For candidates finding sponsors.
For employers finding talent.
We prepare both.
Australia’s employer-sponsored pathway connects skilled overseas workers with Australian businesses. The 2024 reforms restructured the entire system. We help candidates secure visas under the new Skills in Demand framework, and we help employers nominate compliantly under tighter market salary obligations.
Who this is for
For skilled candidates
- Overseas skilled workers with a job offer from an Australian employer
- 482 holders preparing for the transition to permanent residence via 186
- Onshore candidates whose 482 employment has ended and have the 180-day grace period to find a new sponsor
- Candidates whose occupation appears on the Core Skills Occupation List or whose salary meets the Specialist Skills threshold
For Australian employers
- Australian businesses that need Standard Business Sponsorship to bring in skilled overseas workers
- Existing sponsors preparing nomination applications under the post-December 2024 rules
- Businesses planning permanent nominations via SC186 after a candidate's 482 tenure
- Employers needing to navigate market salary rate compliance and quarterly payroll data matching
The requirements at a glance
Two visa subclasses, with requirements that apply to both sides of the sponsorship.
SC482 — Skills in Demand (Temporary)
A 4-year temporary employer-sponsored visa with three streams: Core Skills (occupation must be on the Core Skills Occupation List, salary at or above the Core Skills Income Threshold), Specialist Skills (no occupation list, salary at or above the Specialist Skills Income Threshold, significantly faster processing), and Essential Skills (sector-specific Labour Agreements for industries like aged care and disability support). Core Skills is the largest stream by visa grant volume.
SC186 — Employer Nomination Scheme (Permanent)
A permanent residence visa with two streams: Temporary Residence Transition (for 482 holders who have worked with their sponsoring employer for 2+ years) and Direct Entry (for candidates not currently in a 482 with a strong sponsorship case). Salary alignment with the Core Skills Income Threshold applies to most 186 nominations. The TRT stream is the most common pathway for candidates planning long-term migration via employer sponsorship.
For candidates: core requirements
- Job offer from an approved sponsor — secured from an Australian employer who is (or can become) a Standard Business Sponsor
- Eligible occupation — your role must align with an ANZSCO occupation; Core Skills requires the occupation to appear on the Core Skills Occupation List, Specialist Skills does not require list inclusion
- 1 year of full-time work experience — in the nominated occupation within the past 5 years for SC482 Core Skills
- English language proficiency — current minimum standards apply (IELTS or equivalent accepted tests); exemptions apply for passport holders from certain English-speaking countries, those with 5+ years of English-medium study, and other specific circumstances. SC186 permanent residence requires a higher level (Competent English) than SC482
For employers: core obligations
- Standard Business Sponsorship approval — the business must be (or become) an approved sponsor; the application assesses financial viability, training contribution capacity, and ability to meet sponsor obligations
- Salary at the income threshold AND market rate — both tests apply (whichever is higher); the Annual Market Salary Rate is monitored through quarterly payroll data matching with the ATO
- Labour Market Testing — employers must demonstrate genuine attempts to recruit locally before sponsoring, with specific advertising timing and content requirements; some exemptions apply
- Ongoing sponsor obligations — Skilling Australians Fund (SAF) levy at nomination, record-keeping requirements, and active maintenance of market salary rates throughout the visa period
How we prepare your employer-sponsored case
Employer-sponsored migration is the most multi-party visa pathway in Australia. The candidate, the employer, the occupation, the salary, the market rate, and the timing all need to align before lodgement. Our methodology covers both sides.
01
Sponsor and nomination readiness check
We assess whether the employer is (or can become) a Standard Business Sponsor, whether the nominated role aligns with an eligible ANZSCO occupation, and whether the salary meets both the income threshold and the market rate. Sponsor-side issues account for a large share of refusals.
02
Stream and pathway selection
We help you decide between Core Skills, Specialist Skills, or Essential Skills under SC482 — and whether to plan toward SC186 permanent residence via Temporary Residence Transition or Direct Entry. The right stream depends on salary, occupation, and your long-term migration goals.
03
Evidence and documentation assembly
Employment records, English evidence, health and character documentation, and (for employers) Labour Market Testing. We also check whether a skills assessment is required for your occupation and nationality — many SC482 applicants don’t need one.
04
Lodgement and ongoing compliance
We prepare the sponsorship, nomination, and visa applications as a coordinated package. After lodgement, we support employers with ongoing compliance — including the quarterly payroll data matching that now applies under Skills in Demand rules.
Timeline & cost
Processing times for SC482 vary significantly by stream. The Specialist Skills stream has been processed in as little as 7 days. The Core Skills stream has been taking up to 8 months in recent allocations. The Essential Skills stream timing depends on the specific Labour Agreement in place. For SC186, processing times depend on whether the application is under the Temporary Residence Transition or Direct Entry stream.
The total cost of an employer-sponsored case spans three Departmental fees — sponsorship, nomination, and visa application — and is divided between the employer (sponsorship and nomination) and the candidate (visa application). Each component has its own current charge structure. We’ll walk you through the full current cost during your consultation.
What’s worth understanding strategically: the Skills in Demand framework introduced ongoing compliance obligations, including the requirement to maintain market salary rates throughout the visa period. Lodgement is not the end of the work — it’s the beginning of a longer compliance relationship that the Department actively monitors.
Why decision-ready matters
Employer-sponsored visa refusals carry consequences for both sides. A refused nomination can affect the employer’s sponsorship history and pending applications. A refused visa for the candidate becomes part of their immigration record and may affect future applications. Both parties have a stake in the application being prepared properly.
The most common avoidable issues we see:
- Salary that meets the income threshold but not the market rate (the AMSR test catches many otherwise-eligible nominations)
- ANZSCO occupation misalignment between the role's actual duties and the nominated code
- Labour Market Testing that has lapsed or wasn't conducted to current standards
- Not knowing whether your occupation and nationality combination requires a skills assessment in the first place
- Sponsor obligations not fully understood or implemented — training contributions, record-keeping, market salary maintenance
Employer-sponsored migration is not just a visa application. It’s a multi-year compliance relationship. We prepare both sides to enter it ready.
Take the next step
Discuss your sponsorship pathway
Whether you have a sponsor in place or are exploring your options, book a consultation. We’ll work through your occupation, salary expectations, skills assessment requirements, and your route to permanent residence via SC186.
Discuss sponsorship and compliance
Whether you’re becoming a new sponsor or managing existing sponsorships, book a consultation. We’ll work through your nomination strategy, market salary obligations, Labour Market Testing, and compliance under the post-2024 rules.
Frequently asked questions
The SC482 number stayed the same, but the structure changed significantly. The old two-stream system (Short-term and Medium-term) was replaced with a three-stream system: Core Skills, Specialist Skills, and Essential Skills. Two separate occupation lists were consolidated into the Core Skills Occupation List. Work experience requirements were reduced from 2 years to 1 year. The grace period to find a new sponsor was extended from 60-90 days to 180 days. The pathway to permanent residence via SC186 was made more accessible across all streams.
Yes. The Temporary Residence Transition stream of SC186 is designed for SC482 holders who have worked for their sponsoring employer for 2 or more years. The Direct Entry stream of SC186 is also available in some circumstances. The pathway and timing depend on your stream, your employer, your occupation, and your salary level. We’ll work through the specifics during consultation.
The AMSR is the salary an equivalent Australian worker would earn in the same role in the same location. Sponsored salaries must meet BOTH the relevant income threshold (Core Skills or Specialist Skills) AND the AMSR. If the market rate is higher than the threshold, the market rate applies. Quarterly payroll data matching by the Department of Home Affairs and the ATO now flags any discrepancy between nominated and actual salaries.
Yes. Standard Business Sponsorship is the foundation that allows an Australian business to nominate overseas workers under SC482 and certain other visa subclasses. The application assesses the business’s financial viability, training contribution capacity, and ability to meet sponsor obligations. New sponsor applications typically take additional time on top of nomination and visa processing, so building this into the timeline is important.
Since the 2024 reforms, you have 180 days from the date of employment ending to either find a new sponsor and transfer your nomination, depart Australia, or apply for a different visa. The 180-day window is significantly longer than the pre-2024 period. Your visa remains valid during this period; the clock is on finding the next sponsorship or visa pathway.
This page provides general information about Australian visa programs. It does not constitute migration advice. Your individual circumstances may affect eligibility, processing, and outcomes. Book a consultation for personalised advice from a registered migration agent (MARN 2418399).