Employer Sponsored Visas for Australian Employers
Employer-sponsored visas are a strategic workforce planning tool for Australian businesses, not just a transactional visa application. At Immi Response, we help employers decide which sponsorship pathway suits their business goals, what realistic costs and timelines look like, and how sponsorship fits into your longer-term workforce strategy. At Immi Response, we help employers understand which visa pathway suits their business, how sponsorship fits into broader workforce planning, and what practical steps lead to successful outcomes.
If you are exploring sponsorship for your organisation, this page explains the key options and how to approach them thoughtfully.
Who This Information Is For
You may also want structured guidance if you:
- Are sponsoring your first overseas worker
- Want clarity before committing to sponsorship
- Are planning multiple future sponsorships
- Want to understand real costs and timelines
Employer Sponsored Visa Australia (482, 186 & 400) — Complete Guide
Employer-sponsored visas allow Australian businesses to bring in skilled overseas workers to fill roles they cannot source locally. Choosing the right pathway matters for timing, cost, and long-term workforce planning.
At Immi Response, we assist businesses of every size and industry to streamline their immigration and visa processes, enabling efficient global talent management.
At a glance
Who this is for: Australian employers and business decision-makers considering sponsorship to fill talent gaps and plan future workforce needs. This service is not intended for individual job seekers looking for visas.
Main options: Skills in Demand (subclass 482) for temporary roles, ENS (subclass 186) for permanent residence, Temporary Work (Short Stay Specialist) (subclass 400) for short, highly‑specialised work.
Sponsor status: Most employers need Standard Business Sponsorship (SBS) approval before nominating a worker.
Nomination basics: Genuine position, market salary rate and current salary thresholds; labour market testing (LMT) is generally required unless an exemption applies.
Costs: Sponsorship and nomination charges apply. The Skilling Australians Fund (SAF) levy is payable by the employer and must not be passed to the worker.
Typical pathway: 482 for speed and flexibility → transition to ENS 186 for permanent residence when eligible.
We help with: Strategy, eligibility checks, airtight nominations, LMT, salary benchmarking, evidence, and ongoing compliance.
Need Help Now?
Which visa fits your hiring need?
| Situation | Best-fit visa | Why it is used |
|---|---|---|
| You need a skilled worker for an ongoing role | Skills in Demand (subclass 482) | Fast way to fill shortages when no suitably skilled Australian is available; different streams to suit role profiles. |
| You want the worker to settle permanently | Employer Nomination Scheme (subclass 186) | Permanent residence for skilled workers nominated by an approved employer. |
| You need specialist help for a short project | Temporary Work (Short Stay Specialist) (subclass 400) | Short-term, highly-specialised work where skills are not readily available in Australia. |
What Employers Must Budget For
When sponsoring a visa, employers must budget for several costs. These costs can vary depending on the type of visa, the size of the business, and the skills of the worker.
- Sponsorship application charge (when applying to become an SBS sponsor)
- Nomination charge (each position you nominate)
- SAF levy (Skilling Australians Fund) — calculated on turnover and (for some visas) the proposed period of stay. The levy is payable by the employer and must not be passed on or recovered from the worker.
- Other costs (if applicable): skills assessments, skills verification, health checks, police checks, translations.
See our breakdown:
A Common Choice for Business Workforce Planning (Subclass 482)
What it is: A temporary, employer‑sponsored visa to address labour shortages when you cannot find a suitably skilled Australian.
Streams:
- Core Skills
- Specialist Skills
- Labour Agreement.
Key checks:
Approved sponsor: Obtain Standard Business Sponsorship (or use an approved labour agreement).
Genuine need: Nominate a real, skilled position that fits the business and occupation.
Market salary & thresholds: Pay at least the market salary rate and meet the current income thresholds.
Labour Market Testing (LMT): Advertise the role as required, or confirm an exemption.
English, skills & licensing: The candidate must meet the required skills/experience, English proficiency, and any relevant registration/licensing for the occupation.
Good to know: Decision‑ready 482 applications in priority streams can move quickly; timelines depend on stream and evidence quality.
Next step: See our step‑by‑step 482 Nomination Guide.
PR for Long-Term Talent Retention Strategy (Subclass 186)
What it is: A permanent residence visa for skilled workers nominated by an Australian employer to fill an ongoing role.
Pathways: Temporary Residence Transition (TRT) for eligible 482/SID holders; Direct Entry (DE) for suitable candidates with 3 years of experience in the relevant field.
Key checks:
Approved employer & genuine role: Ongoing position at the correct skill level that fits your business structure and operations.
Market salary & conditions: Pay at least the market salary rate and provide terms no less favourable than for Australian citizens or permanent residents.
Skills & qualifications: Relevant qualifications and experience; a skills assessment, licensing/registration may be required (especially for DE).
English: Nominee must meet the prescribed English requirement (limited exemptions may apply).
Age: Generally under 45, with defined exemptions in particular circumstances (e.g., certain high‑income, academic, medical or agreement‑based concessions).
Good to know: ENS is a retention tool—plan it early to reduce turnover, secure leadership, and protect knowledge.
Next step: Read our ENS 186 overview.
Temporary Project Work Visa - Specialist (Subclass 400)
What it is: A short‑term visa to bring in specialists for highly‑skilled, non‑ongoing work that isn’t readily available in Australia.
When to use: Project‑based deployments (e.g., equipment installation/commissioning, urgent repairs under warranty, complex audits, shutdowns, niche training) where speed and specialist capability are critical.
Key checks:
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Specialist skills: Demonstrate the person has unique or highly specialised expertise essential to the task (CV, portfolio, reference letters).
-
Non‑ongoing work: The task is short, specific and not part of your continuing operations or a role usually filled locally long‑term.
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Australian labour impact: Show the work will not adversely affect Australian jobs/conditions and that the capability isn’t readily available onshore.
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Invitation/support: Provide a detailed letter of support with scope, dates, locations, deliverables and why the skills are needed now.
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Timing & stay length: Intended stay is short (often up to 3 months); limited extensions/longer stays may be possible in compelling circumstances.
Good to know: 400 can mobilise talent faster than long‑form sponsorship.
Next step: See our 400 visa explainer.
Considering whether sponsorship is right for your business?
How to Sponsor a Worker
Sponsorship
Become a Standard Business Sponsor (or use your approved labour agreement).
Nomination
Identify the position, confirm market salary and thresholds, complete LMT and supporting evidence.
Visa Application
Worker lodges the visa; provide skills, English, health and character documents.
Onboarding & Compliance
Keep records, notify reportable changes, pay the market salary, and maintain sponsorship obligations.
Sponsor Obligations & Compliance
- Pay correctly: At least the market salary rate and meet the indexed income thresholds.
- No cost‑shifting: Do not recover nomination charges or the SAF levy from the worker.
- Notify changes: Company name, ownership, work location, duties, hours, or if the worker stops employment.
- Keep records: Recruitment, advertising (LMT), salary and payroll evidence, leave, position descriptions, work locations.
Penalties apply for non‑compliance; sponsors may face fines, sanctions or loss of approval.
Why employers choose Immi Response
Human, not a help‑desk: You speak with senior practitioners who learn your business and act fast.
Speed with rigour: Decision‑ready nominations, sharp LMT, and salary benchmarking to avoid refusals.
Retention strategy: We plan the 482 → 186 transition early to reduce turnover and protect knowledge.
Train your HR (optional): We build templates and SOPs so your team can lodge standard nominations; we review the complex parts only.
Transparent fees & compliant costs: We keep you on the right side of the law.
Book an Employer Sponsorship Planning Consultation: If you are ready to decide which sponsorship pathway suits your business, understand the implications for cost and timing, and create an evidence-based workforce plan, our fixed-fee planning session provides clarity and a clear next step.
Strategic Decisions Make the Difference
- Choosing the right visa can influence whether the role becomes permanent or short-term.
- Planning early improves price certainty and reduces avoidable delays.
- Understanding pathways helps align immigration planning with HR and financial planning.
FAQs (plain‑English answers)
It depends on your role, timing, workforce goals, and whether you want a temporary or permanent solution. Early planning helps align the visa choice with business strategy.Toggle Content
It’s a visa granted when an approved Australian employer nominates a skilled worker for a genuine role and meets salary, testing and compliance rules. The main options are 482, 186 and 400.
No. The SAF levy is an employer cost and must not be passed on or recovered from the employee.
Usually yes. Labour Market Testing (LMT) is generally required unless an exemption applies. Keep copies of ads and recruitment evidence.
At least the market salary rate for the role and any indexed income thresholds that apply at the time of nomination.
It depends on the stream and how decision‑ready your application is. Well‑prepared 482 applications can be prioritised in some streams. The 400 visa is suitable for short, highly‑specialised projects.
Many employers use 482 to fill the immediate gap and transition eligible workers to ENS 186 once the criteria are met.
Temporary sponsorship (e.g., 482) fills an immediate talent gap. Permanent sponsorship (e.g., ENS 186) supports long-term workforce continuity and retention strategy.
Relevant Links
- Department of Home Affairs — Skills in Demand (subclass 482) (streams, purpose, processing priority)
- Department of Home Affairs — ENS (subclass 186) (permanent residence)
- Department of Home Affairs — Temporary Work (Short Stay Specialist) (subclass 400) (specialised short projects)
- Department of Home Affairs — Cost of sponsoring (SBS/nomination charges, SAF levy employer‑pays)
- Department of Home Affairs — Labour Market Testing (advertising and exemptions)
- Department of Home Affairs — Salary requirements (market salary, indexed thresholds)
- Department of Home Affairs — Employer responsibilities & sanctions