Whether you are looking to sponsor overseas workers, to fill skilled shortages in your workforce or you need to ensure compliance with the ever-changing migration regulations we have an effective and reliable solution to assist.

We have dedicated staff working predominantly on employment sponsored visas, and each of them have established long-standing relationships with a range of small to medium sized corporate clients, including a small number of ASX listed entities.

That expertise will ensure you make the right recruitment and migration decisions for your business. Follow the links below for more information on the key aspects of our corporate service offering.

Several visa options are available to eligible employers seeking to employ prospective employee/s:

  1. Temporary Work (Short Stay Activity) visas (SC400)
  2. Temporary Work (Long Stay Activity) visas (SC401) – four separate streams: staff exchanges, full-time religious workers, high level sports , full time domestic workers in the household/s of certain senior foregin executives
  3. Training and Research visas (SC402)
  4. Temporary Work (Skilled) visas (SC457)
  5. Employer Nomination Scheme (SC186) Permanent Visas
  6. Regional Sponsored Migration Scheme visa (SC187) Permanent Visas.

Employer Sponsored Visas

Employer Sponsored visas allow Australian business owners to fill positions requiring skilled workers and these visas fall under the Skill Select scheme. This scheme allows for the selection of certain categories of skilled people, who are needed within the Australian economy.

The more qualified people with the most in-demand skills usually get priority, so generally, the more qualified you are, the more likely you are to get permanent residency. Conversely, the lower the demand and lesser the skill-set, the less likely you will be able to get permanent residency. However, Australia does take into account that there is a need for certain lesser qualified/skill sets in regional areas. This means, roughly speaking that the further away from a major city you are, the lesser the skills you need. Also, if a specific employer has need for your skills, they may be able to sponsor you to work with them for up to four years, or even nominate you for permanent residency.

All sponsoring employers must be Approved Business Sponsors. Once the business sponsorship is approved the process is somewhat quicker than most other visa type application processes as employer sponsored visas have high priority, within DIBP.

Employees must be nominated by their employers to fill a genuine position within that employer’s business. For a non-Australian worker to be granted a visa the type of job being offered must be within the Consolidated Skilled Occupation List (CSOL – which outlines current occupations which are in demand. Only after both the employer and future employee have met all the necessary requirements, can the employer begin with the Australian visa application process for employer-sponsored visas.

We understand the various visa options available to Australian employers wanting to add foreign workers to their workforce and we will tailor a migration solution tailored to your unique workplace circumstances.

There are numerous factors your management team need to consider when deciding which category/ies to sponsor an overseas worker, namely:

  • the size, structure and nature of your business or company
  • the region where the overseas worker is to be employed
  • the nature of their role and what duration of that role is / will be
  • the urgency in filling the position in your business
  • what the available market for that skillset is locally – supply and demand considerations
  • the nature of the position to be filled by the overseas worker
  • the qualifications and experience of the overseas worker.

The key features of our service offering include:

  • an experienced case manager, who will provide guidance and support to your human resource manager/senior management and visa applicants on all visa related matters
  • periodic updates on case outcomes, precedents and immigration policy changes
  • access to our local network of related professionals in HR services, OH+S, relocation specialists, legal, accounting and also, sectoral specific recruiters
  • consulting on visa expiry matters and refusals
  • assistance with Business Sponsor Monitoring and Compliance obligations, and related queries from DIBP – where penalties, a suspension or bar, or cancellation of your sponsorship, are involved
  • on-site, due diligence audit/s (similar to that which might be conducted by the DIBP inspectorate) to ensure that accurate, timeous record-keeping has been conducted and that payments made are in accordance with contractual terms, agreed pay-rates and the migration regulations.

If you require assistance with any of these areas, or the relevant legislation, please do not hesitate to contact us.