How to Sponsor an Employee in Australia: A Guide for Employers

You've found the candidate you want to employ,  but they need visa sponsorship. What’s the process from here?

Sponsoring an employee for a visa in Australia involves strict compliance obligations, multiple application stages and costs that can't be passed to the worker. Many employers avoid sponsorship because the process seems too complex or risky.

But Australia is facing significant skill shortages, with Jobs and Skills Australia indicating that 47% of employers report recruitment difficulties due to a lack of suitable local candidates. If you can't find the right person onshore, sponsoring overseas talent may be your best option. And with the right approach, it doesn't have to be overwhelming.

This guide covers everything employers need to know about employee visa sponsorship: the two main pathways, your obligations as a sponsor, the costs involved and practical tips to streamline the process.

At Matilda Migration, we specialise in employer-sponsored visas, handling the complexity for you so you can focus on your business.

Employer-Sponsored Visa Options at a Glance

Most employers use one of two visa pathways to sponsor overseas workers:

‍

The most common approach involves sponsoring a worker on a 482 visa first, then transitioning them to a 186 visa (Temporary Residence Transition stream) after 2 years. This lets you trial the employment relationship before committing to permanent sponsorship.

482 Visa: Skills in Demand

The 482 visa allows you to sponsor a skilled overseas worker when you can't find a suitable Australian candidate.

Three Streams

‍

The Three-Stage Process

Stage 1 — Sponsorship: Apply to become an Approved Work Sponsor, demonstrating your business is lawfully operating and financially viable.

Stage 2 — Nomination: Nominate the specific position, providing labour market testing evidence, salary benchmarks and genuine position documentation.

Stage 3 — Visa Application: The worker applies for the visa with skills evidence, references and health and character clearances.

All three stages can be lodged simultaneously, but each must be approved in sequence.

186 Visa: Employer Nomination Scheme

The 186 visa grants permanent residency from day one. It's suited to workers you want to secure long-term.

Three Streams

The Two-Stage Process

Stage 1 — Nomination: You submit a nomination demonstrating the genuine need for the position, your financial capacity and that the salary meets market rates.

Stage 2 — Visa Application: The worker lodges their visa application with supporting evidence.

Note that you must have been an Approved Work Sponsor for the entire duration of the worker's claimed employment period. Time worked before your approval doesn't count toward the 2-year requirement.

What It Costs

Employee visa sponsorship involves multiple cost components. As the employer, you're legally required to pay certain fees and these cannot be passed to the worker. The costs below are as of March 2026. Find the latest costs on the Department of Home Affairs website.

482 Visa Costs

‍

186 Visa Costs

Matilda Migration Fees

Many migration agents charge $5,500–$10,000+ for employer-sponsored visa services. Our fixed pricing means there are no surprises:

‍

All fees are inclusive of GST. See our full pricing.

Matilda Tip: You cannot include "clawback" clauses in employment contracts requiring workers to repay sponsorship, nomination or SAF levy costs if they resign. These costs must be borne by the employer.

Your Obligations as a Sponsor

Sponsoring a worker involves meeting compliance obligations that continue throughout the visa period.

Pay the Required Salary 

The worker must be paid at least the salary stated in the nomination, which has to exceed the relevant threshold ($76,515 for Core Skills and $141,210 for Specialist Skills) and meet market rates.

Ensure Equivalent Employment Conditions 

The worker's conditions must be as good or better than those of an equivalent Australian employee in the same role and location.

Keep the Department Informed 

You must notify Home Affairs within 28 days if:

• The employee stops working for you, doesn't start or changes duties
• Your business changes name, structure or address
• Your business becomes insolvent, enters administration or ceases operating.

Maintain Records 

Keep records of earnings paid, hours worked and any non-monetary benefits. These must be available if the department requests them.

Cover Required Costs 

You must pay for sponsorship, nomination, SAF levy and any migration agent fees related to those applications. You also have to cover reasonable travel costs for the worker (and their family, if applicable) to leave Australia if employment ends.

Cooperate with Inspectors 

If your sponsored worker becomes unlawful (e.g., overstays their visa), you may be required to pay up to $10,000 towards removal costs.

What Happens If You Don't Comply

Sanctions that come with non-compliance can include: 

• Administrative sanctions, barring you from sponsoring for a period of time and potentially having any existing sponsorships cancelled 
• Enforceable undertaking, requiring a written commitment to rectify issues and prevent recurrence
• Civil penalties, with fines ranging from $1,878 to $93,900 depending on severity.

5 Tips for Successful Sponsorship

1. Start Labour Market Testing Early

For 482 visas (the Core Skills stream), you must run 2 job ads for at least 28 days on reputable platforms (like Seek or LinkedIn) within 4 months of nomination. Start this as soon as you identify a candidate, as the 28-day clock runs while you prepare other documents.

Exemptions apply for UK, Canada, NZ, Singapore passport holders and intra-company transfers.

2. Get Your Salary Evidence Right

Home Affairs scrutinises salary evidence closely. You need to demonstrate the offered salary exceeds the threshold ($76,515 for Core Skills or $141,210 for Specialist Skills) and meets market rates for the role in your location

Provide at least two pieces of evidence: salary surveys (from an organisation such as Hays, Robert Half or Seek), equivalent job ads or Award rates if applicable.

3. Document the Genuine Position

You need to prove this is a real position driven by business need, not a role created to help someone get a visa. Provide:

• An organisational chart showing where the role sits
• A genuine position statement explaining the business need
• Evidence of growth, contracts or demand driving the hire.

4. Align Everything with the ANZSCO Code

The nominated occupation must have an ANZSCO code, and the job duties need to match the official description. Case officers compare your position description, contract and references against the ANZSCO. Inconsistencies can cause delays or refusals.

5. Track Visa Expiry Dates

For 482 visa holders, track when the visa expires and start the renewal or 186 transition process early. If you're planning a 186 Temporary Residence Transition application, remember the worker needs 2 years of full-time employment with you. Start planning at least 6 months before you intend to lodge.

Common Mistakes Employers Make

Labour Market Testing That Doesn't Meet Requirements 

Ads must run for the full 28 days on at least 2 reputable platforms. Keep dated screenshots as evidence.

Salary Below Threshold or Not at Market Rates 

The salary must be base salary only. Bonuses, commissions and allowances cannot be counted toward the threshold.

Weak Genuine Position Evidence 

An organisational chart alone isn't enough. Show the business need with contracts, growth plans or workload evidence.

Duties That Don't Match the ANZSCO Code 

If the actual job differs from the nominated occupation, the application can be refused.

Not Being an Approved Sponsor for the Full TRT Period 

For 186 Temporary Residence Transition applications, only employment after your sponsorship approval date counts toward the 2-year requirement.

Missing Notification Obligations 

Failing to notify Home Affairs of changes within 28 days can result in sanctions.

Frequently Asked Questions

How long does it take to become a sponsor?
Standard Business Sponsorship approval typically takes 1–2 months for straightforward applications. Once approved, your sponsorship is valid for 5 years.

Can I sponsor multiple workers?
Yes. Once approved as a Standard Business Sponsor, you can sponsor as many workers as you need to during the 5-year approval period.

What if the worker leaves before their visa expires?
The worker has 180 days to find a new sponsor. You must notify Home Affairs within 28 days of their departure. There's no penalty for the employment relationship ending, but you must meet your notification obligations.

Can I sponsor someone already in Australia?
Yes. Workers on a Working Holiday Visa, student visa or other temporary visa can be sponsored. They'll receive a bridging visa while the 482 is processed.

Do I need to pay for the worker's visa application?
Sponsorship, nomination and Skilling Australians Fund levy costs must be paid by the employer. The visa application fee can be paid by either party but many employers cover this to attract talent.

What's the difference between 482 and 186?
The 482 is temporary (up to 4 years). The 186 is permanent. Many employers start with 482, then transition to 186 after 2 years.

Can I sponsor family members?
The worker can include their spouse or partner and dependent children in the visa application. This doesn't create additional sponsorship obligations for you, but does increase visa fees.

Key Takeaways

There are two main pathways to sponsorship: the 482 (temporary) and the 186 (permanent). Most employers start with 482 and transition to 186. You must:

• Pay sponsorship, nomination, Skilling Australians Fund levy and related agent fees (these can’t be passed to the worker)
• Pay your sponsored employee a salary exceeding $76,515 (for Core Skills) or $141,210 (for Specialist Skills) and meeting market rates
• Post 2 job ads for at least 28 days on reputable platforms
• Notify Home Affairs of any changes, maintain records and offer equivalent employment conditions
• Ensure your sponsorship approval covers the entire claimed employment period.

How Matilda Migration Can Help

Sponsoring overseas talent involves detailed documentation, strict compliance obligations and coordination between your business and the worker. Many employers find the process overwhelming or end up with delays due to incomplete evidence.

At Matilda Migration, we handle employer-sponsored visas end-to-end.

What we do for employers:

• Prepare sponsorship and nomination applications
• Draft genuine position statements and salary evidence letters
• Conduct labour market testing compliance checks
• Provide a company dashboard to track all migration tasks
• Advise on ongoing compliance obligations.

What we do for your sponsored workers:

• Assess eligibility and prepare visa applications
• Compile compliant references and supporting evidence
• Liaise with Home Affairs on their behalf.

Book a free employer consultation and we'll assess your situation, explain your options and provide a clear quote.