Are you an employer in Australia wondering whether sponsoring skilled workers from overseas is worth the effort? The answer is a resounding yes. Here’s why:
1. Why Employers Should Consider Sponsorship
Employer-sponsored pathways, such as the Subclass 482 Skilled in Demand Pathway or the Subclass 186 Employer Nomination Scheme, are essential for businesses addressing skill shortages. Sponsoring skilled workers ensures your business has the talent it needs to thrive.
Key Advantages:
Address Skill Gaps: Industries like healthcare, IT, construction, and hospitality often face talent shortages. Sponsorship helps fill these critical roles.
Retain Top Talent: Already employing temporary workers? Sponsorship ensures they stay and continue contributing.
Expand Talent Pools: Gain access to global talent for specialized and hard-to-fill roles.
2. Benefits of Sponsoring Skilled Workers
Sponsoring employees isn’t just beneficial for them—it also offers strategic advantages for your business:
Business Continuity: Quickly fill vacancies and reduce operational disruptions.
Lower Recruitment Costs: Retain skilled workers, minimizing the expense of hiring and training new staff.
Attract Top Talent: Being a sponsor enhances your reputation as an employer of choice.
Pathway to Residency: Sponsorship can lead to long-term loyalty by supporting employees on their path to permanent residency.
3. Employer-Sponsored Pathways: Costs, Timelines, and Details
Subclass 482 Pathway:
Who is it for? Skilled workers in eligible occupations or those earning above the high-income threshold.
Duration: Up to 4 years.
Processing Time: 2-5 months.
Costs for Employers:
Sponsorship Fee: AUD 420
Nomination Fee: AUD 330
Labor Market Testing (if required): Approx. AUD 1,200
Skilling Australians Fund (SAF) Levy:
Annual Turnover < AUD 10M: AUD 1,200/year
Annual Turnover ≥ AUD 10M: AUD 1,800/year
Costs for Employees (Optional Agreement):
Primary Applicant Fee: AUD 3,158.61
Secondary Applicant Fee (over 18): AUD 3,158.61
Additional Applicants (under 18): AUD 790.92
Subclass 186 Pathway:
Who is it for? Skilled workers applying for permanent residency.
Streams: Transition or Direct Entry.
Costs for Employers:
Nomination Fee: AUD 540
SAF Levy:
Annual Turnover < AUD 10M: AUD 3,000
Annual Turnover ≥ AUD 10M: AUD 5,000
Costs for Employees (Optional Agreement):
Primary Applicant Fee: AUD 4,836.78
Secondary Applicant Fee (over 18): AUD 2,418.39
Additional Applicants (under 18): AUD 1,206.66
Second Instalment (if required): AUD 4,953.39
4. Understanding Costs and Responsibilities
Employers must legally cover sponsorship and nomination fees as well as the SAF levy. Fees for the individual pathway, however, can be paid by either the employer or the employee, based on mutual agreement. Clear communication about costs is vital.
5. Why Now is the Right Time
The Australian government is prioritizing skilled migration to address labor shortages. Recent updates to the Subclass 482 and Subclass 186 pathways have simplified the process, making it easier for employers to access global talent.
6. Steps to Get Started
Become a Standard Business Sponsor (SBS): This is the first step for sponsoring workers under the Subclass 482 pathway.
Identify Skill Gaps: Assess your current and future talent needs.
Work with Experts: Engage migration professionals to ensure a smooth and compliant sponsorship process.
Set Your Business Up for Success
Sponsoring employees through Subclass 482 or Subclass 186 pathways is more than just filling roles—it’s an investment in your business’s future. By addressing skill shortages and retaining top talent, you’re positioning your company for long-term success.
At Nationwide Migration and Education, our experienced Registered Migration Agents are here to guide you through every step of the sponsorship process.
Ready to get started? Book a consultation with us today.
Disclaimer:
The information shared by Nationwide Migration and Education is for general informational purposes only. While accurate at the time of publication, details may change. This content is not intended as legal or migration advice. For advice tailored to your circumstances, please book a consultation with a Registered Migration Agent.
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