Cost of Sponsoring
Foreign Workers in Australia.
Employer sponsorship involves multiple cost components — government charges, levies, and professional fees. Some are employer-only obligations. Some can be shared. Some cannot be recovered from the worker under any circumstances. Here is a clear breakdown.
Every cost component.
Who pays. What's prohibited.
Standard Business Sponsorship
One-time application to become an approved sponsor. Valid for 5 years. Required before any nomination can be lodged.
Nomination Fee
Paid per position nominated. Applies each time a role is nominated under your sponsorship — for both 482 and 186 nominations.
Skilling Australians Fund (SAF) Levy
Paid upfront for the full visa duration at time of nomination. The amount depends on business turnover and visa length. This levy must not be passed to the worker — not as a salary deduction, not as a reimbursement requirement. Doing so is a compliance breach.
Visa Application Charge
Paid by the visa applicant — but employers may choose to cover this cost. Varies by subclass, applicant age, and number of dependants.
Immi Response Professional Fees
Fixed fee per matter — SBS, nomination, and visa applications each priced separately. Quoted in writing before any work begins. For temporary visas, the employer must cover sponsorship and nomination fees and cannot recover them from the worker.
Total cost to sponsor one worker
on a 482 visa (4 years).
| Cost Component | 482 Visa | 186 Visa | Who Pays |
|---|---|---|---|
| SBS Application | $420 | $420 | Employer |
| Nomination Fee | $330 | $540 | Employer |
| SAF Levy (small biz, 4yr) | $4,800 | N/A | Employer only |
| Visa Application Charge | $3,210 | $4,910 | Worker (or employer) |
| Professional Fees (SBS+nom+visa) | $6,600 | $6,600 | Employer (temp) / either (perm) |
| Employer total (excl. VAC) | ~$12,150 | ~$7,560 | Small business |
Compliance rules every sponsor must know
Cost recovery prohibited
Employers cannot recover sponsorship, nomination, or SAF levy costs from employees — not through salary deductions, reimbursement requirements, or any other mechanism.
Clawback clauses (permanent only)
For permanent visas (186), employers may include clawback clauses in employment contracts to recover certain costs if the employee leaves within a specified period — provided these comply with Fair Work and Migration Regulations.
Document everything
All financial arrangements must be clearly documented in employment contracts. Both parties need to understand their obligations from day one. We advise on this as part of the sponsorship engagement.
Know exactly what it will cost
before you commit.
Book a strategy call. We'll give you a complete cost breakdown for your specific situation — government charges, professional fees, and SAF levy — before any work begins.
Book a Strategy Call