Employer-sponsored visas are one of the most common and complex pathways for skilled workers who want to live and work in Australia. Many applicants understand the concept of sponsorship but are unsure how it works in practice or how to approach employers correctly.
Below, the migration team at Heenan & Browne Visa and Migration Services answers the questions we are most frequently asked by clients seeking employer sponsorship in Australia.
Employer sponsorship means that an Australian business formally nominates a skilled worker for a visa because it cannot fill the position locally.
This is a regulated legal process administered by the Department of Home Affairs. The employer must demonstrate that the role is genuine, the salary meets market and migration requirements, and the business complies with Australian workplace and migration law.
Sponsorship is not informal support. It is a legal commitment by the employer.
Several skilled visa pathways require sponsorship by an Australian employer, including the Skills in Demand Visa (subclass 482), the Employer Nomination Scheme Visa (subclass 186), the Skilled Employer Sponsored Regional Visa (subclass 494), and Designated Area Migration Agreements (DAMA).
Each visa has different requirements relating to skills, work experience, English language ability, age and salary thresholds. Not every occupation or employer will be eligible under each pathway.
Recent changes to Australia’s migration program have reduced the availability of independent and state-nominated visas. At the same time, Australian employers continue to experience persistent skills shortages across many industries.
As a result, employer-sponsored visas are now one of the most reliable and realistic options for skilled workers seeking temporary residence and, in many cases, permanent residency.
Employers are far more likely to consider sponsorship when a candidate is already visa-ready.
This includes having a resume written to Australian standards, relevant qualifications and work experience, English language test results where required, and registration or licensing for regulated occupations. A professional and up-to-date LinkedIn profile is also important.
From an employer’s perspective, sponsorship is significantly easier when the candidate already meets visa eligibility requirements.
Australian job websites remain a useful starting point when searches are targeted carefully.
Look for job advertisements that mention visa sponsorship, Skills in Demand eligibility, employer-sponsored roles or DAMA positions. LinkedIn can also be effective for connecting with recruiters and employers who are familiar with sponsorship processes.
Yes. Employers who are already registered as Standard Business Sponsors, or who hold Accredited Sponsor status, are significantly more likely to sponsor overseas workers.
These businesses already understand their sponsorship obligations, have experience managing visa applications and often have ongoing skill shortages. Targeting approved sponsors helps avoid applying for roles that cannot legally lead to sponsorship.
Labour Agreements and DAMA arrangements allow certain employers to sponsor overseas workers under tailored conditions approved by the Australian Government.
These arrangements are commonly used in regional areas and industries experiencing acute workforce shortages. They may provide concessions on age, English language or skill requirements and can be an important alternative pathway for some applicants.
In many cases, yes.
Regional Australia continues to experience strong demand for skilled workers. Employers in regional areas are often more open to sponsorship, and regional visas may provide clearer pathways to permanent residence.
Being flexible about location can significantly increase sponsorship opportunities.
Yes, but timing is important.
For applicants already in Australia, it is often best to first demonstrate your value in the role before raising sponsorship. For offshore applicants, sponsorship usually needs to be discussed early, as the employer must know whether you have work rights in Australia.
Professional advice can help you approach these conversations appropriately.
No.
Australian law strictly prohibits paying for visa sponsorship or offering any benefit in exchange for it. Both employers and visa applicants can face serious penalties, including fines, visa cancellation and loss of sponsorship approval.
If an employer asks you to pay for sponsorship, you should seek professional advice immediately.
Ideally, before an employer agrees to sponsor you.
Early professional advice helps ensure the correct visa pathway is identified, eligibility issues are addressed in advance, the employer understands their obligations and applications are prepared accurately. This can prevent unnecessary delays, refusals or compliance issues.
Heenan & Browne Visa and Migration Services assists skilled workers and Australian businesses with employer-sponsored migration, including Skills in Demand (subclass 482) visas, Employer Nomination Scheme (subclass 186) visas, Skilled Employer Sponsored Regional (subclass 494) visas, and Labour Agreements and DAMA pathways.
We have offices in Canberra, Sydney, Brisbane, Cairns and Melbourne, and provide Australian immigration advice to clients across Australia and worldwide.
To discuss your employer sponsorship options, book a consultation today.
