Are you looking to sponsor foreign workers for your business to fill skill gaps that you are unable to source from the Australian labour market? In order to be eligible to do so, you may be required to conduct labour market testing. This means advertising the position in Australia in accordance with specified requirements to demonstrate that no suitably qualified and experienced Australian worker or eligible temporary visa holder is readily available to fill the nominated position.
In this article, we discuss when labour market testing is required and the manner in which it must be undertaken, including the subclass 482 visa labour market testing requirements and the subclass 494 labour market testing requirements. We also examine the labour market testing requirements that apply to Designated Area Migration Agreements, certain Industry Labour Agreements and the Global Talent Employer Sponsored visa program, with links to further information.
But before we delve deeper into the labour market testing requirements that apply to specified visa programs, let us first begin by providing a summary of the applications that are required to be lodged if you are seeking to sponsor an overseas worker.
How Can You Sponsor Workers In Your Business?
The main visa programs under which you may sponsor or nominate a foreign worker in your business are as follows:
- Subclass 482 Temporary Skill Shortage (TSS) visa;
- Subclass 494 Skilled Employer Sponsored Regional (SESR) (Provisional) visa; and
- Subclass 186 Employer Nomination Scheme (ENS) visa.
Subclass 482 Temporary Skill Shortage Visa
The Subclass 482 Temporary Skill Shortage (TSS) visa is a temporary employer sponsored visa which allows your sponsored employee to live and work in Australia for up to either two or four years. It also provides a pathway to permanent residency after two years, provided that specified requirements are met at that time.
To apply for a TSS visa, three applications must be lodged, as set out below:
- as the employer, you must apply for, and be approved as, a Sponsor. Alternatively, you may apply to enter into a Labour Agreement with the Government;
- you must apply to nominate the foreign worker for the position (this is the relevant application where subclass 482 visa labour market testing requirements may apply); and
- the foreign worker must separately apply for the visa.
All three applications can be lodged with the Department of Home Affairs (the Department) at the same time. If your business already has an approved sponsorship or labour agreement in place, only a nomination and visa application is required (sponsorships and labour agreements generally last for a period of five years).
The TSS visa program comprises of the following streams (you must select one of these streams when applying):
- Short-term (ST) stream – this stream is for employers to source genuine temporary overseas skilled workers to fill short-term positions in a range of occupations for a maximum of two years (or up to four years if an international trade obligation applies), with eligibility to apply for permanent residence after two years;
- Medium-term (MT) stream – this stream is for employers to source highly skilled overseas workers to fill medium-term critical skills for up to four years, with eligibility to apply for permanent residence after two years; and
- Labour Agreement stream – this stream applies where the employer has entered into a labour agreement with the Government to source skilled overseas workers, where there is a demonstrated need that cannot be met in the Australian labour market and the standard visa programs are not available (for example, the occupation that is required to be filled in the business is not included on the skilled occupation list that applies to the TSS visa program). A labour agreement is an alternative to a standard business sponsorship.
Please refer to our article on the Subclass 482 – A Guide to Temporary Skill Shortage for further information about this employer sponsored visa program.
Skilled Employer Sponsored Regional (Provisional) Visa
The Subclass 494 Skilled Employer Sponsored Regional (SESR) (Provisional) visa is a provisional visa which provides a pathway to permanent residence with the Subclass 191 Permanent Residence (Skilled Regional) visa after three years if specified requirements are satisfied at that time. The SESR visa requires the visa holder to live and work in a designated regional area of Australia. The term of the SESR visa is five years.
A SESR visa holder can travel to and from Australia on an unrestricted basis over the visa term. They are also entitled to enrol in Medicare, Australia’s public health care scheme.
As with the TSS application, to apply for a SESR visa, there are three applications:
- Sponsorship or labour agreement application to be lodged by the employer (as sponsorships and labour agreements generally last for a period of five years, the employer will need to submit an application for sponsorship or for a labour agreement if they do not already have a current sponsorship approval or executed labour agreement in place). The employer must be a standard business sponsor or have an executed labour agreement to sponsor workers under the SESR visa program; in the same way as is required to sponsor overseas workers for a TSS visa);
- Nomination application to be lodged by the sponsoring employer (this relates to the nominated position and is also the relevant application where labour market testing requirements may apply); and
- Visa application to be lodged by the foreign worker (here they need to meet visa grant criteria relating to such things as their qualifications, skills, experience, English language proficiency and age).
There are two streams available under the SESR visa program:
- Employer Sponsored stream – this stream is for Australian businesses in regional Australia to source skilled overseas workers to fill skilled positions for five years, with a pathway to apply for permanent residence after three years. Note that Overseas Business Sponsors are not eligible to sponsor workers under this stream; and
- Labour Agreement stream – this stream is for employers in regional Australia that have entered into a labour agreement with the Government to sponsor skilled overseas workers in their business for five years, because there is a demonstrated need that cannot be met in the Australian labour market and the standard visa programs are not available. This stream also provides a pathway to apply for permanent residence after three years.
To learn more about the SESR visa program, please see our Skilled Regional Visa Australia article.
Employer Nomination Scheme Visa
The Subclass 186 Employer Nomination Scheme (ENS) visa program is an employer nominated visa which grants the employee permanent residence in Australia. It comprises of the following visa streams:
- Temporary Residence Transition (TRT) – this requires that the visa applicant hold a Subclass 482 visa and to have worked for the nominating employer on a full-time basis for at least two years in the three-year period immediately before lodging the nomination application (there are other specified requirements). The nominated occupation must be in the same 4-digit ANZSCO unit group that formed the basis for granting the Subclass 482 visa;
- Direct entry – this applies if the employee does not qualify for the TRT stream. To qualify under this stream, the employee is required to have at least three years of relevant skilled work experience and a positive skills assessment in their nominated occupation (unless an exemption applies). The occupation associated with the nominated position must also be on the relevant occupation list at the time of nomination. This stream grants immediate permanent residence (unlike the TRT and labour agreement streams, which require the employee to hold a TSS visa for a certain period before being eligible for an ENS permanent residency visa);
- Labour Agreement – the nominating employer must have a labour agreement in place under this stream. The employee must have the minimum qualifications, experience and English language skills that are suitable to perform the occupation (as set out in the labour agreement). Prospective visa applicants can only be nominated in the occupations listed in the labour agreement. The employee may be eligible for an ENS permanent residency visa if they hold a TSS visa that was issued in accordance with the terms of the labour agreement. Alternatively, the employee may qualify for PR under the TRT stream after two years (unless the employee has been nominated for occupation code 070499, which is not an ANZSCO occupation, in which case they are not eligible for a Subclass 186 ENS visa under the TRT stream).
To apply for a subclass 186 ENS visa, two applications must be lodged: one for the nomination (which relates to the position) and one for the visa (which relates to the visa applicant meeting specified criteria for grant of the visa). Although there are no prescribed requirements for labour market testing for the186 visa per se, there is a genuine position criterion which applies at the nomination stage, This is discussed further below in this article.
To learn more about the changes to the ENS visa be introduced on 25 November 2023, please refer to our article All Subclass 482 TSS Visa Holders To Be Eligible For Permanent Residency From 25 November 2023.
Please also refer to our article on the Employer Nomination Migration Scheme to learn more about the ENS visa program.
So, To Summarise …
To sponsor foreign workers under the employer sponsored stream of the TSS or SESR visa program, the employer must be granted approval as a Standard Business Sponsor.
if the business seeks to sponsor overseas workers under the labour agreement stream of the TSS or SESR visa program, the employer must have an executed labour agreement with the Government.
A standard business sponsorship is an alternative to a labour agreement.
For the ENS visa program, you must be the current sponsor (i.e. the most recently approved sponsor) of the subclass 482 visa holder to nominate under the TRT stream. Or to nominate under the labour agreement stream, the nominating employer must have a current labour agreement in place. The direct entry stream is not subject to any such criteria (i.e. no standard business sponsorship or labour agreement is required).
Now that we have explained how the TSS, SESR and ENS visa programs work, let us now turn to the labour market testing requirements that may apply when sponsoring a foreign worker, including the subclass 482 visa labour market testing requirements.
When Is Labour Market Testing Required?
Standard business sponsors must undertake labour market testing (and provide evidence) in relation to the nominated occupation, unless this is inconsistent with Australia’s international trade obligations, or specified exemptions apply.
Labour market testing is required when nominating a foreign worker under the following employer sponsored visa programs:
- Subclass 482 Temporary Skill Shortage (TSS) visa (Short-term and Medium-Term streams); and
- Subclass Skilled Employer Sponsored Regional (SESR) (Provisional) visa.
The prescribed labour market testing requirements that are discussed below only apply to non-labour agreement nominations under the TSS and SESR programs. Why is this so? Because to enter into a labour agreement, the employer must demonstrate that it has attempted to recruit staff from the Australian labour market (i.e. it must conduct labour market testing as a requirement for entering into the agreement). Evidence of labour market testing is only required at the nomination stage if this is specified in the labour agreement, and must be conducted in accordance with the terms of the labour agreement. Special labour market testing rules also apply to Designated Area Migration Agreements (this is discussed further below in this article).
What Are The Labour Market Testing Requirements?
The labour market testing requirement is met if:
- the approved sponsor has undertaken labour market testing for the nominated position within the required period;
- the labour market testing was undertaken in the required manner;
- the nomination is accompanied by evidence of labour market testing; and
- having regard to the evidence and any other information provided, the Department is satisfied that there is no suitably qualified and experienced Australian worker or eligible temporary visa holder who is readily available to fill the nominated position.
Let us now examine each of the above criteria in more detail.
Required Period For Labour Market Testing
The approved sponsor must have undertaken labour market testing:
- within four months before the nomination application is lodged; or
- since any redundancies or retrenchments have occurred if any Australian workers has been made redundant or retrenched from the same or similar occupations in the business of the sponsor (or an associated entity) in the four months before lodgement of the nomination application.
Please note that if the sponsor (or an associated entity) has made any Australian workers redundant or retrenched from positions in the nominated occupation in the previous four months, information about these redundancies or retrenchments must be provided with the nomination application.
How Labour Market Testing Must Be Undertaken
The nominated position must have been advertised in Australia in accordance with the following requirements:
- the advertisement was in English;
- at least two advertisements were published in any of the below mediums:
- on a recruitment website with ‘national reach’ in Australia. This would include:
- prominent or professional recruitment websites that publish advertisements for positions throughout Australia, as well as industry specific recruitment websites relevant to the occupation that are in significant use by the industry;
- LinkedIn’s online recruitment platform (except for Job vacancies restricted to LinkedIn profile members)
- The jobs portal of a general classifieds website
- This would not include the classifieds portal of a general classifieds website or an advertisement solely through a social media notification, such as Twitter or Instagram.
- prominent or professional recruitment websites that publish advertisements for positions throughout Australia, as well as industry specific recruitment websites relevant to the occupation that are in significant use by the industry;
- in print media with national reach in Australia (this would include national newspapers or magazines that are published at least monthly and marketed throughout Australia)
- on radio with national reach in Australia (this would include radio programs that are broadcast or syndicated nationally)
- if the sponsor is an accredited sponsor – on the approved sponsor’s website.
- on a recruitment website with ‘national reach’ in Australia. This would include:
- all advertisements included the following details:
- the title, or a description, of the position;
- the skills or experience required for the position;
- the name of the approved sponsor or the name of the recruitment agency being used by the sponsor to undertake labour market testing; and
- the salary for the position (if the intended annual earnings for the nominated position is lower than A$96,400. it is acceptable to publish a salary range);
- all advertisements accepted applications or expressions of interest for at least four weeks after they were first published.
The nominated position may be advertised in:
- the same medium (on two separate occasions);
- any two different mediums simultaneously; or
- any two different mediums on two separate occasions.
Advertising may have been undertaken by a third party if commissioned or authorised to do so by the sponsor (for example, by an associated entity or a contracted party, such as a recruitment agency). There is no requirement that the sponsor placed the advertisement themselves.
This means that evidence of a total of two advertisements must be provided at the time the nomination application is lodged. Advertisements are expected to have run for at least four weeks, and within four months of the nomination application being lodged. If an Australian citizen or permanent resident worker has been made redundant or retrenched from the nominated occupation within four months before lodging the nomination application, the advertising must have occurred since the date of the redundancy or retrenchment.
Change To Department Of Home Affairs Policy On Labour Market Testing
The Department of Home Affairs has confirmed that the advertising and acceptance of applications or expressions of interest over two or more non-consecutive periods does not satisfy the labour market testing condition, even if the total period in which applications or expressions of interest were accepted is greater than four weeks in duration.
Labour market testing must occur over a continuing period, rather than over separate non-consecutive periods. Further, the duration of the labour market testing is fixed from the date of the publication of the first advertisement and continues to run until the conclusion of the four-week period.
In light of this change to Departmental policy, it is important to ensure that all advertisements published for labour market testing purposes occur over a continuous 28-day period with no gaps (not even overnight). If you are advertising over multiple periods, ensure that they overlap and are not separated (that is, if there are multiple ads, they must overlap by at least one day).
So, for example, where you run two overlapping advertisements, with the first ad running from 2 May 2023 to 24 May 2023 (21 days), and the second ad running from 23 May 2023 to 14 June 2023 (21 days) – this would comply with the labour market testing requirement as it is being carried out over a continuing period of at least four weeks.
However, where you run two back-to-back advertisements, with the first ad running from 2 May 2023 to 24 May 2023 (21 days), and the second ad running from 25 May 2023 to 5 June 2023 (12 days) – this would not comply with the labour market testing requirement as it is not being carried out over a continuing period.
Additionally, a new Legislative Instrument:
- removes the requirement to advertise all nominated positions on the Workforce Australia website;
- clarifies that LMT over two or more overlapping periods is accepted, and this must be for a minimum duration of at least four weeks; and
- two or more overlapping advertisements are acceptable, allowing for applications or expressions of interest to be received for a continuous (unbroken) duration of at least four weeks.
Required Evidence Of Labour Market Testing
A copy of all advertising material used to advertise the position must be provided with the nomination application.
If the nomination is for a select occupation or a select position, the sponsor must provide a written submission. In the submission, the employer should explain why a suitably qualified and experienced Australian citizen or permanent resident, or eligible temporary visa holder, is not readily available to fill the nominated position, and why the nominee is one of a small number of people suitable to fill the role.
No Suitably Qualified And Experienced Australian
The Department must be satisfied that ‘a suitably qualified and experienced Australian worker is not available to fill the nominated position.’
Under immigration policy, this requirement is considered to be satisfied if:
- the labour market testing was conducted in the required time period and in the required manner (as outlined above); and
- the advertising undertaken had sufficient exposure, with an advertisement (including a recruitment website) expected to have run for at least four weeks.
When Do Alternative Labour Market Testing Requirements Apply?
The standard labour market testing requirements in regard to the manner, period and timing of the advertisements do not apply to the occupations/positions outlined below (these are referred to as select occupations and select positions.
The nominated position requires the occupant to have an internationally recognised record of exceptional and outstanding achievement in a profession or field (such as, sport, academia or research, or as a top-talent chef).
A written submission should be provided explaining why the specific individual nominated is the only person, or one of very few people, who could undertake the nominated position.
The nominated position will be filled by a person who is employed by a company operating an established business overseas and is nominated by a standard business sponsor who is an associated entity of that company which is operating in Australia (an intra-corporate transfer). Note this is discussed further below in this article.
Provide a written submission explaining the need for the intra-corporate transfer and supply documentation outlining the transfer arrangement.
A new nomination is lodged for an existing TSS or SESR visa holder solely because the annual earnings that will apply to the nominee have changed or a change in business structure has resulted in the nominee’s employer lodging a new application to be approved as a standard business sponsor.
Provide a written submission explaining that the position is already filled by an existing TSS or SESR visa holder, with reasons why a new nomination is required.
Where the annual earnings for the nominated position will be equal to or greater than $250,000.00.
Provide a written submission outlining the methods of testing the local labour market (for example, how you found the overseas worker via an executive search process, which included inviting applicants from Australia).
Where the nominated position is within ANZSCO Minor Group 253 – Medical Practitioners (excluding ANZSCO 253111 – General Medical Practitioner and ANZSCO 253999 – Medical Practitioners nec) or ANZSCO Unit Group 4111 – Ambulance Officers and Paramedics.*
Provide a written submission outlining the reasons why a suitably qualified and experienced Australian citizen or permanent resident, or suitably qualified and experienced eligible temporary visa holder, is not readily available to fill the nominated position.
* Note: For migration law purposes, each nominated occupation is defined based on the ANZSCO, which is a system used to classify all occupations in the Australian labour market. The ANZSCO data provides a general description of each occupation, the skill level (which specifies minimum qualifications and/or work experience requirements), registration and/or licensing requirements (where applicable) and a list of tasks and duties that may be required to be performed as part of each occupation. Each classified occupation is assigned an ANZSCO code to identify it. You can read more about the ANZSCO in our article on the South Australia DAMA.
When Is Labour Market Testing Not Required?
International Trade Obligations
Labour market testing is not required when nominating a foreign worker under the TSS visa program (short-term and medium-term streams only) where it is inconsistent with Australia’s international trade obligations.
As such, evidence of labour market testing is not a nomination requirement if the nominee is:
- a citizen/national of China, Japan, Mexico, Thailand or Vietnam;
- a citizen/national/permanent resident of Canada, Chile, Korea, New Zealand or Singapore;
- a current employee of a company that is an associated entity of the sponsor and that associated entity is located in Canada, Chile, China, Japan, Korea, New Zealand or any ASEAN nation (Brunei, Myanmar, Cambodia, Indonesia, Laos, Malaysia, Philippines, Singapore, Thailand and Vietnam);
- a current employee of an associated entity of the sponsor’s business and that associated entity operates in a WTO member country; is nominated as an Executive or Senior Manager; and will be responsible for the entire, or a substantial part of, the company’s operations in Australia;
- is nominated as an Executive or Senior Manager; is nominated by an overseas business sponsor operating in a WTO member country; and will be responsible for the establishment of a new operation of that business in Australia;
- a citizen of a WTO member country and is being nominated by an employer for whom the nominee has worked in Australia on a continuous, full-time basis for two years immediately before the nomination is lodged;
Please note that the above labour market testing concessions (in relation to international trade obligations) apply to nomination applications made under the standard TSS visa program only (short-term and medium-term streams). These exemptions do not apply to nominations made under the SESR visa program.
Intra-Corporate Transfer
For an intra-corporate transfer (that is, where the nominated position will be filled by a person who is employed by a company operating an established business overseas and is nominated by a standard business sponsor who is an associated entity of that company which is operating in Australia), you should provide a submission outlining why a suitably qualified and experienced Australian citizen or permanent resident is not readily available to fill the nominated position and why the nominee is one of a small number of people with proprietary knowledge of the company. Also include details of any labour market testing that you have undertaken in relation to the nominated position.
You should also provide documentation which outlines the transfer agreement (including a letter of assignment).
Designated Area Migration Agreements
A Designated Area Migration Agreement (DAMA) is a type of labour agreement which is designed to meet the specific economic and labour market needs of individual regions across Australia. The benefit of a DAMA is its flexibility as it enables individual regional, state and territory authorities to formulate an agreement with the Australian Government (negotiated with the Department of Home Affairs) which is tailored to their unique circumstances.
DAMA Labour Market Testing Requirements
Evidence of labour market testing must be provided by an employer who is seeking to sponsor foreign workers under a DAMA when applying for Designated Area Representative (DAR) endorsement; when requesting a DAMA labour agreement; and when applying to nominate each position.
An employer that is seeking to sponsor overseas workers under a DAMA is required to advertise the position in Australia within 12 months of applying for a labour agreement.
The type of evidence of labour market testing that is required depends on where the sponsoring employer is located, as follows:
Category 2 Regions
The sponsoring employer must demonstrate that they have made at least two genuine attempts to recruit suitably qualified and experienced Australians.
Category 3 Regions
The sponsoring employer must demonstrate that they have made at least two genuine attempts to recruit qualified and experienced Australians.
They should provide evidence of one advertisement with national reach (such as Seek or an Australian industry website).
The other advertisement may be local (for example the business’ own website or local media online, print or radio).
You can access a list of postcodes that fall within category 2 and 3 regions on the Department of Home Affairs website.
Industry Labour Agreements
Businesses that operate in category 2 or category 3 regional areas and that have an approved dairy, fishing, pork, meat or horticulture industry labour agreement are subject to the following labour market testing requirements:
Category 2 Regions
The sponsoring employer must conduct labour market testing in the 12 months of lodging a nomination application.
Evidence of at least two separate attempts to recruit suitable staff for the nominated occupation from the local labour market is required.
Category 3 Regions
The sponsoring employer must conduct labour market testing in the 12 months of lodging a nomination application.
Evidence of at least two separate attempts to test the Australian labour market for the nominated occupation must be provided with the nomination application. This must include:
- one advertisement with national reach (such as Indeed or Seek). It can also include a relevant industry website, national print media, or national radio; and
- one advertisement may be local or regional. This can include a business’ own website or local/regional print media or radio.
You can access a list of postcodes that fall within category 2 and 3 regions on the Department of Home Affairs website.
For information about the Horticulture Industry Labour Agreement, please refer to our article on the Horticulture Industry Labour Agreement And Visas.
Global Talent Employer Sponsored Visa Program
If you are looking at sponsoring workers under the Global Talent Employer Sponsored (GTES) visa program, you must provide evidence of labour market testing for each occupation which you are seeking to nominate when requesting a GTES agreement.
You must also provide evidence of two attempts for each specific occupation to recruit qualified and experienced Australians when lodging a nomination application. The labour market testing must have been conducted within the 12 months of lodging the nomination application.
Unlike for TSS and SESR nomination applications discussed above, there are no prescribed requirements for the content or duration of advertisements for nominations lodged under the GTES program. Instead, the Department assesses whether the advertisements genuinely test the Australian labour market.
Listed below are some examples of the types of labour market testing that may be conducted for nominations under the GTES program.
Recruitment websites (including technology based global employment platforms such as LinkedIn Jobs)
Provide a copy of the job advertisement, invoices for recruitment subscription services and/or job posting data metrics.
Sponsor’s own website (for established business stream only)
Provide a copy of the job advertisement.
Executive Search firms
Fees or invoices for recruitment services, a summary of the search undertaken and/or contract between the sponsor and an executive search firm.
Networking or referrals (where this results in identifying globally recognised talent from overseas)
Provide a written referral or endorsement from industry leaders/experts in their field explaining why the specific individual overseas is the only person, or one of very few people, who could undertake the nominated position, and no Australian worker is available.
What If You Cannot Provide Evidence Of Two Attempts Of Labour Market Testing?
If it is not possible to provide evidence of two attempts because, for example, there are a very limited global pool of suitable people who have the niche skills to perform the nominated occupation and the labour market testing methods listed above are not suitable, provide a written submission outlining these circumstances.
Intra-Corporate Transfer
Where a position is an intra-corporate transfer of an existing employee of a company to another branch or an associated entity of that company which is operating in Australia, the sponsoring employer should provide a formal letter of transfer or other documentation which outlines the intra-corporate transfer arrangement.
Employer Nomination Scheme Visa
If you are seeking to nominate an overseas worker for a Subclass 186 Employer Nomination Scheme (ENS) visa, although there are no prescribed requirements for labour market testing for the 186 visa that apply, it is important to point out that nomination approval requires there to be a genuine need for the nominee to be employed in the position, under the direct control of the nominator. This requirement applies to both Temporary Residence Transition (TRT) and Direct Entry stream applications for the ENS visa.
For a detailed discussion of the genuine need criterion, please refer to our article on Employer Sponsored Visas.
Get More Information
Skilled Visa Options For Selected Occupations
Please refer to our series of articles on the skilled visa options that are available for selected occupations below:
Visa Options For Professionals
Skilled Trade Visa Options In Australia
Australian Immigration And Visa Options For Doctors
Australian Immigration And Visa Options For Nurses
Australian Visa Options For Engineers
Migrate To Australia As A Plastics Moulder Machine Operator, Fabricator, Welder Or Technician
Designated Area Migration Agreement
For further information on the DAMA in South Australia, please see the following articles:
South Australia DAMA Occupation List
DAMA South Australia Occupation List
DAMA Visa South Australia Requirements
Employer Sponsored Regional Visa
For further information on the subclass 494 visa, please see the following articles:
Skilled Regional Visa Australia
Regional Sponsor Migration Scheme
Regional Sponsored Visa Requirements
Requirements For Regional Employer Sponsored Skilled Visas
Employer Sponsored Visa
To learn more about an employer sponsorship visa, please see the following articles:
Employer Nomination Migration Scheme
Employer Sponsor Visa Requirements
Changes To 457 Temporary Work Skilled Visa
Business Requirements For Accredited Sponsorship
Does 482 Visa Require Skills Assessment
Subclass 482 – A Guide to Temporary Skill Shortage
Permanent Residence Eligibility Extended For Certain Subclass 457 And 482 Visa Holders
How To Sponsor An Employee For A Work Visa Or Permanent Residency
Overview Of Australian Work Visas And Employer Sponsorship
Guide To Australian Sponsorship Visa Costs
Skilled Visa
To learn more about applying for a skilled visa, please see the following articles:
Australian Skilled Migration Visa List
General Skilled Migration Visa Options
SAF Skilling Australians Fund Levy
General Skilled Migration Visa Points
Subclass 190 State Sponsorship Visa
Australian Skilled Occupations List
Australian Permanent Resident Visa Case Study
State Sponsorship Visas In Australia
South Australia State Sponsorship Opportunities
Skilled Regional Visa Australia
Regional Sponsor Migration Scheme
Regional Sponsored Visa Requirements
Visa Options For Professionals
Skilled Trade Visa Options In Australia
English Requirements For Skilled Visas
Australian Visa Options For IT Occupations
Australian Immigration And Visa Options For Doctors
Australian Immigration And Visa Options For Nurses
Australian Visa Options For Engineers
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Contact us to book a no-obligation consultation to find out more about how you can sponsor workers with an employer sponsored visa and the labour market testing requirements that may apply, including the subclass 482 visa labour market testing criteria.
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In conclusion, we note that the above discussion provides an overview of the employer sponsored visas programs and the labour market testing requirements that may apply, including the subclass 482 visa labour market testing criteria. We also provide links to further information so that you can learn more about how you can sponsor foreign workers for an employer sponsored visa.
Australia’s migration laws are complex, and each case is different. We recommend that you seek professional advice if you are interested in sponsoring foreign workers for an employer sponsored visa, as being fully informed will give you the best chance of achieving a successful outcome on your case. A migration professional can help you to do this.
For up to date advice on sponsoring workers for your business under an employer sponsorship visa and the labour market testing requirements that may apply, including the subclass 482 visa labour market testing criteria, book your confidential consultation with a migration agent in Adelaide. PAX Migration Australia is a leading immigration advice service based in Adelaide.
