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482 Visa Employer FAQ
A 482 visa, also known as the Temporary Skill Shortage (TSS) visa, allows an employer to sponsor a skilled worker from overseas to work in Australia for a specific occupation on a temporary basis.
- Access to a broader pool of skilled talent, especially for occupations facing skill shortages in Australia
- Flexibility to address short-term or long-term staffing needs
- Potential pathway to permanent residency for the sponsored employee, promoting staff retention
- Ability to fill critical skill gaps quickly
- Opportunity to bring in specialized knowledge or expertise not readily available in the local market
- The employer must be an approved sponsor or apply to become one
- There must be a genuine need for the nominated position within the business
- The position must be on the current list of eligible skilled occupations
- The employer must pay the Skilling Australians Fund (SAF) levy
- The nominated employee must possess the required skills, qualifications, and work experience for the position
- The employer must offer a salary that meets or exceeds the Temporary Skilled Migration Income Threshold (TSMIT) and market salary rate
- Pay the sponsored employee the agreed salary, which must be at least equivalent to the TSMIT and market rate
- Provide the sponsored employee with the same terms and conditions of employment as Australian workers in similar positions
- Ensure the sponsored employee only works in the nominated occupation and for the approved sponsor
- Notify the Department of Home Affairs of any significant changes to the employment or sponsorship arrangements
- Keep records of compliance with sponsorship obligations
- Cooperate with inspectors who are monitoring compliance
- Become an approved Standard Business Sponsor (if not already approved)
- Nominate the position to be filled
- Wait for the nominated employee to lodge their visa application
- Provide any additional information or documents as requested by the Department
Challenges:
- Complex and time-consuming application process
- Ensuring ongoing compliance with all visa conditions
- Keeping up with changes in immigration policies and eligible occupation lists
- Meeting salary requirements, especially for small businesses
Solutions:
- Seek professional advice from a registered migration agent
- Implement robust HR systems to track visa conditions and expiry dates
- Regularly check the Department of Home Affairs website for updates
- Budget for visa costs, including the SAF levy, as part of your recruitment strategy
Costs include:
- Sponsorship application fee
- Nomination fee
- SAF levy (varies based on business turnover and visa duration)
- Visa application fee
- Potential professional fees if using a migration agent
Note: Fees are subject to change, so always check the current fee schedule on the Department of Home Affairs website
Yes, an employer can sponsor multiple employees, provided they can demonstrate a genuine need for each position and meet all sponsorship obligations for each employee
The sponsored employee has 60 days to either:
- Find a new sponsor
- Apply for a different visa
- Leave Australia
The employer must notify the Department of Home Affairs within 28 days of the employment ceasing
- The employee must work in the nominated occupation
- They can only work for the sponsoring employer (or associated entities)
- Any significant changes to employment conditions must be approved by the Department
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