Updated guidance and practical steps to secure employer sponsorship for Australia’s temporary and permanent employer-sponsored visas (subclass 482 / Skills in Demand and subclass 186 / ENS). Includes requirements, employer obligations, document checklists, processing tips and a comparison table.
Caveat: Australian migration rules change frequently. Always confirm final requirements on the Department of Home Affairs website and with a registered migration agent before lodging applications.
Quick summary (TL;DR)
· Subclass 482 (Skills in Demand) — temporary employer-sponsored visa for skilled workers; three main streams (short-term, medium-term, labour agreement). Employers nominate positions where suitably skilled Australians are not available.
· Subclass 186 (Employer Nomination Scheme, ENS) — permanent residency pathway for skilled workers nominated by an approved employer (streams: Temporary Residence Transition, Direct Entry, and Labour Agreement).
· How to secure sponsorship: find employer willing to sponsor → employer becomes approved sponsor → nomination lodged and approved → applicant lodges visa with evidence (skills, English, health, character). Detailed steps below.
Table: 482 vs 186
1. Understanding the visas
Subclass 482 — Skills in Demand
The Skills in Demand (subclass 482) visa permits employers to sponsor skilled workers where an Australian worker is not available. The visa has streams (short-term, medium-term and labour agreement) that determine duration, occupation lists and transition options to permanent residency. Employers must meet sponsorship obligations, nominate an occupation, and usually demonstrate labour market testing.
Subclass 186 — Employer Nomination Scheme
The ENS (subclass 186) grants permanent residency to skilled workers nominated by Australian employers. Streams include:
– Temporary Residence Transition (TRT): for existing 482 holders who have worked for the nominating employer for the required period.
– Direct Entry: for applicants who have not worked in Australia long enough but meet skills and experience criteria.
– Labour Agreement: where a labour agreement exists between employer and government.
2. Step-by-step: How to secure employer sponsorship
Step A — Job search and targeting sponsoring employers
– Focus on industries and occupations currently in demand (check the Medium and Long-Term Strategic Skills List and relevant state DAMA/designated area arrangements).
-Target employers who have sponsored before or advertise “willing to sponsor” roles. Use sector job boards and LinkedIn; approach recruiters with sponsorship experience.
Step B — Prepare a sponsorship-ready CV and evidence
– Tailor CV to the ANZSCO occupation description.
– Compile certified copies of qualifications, employment references (with start/end dates, duties, hours/week), and registration licences where required.
– English test results if already available (IELTS, PTE, OET etc.).
– Keep police checks and passport pages ready.
Step C — Employer becomes an approved sponsor
– Employer lodges an application to become an approved standard business sponsor and meet obligations (show legal operation, training requirements, workforce composition). This step can take time and requires genuine business documentation.
Step D — Employer nomination for the role
– Employer lodges the nomination specifying the role, salary, location, and that labour market testing was performed (where required).
– Nomination must satisfy the Department that the position is genuine, market-rate salary is offered (meet the Temporary Skilled Migration Income Threshold or (ASMR) as applicable), and that the employer meets training obligations or alternatives.
Step E — Applicant lodges the visa application
– Once nomination approved, lodge visa with supporting documents: identity, skills assessment (if required), employment evidence, English, health and character checks, and any applicant-specific requirements for the chosen stream.
3. Employer obligations and best practices
– Maintain a genuine position and employment contract.
– Comply with sponsorship obligations: keep records, notify Home Affairs of changes, ensure workplace conditions meet Australian law and the nominated terms.
– Meet training benchmarks or evidence of contribution to local skill development (some sponsors must show investment into Australian workforce training).
4. Applicant requirements — checklist
Common documents and requirements
– Valid passport and ID pages.
– Evidence of qualifications (degrees, transcripts), certified and translated if needed.
– Employment references detailing role, duties, hours, and dates.
– Skills assessment for Direct Entry 186 or where listed as required.
– English language evidence (IELTS/PTE/OET) depending on stream and occupation.
– Health examination results (as requested).
– Police certificates.
– Evidence of relationship/dependants (if family included).
– Evidence employer provided labour market testing and contract.
5. Processing times & practical timing
Processing times vary by stream, occupation and current caseload. ENS (186) processing can be lengthy; allow several months to over a year in some categories — employers should plan ahead. Temporary 482 processing times also vary; plan early and lodge complete applications to avoid delays. Recent reporting suggests extended ENS processing times for certain streams — confirm current estimates on Home Affairs and visa processing dashboards.
6. Common pitfalls and how to avoid them
– Incomplete evidence: missing or vague employment references cause delays or refusals—provide precise dates, duties, and hours.
– Salary below market: ensure salary meets Department thresholds (ASMR/TTS).
– Poorly described occupation: align role to correct ANZSCO code and provide a strong position description.
– Late sponsor approval: employers must be approved sponsors before nomination—start employer paperwork early.
– Assuming all 482 streams lead to PR: transition options depend on stream and time with employer—confirm pathway for chosen occupation/stream.
7. Tips for candidates to become more attractive to sponsors
– Obtain recognized certifications, licences and positive referees in target industry.
– Show flexibility (regional willingness increases employer interest and can open pathways via DAMA/designated area arrangements).
– Build a proven record of performance (projects, KPIs, measurable achievements).
– Understand employer needs and prepare a tailored pitch showing immediate value.
8. Evidence checklist employers should collect (for nomination)
– Business registration and ABN documents.
– Financial statements to show ability to pay the nominated salary.
– Evidence of recruitment/labour market testing (ads, dates, responses).
– Position description and employment contract.
– Training/workforce development evidence or plan.
– Past sponsorship history (if any)
9. Regional and state variations
Some regions and states have Designated Area Migration Agreements (DAMA) or special regional lists offering tailored occupation lists and concessions. Check state government pages if an employer operates in a designated area. Regional roles often have increased chances for sponsorship and sometimes different English/salary requirements.
10. FAQs
Q: Can a 482 visa holder apply for permanent residency?
A: Yes — certain medium-term 482 holders and those meeting TRT criteria can transition to subclass 186 or other PR pathways, depending on employer and time employed. Check stream conditions carefully.
Q: How long does an employer take to become an approved sponsor?
A: Approval time varies. Gather business documentation early and ensure compliance with sponsorship obligations to avoid delays.
Q: Do sponsors pay a fee?
A: Yes — there are sponsor approval and nomination fees, and employers must meet obligations such as training benchmarks. Applicants also pay visa application charges. Check Home Affairs fee schedule.
11. Final practical checklist (quick)
1. Identify target occupation and confirm ANZSCO code.
2. Research whether the occupation is on the applicable list (MLTSSL/STSOL or DAMA lists).
3. Prepare certified documents (qualifications, references, English).
4. Approach employers with sponsorship capability; present tailored value proposition.
5. Employer seeks sponsor approval (if required) → lodges nomination → applicant lodges visa.
6. Complete health and police checks promptly.
7. Monitor processing times; maintain communication with employer and migration advisor.