees. A smooth lodgement hinges on accuracy and organisation—so set aside time, gather your final checks, and follow these steps to avoid delays.

Setting Up and Managing ImmiAccount

If you don’t already have one, head to the Home Affairs website and register for an ImmiAccount. Use a valid email address you check regularly, since all status updates and requests for further information (RFIs) will arrive there.

• Verify your email and save your ImmiAccount credentials in a password manager.
• Link the nomination: when your sponsor shares a Transaction Reference Number (TRN), log in, select “Link to an existing nomination” and enter that TRN.
• Turn on email and SMS notifications under “My details” so you never miss a departmental message.

Completing Application Forms

Inside ImmiAccount, choose “New application” and pick the visa subclass you’re applying for (e.g., 482, 494, 190 or 491). You’ll work through a series of screens covering:

• Personal details: name, date of birth, passport biography page.
• Visa-specific questions: occupation, ANZSCO code, health and character declarations.
• Dependent information: dependents (spouse, children or other eligible family members).

Tip: keep your answers consistent with your nomination. A typo in your ANZSCO code or passport number can trigger an RFI and slow down processing.

Uploading Supporting Documents

ImmiAccount accepts PDF, JPEG and DOC/DOCX files up to 5 MB each. Before you hit “Upload,” rename your files with clear identifiers, for example:

• Passport_YourName.pdf
• SkillsAssessment_Report.pdf
• HealthExam_PanelPhysician.pdf
• PoliceCertificate_CountryName.pdf

Group related files into folders on your computer—“Identity,” “Employment,” “Health & Character”—so you can quickly locate each document when prompted. Double-check every upload to make sure it’s legible, correctly certified and in the right section.

Paying Visa Application Fees

Once all forms and documents are in place, you’ll be prompted to pay the visa application charge. Fees vary by subclass and number of dependents. Common payment methods include:

• Credit/debit card (Visa, MasterCard, AMEX)
• BPay (for Australian bank accounts)
• International money transfer (if you’re offshore)

After payment, ImmiAccount generates a receipt and lodgement confirmation. Save or screenshot these for your records. Your application status will update to “Received” or “In Progress,” and you’ll see an Application Transaction Reference Number (TRN)—keep this safe, as it’s your key to tracking progress and responding to any RFIs.

By following these steps—setting up ImmiAccount, completing forms accurately, uploading well-named files and paying fees promptly—you’ll lodge a clean, compliant application and speed up your journey to working in Australia under a sponsored visa.

Step 10: Respond to Post-Lodgement Requests

Once you’ve lodged your nomination and visa application, the Department of Home Affairs may come back with requests for further information (RFIs), health check instructions or additional evidence. Timely and accurate responses keep your case moving and reduce the risk of delays or refusals. In this section, we’ll walk you through the common post-lodgement requests and show you how to handle them efficiently.

Understanding Requests for Further Information

Home Affairs can issue an RFI if they need clarification, missing documents or corrections in your application. Typical RFI triggers include:

• Incomplete fields (e.g., mismatch in ANZSCO codes or passport details)
• Expired police certificates or health reports
• Gaps in employment history or unverified qualifications

You’ll receive an email via ImmiAccount outlining what’s needed and a deadline—often 28 days. To respond:

1. Log into ImmiAccount and find the “Requests” tab.
2. Review each item carefully, noting file formats and size limits.
3. Upload corrected forms or missing documents in the specified sections.
4. Add a brief message summarising your attachments.

Meeting the deadline is crucial—late replies can lead to automatic refusal. If you need more time, submit a written request before the due date explaining your situation.

Booking Health Examinations

If a health check is outstanding or incomplete, you’ll get a specific instruction through ImmiAccount. Here’s how to proceed:

• Identify a panel physician near you via the Home Affairs Panel Physicians list.
• Schedule your examination promptly—some clinics have waiting periods of two to three weeks.
• Bring your ImmiAccount instruction letter, passport and any previously issued X-rays or test results.
• Follow up on any additional tests (e.g., HIV or chest CT) as directed by the physician.

Once complete, the clinic will submit results directly to Home Affairs. Keep your own copy of the medical report in case of discrepancies.

Submitting Additional Evidence

Sometimes you’ll be asked to provide more proof—like original skills assessment letters, updated payslips or further character documents. To streamline this:

• Organise your files into clear folders: “Qualifications,” “Employment,” “Health” and “Character.”
• Use consistent file names (e.g., SkillsAssessment_YourName.pdf).
• Ensure certified translations and certifiers’ stamps are visible.
• Upload documents via the “Attach documents” button under your application in ImmiAccount.

A concise covering note that lists each document and its purpose can help the case officer navigate your response.

Monitoring Application Progress

Keeping an eye on your application status helps you catch any new requests immediately:

• In ImmiAccount, check the “View emails and letters” and “Status” sections daily.
• Use the Visa Entitlement Verification Online (VEVO) system to confirm when your visa is granted and view any special conditions: https://immi.homeaffairs.gov.au/visas/visa-entitlement-verification-online
• Enable email and SMS alerts in ImmiAccount to avoid missing critical updates.
• If processing times exceed published estimates, you can contact the Home Affairs office with your Transaction Reference Number (TRN).

By staying organised, communicating clearly and acting swiftly on RFIs, health instructions or additional evidence requests, you’ll keep your sponsored visa application on track and move one step closer to calling Australia home.

Step 11: Comply with Post-Grant Obligations and Plan Next Steps

Congratulations—your sponsored visa has been granted. But the journey doesn’t end here. Both sponsors and visa holders must honour ongoing obligations, and many temporary visas lead to further opportunities, including permanent residency. Below is a roadmap for what to do once your visa is live and how to prepare for what comes next.

Ongoing Sponsor Duties

Once your nominee starts work, you become responsible for:

• Continuing salary and conditions
  Keep paying at or above the approved salary (TSMIT/AMSR) and any guaranteed allowances for the entire visa period.
• Training Benchmark contributions
  Unless you’re an accredited sponsor, show proof of your annual Skilling Australians Fund payments or equivalent expenditure on local staff training.
• Notifying Home Affairs of changes
  Within 28 days, report major shifts like a change in business ownership, restructure, or if the sponsored employee leaves or changes roles.
• Record-keeping
  Maintain copies of employment contracts, payslips, training invoices and compliance documents for at least five years after visa expiry or cancellation.

Meeting these duties protects your sponsorship status and minimises the risk of penalties or audits.

Visa Holder Conditions

As a visa holder, you must:

• Work only for your sponsor
  Most sponsored visas tie you to the nominating employer. If you change jobs, you’ll need a new nomination and visa.
• Adhere to location or role restrictions
  Regional visas (subclass 494, 491) require you to live and work in the specified area for a set period.
• Maintain valid health insurance
  Keep an adequate cover for the duration of your stay to avoid breaching visa conditions.
• Inform Home Affairs of personal updates
  Notify any address changes, marriage, or new dependents within 28 days to ensure your records are current.

Failing to comply can lead to visa cancellation or affect future applications.

Pathways to Permanent Residency

Many temporary sponsored visas are stepping stones to permanent residency:

• 482 → 186 (TRT stream)
  After at least two years with the same sponsor on a Medium-term or Labour Agreement stream, you can apply for a direct Permanent Residency via the Employer Nomination Scheme (subclass 186).
• 482 → 186 (DE stream)
  If you hold relevant skills assessments and three years of post-qualification experience, you may apply under the Direct Entry stream without prior 482 sponsorship.
• 494 → 191
  Live and work in a designated regional area for at least three years, then you can lodge your Skilled Work Regional (Permanent) visa (subclass 191).
• 491 → 191
  After three years in a regional location and earning at least 2,000 points of income, you may transition to the subclass 191 regional permanent visa.

Understanding these timelines and requirements early helps you plan milestones—like skills assessments, English tests or residency durations—well before you’re eligible.

When to Seek Expert Advice

Even with careful planning, immigration rules can change, and individual circumstances vary. Reach out to a qualified migration agent or lawyer if you encounter:

• Complex family or health scenarios
  Dependents with special needs or medical issues may require tailored advice.
• Regulatory updates
  Policy shifts—like changes to salary thresholds or occupation lists—can affect your eligibility or obligations.
• Compliance audits or disputes
  If Home Affairs contacts you for an audit, or if your nomination or visa is under investigation, professional guidance is crucial.
• Appeals and reviews
  Should your application be refused or your visa cancelled, you may have rights to appeal to the Migration and Refugee Division of the Administrative Appeals Tribunal.

Early, expert intervention can protect your status and smooth the path to permanent settlement.

With these post-grant steps in hand, both sponsors and visa holders can confidently navigate their responsibilities, maintain compliance, and chart a clear route to Australia’s permanent residency options.

Your Path to an Australian Sponsored Visa Starts Here

You’ve now got a clear, step-by-step blueprint—from selecting the ideal visa and confirming your eligibility through to nomination, application lodgement and post-grant obligations. Working through each stage methodically will help you sidestep common delays and move forward with confidence.

At Simon Mander Consulting P/L, our team combines over 22 years of migration law expertise with personalised service. Whether you’re an employer keen to secure specialist skills or a professional seeking sponsorship, we’ll guide you through every requirement, document check and deadline.

Ready to make your move? Head over to simonmander.com to download our free skilled migration booklet, browse in-depth guides or arrange a one-on-one consultation. Let’s turn your Australian sponsorship journey into a success story—together.

SMCadmin

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