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✅ Subclass 494 – Regional Skilled Worker Visa
✅ Subclass 482 – In-Demand Skills Visa
✅ Subclass 186 – Permanent Residency Pathway
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Frequently asked questions
Which Australian visas allow an employer to sponsor a skilled worker?
The three main employer-sponsored pathways are the Skills in Demand visa (subclass 482), a temporary visa for up to four years; the Skilled Employer Sponsored Regional (Provisional) visa (subclass 494), for positions in designated regional areas; and the Employer Nomination Scheme visa (subclass 186), which is permanent. Each requires an approved sponsor, an approved nomination and a separate visa application.
What is the subclass 482 visa now called?
The subclass 482 visa is the Skills in Demand (SID) visa. It replaced the Temporary Skill Shortage (TSS) visa on 7 December 2024. The Core Skills stream requires nomination in an occupation on the Core Skills Occupation List, at least one year of relevant work experience, and a salary at or above both the Annual Market Salary Rate and the Core Skills Income Threshold.
How long does a standard business sponsorship last?
The Department of Home Affairs approves a standard business sponsorship for five years from the date of approval. During that period the sponsor can lodge nominations for subclass 482 and subclass 494 workers without reapplying for sponsorship, provided it continues to meet its sponsorship obligations.
What does it cost a business to sponsor a worker?
As at September 2026 the Department charges AUD420 to become a standard business sponsor, AUD330 for a subclass 482 nomination and AUD540 for a subclass 186 nomination. The Skilling Australians Fund levy is charged separately and depends on business turnover and the nominated period. These are the employer’s costs and cannot be passed to the worker.
Can an employee be asked to pay the sponsorship costs?
No. Sponsorship, nomination and Skilling Australians Fund levy costs must be met by the sponsoring business and cannot be transferred to the visa applicant or their family members. Recovering those costs from a worker breaches the sponsor’s obligations and can lead to sanctions, including barring and civil penalties.