Australia’s employer sponsored pathway is one of the most powerful routes to permanent residence — and one of the most complex. Whether you’re a skilled worker whose employer wants to keep you, or a business looking to fill a critical role, EPA’s MARA-registered agents guide both sides through every stage.
The employer sponsored pathway has three parties: the Australian business (the sponsor), the Department of Home Affairs (who approves the nomination and visa), and you (the worker). All three have specific obligations. When the pieces align — a genuine vacancy, a qualified worker, a compliant employer — it is one of the most direct routes from overseas skilled work to permanent Australian residence.
The critical distinction: Subclass 482 is temporary. It gives you the right to live and work for a specific employer for up to 4 years. Subclass 186 is permanent. Most people reach 186 through the Temporary Residence Transition (TRT) stream after working on 482 for at least two years — but there is also a Direct Entry (DE) stream for some applicants who haven’t held a 482.
Because the obligations sit equally with the employer and the worker, EPA advises both. We have helped businesses become approved sponsors, and we have lodged successful nominations and visa applications across dozens of occupations. A mistake at any stage can cause refusals or sponsor bans — professional guidance here is not optional.
Both are employer sponsored. The key difference is permanence — and how you get there.
Skills in Demand
A temporary work visa that ties you to a specific sponsor for up to 4 years. The most common starting point — and the most common bridge to permanent residence via the 186 TRT stream.
Employer Nomination Scheme
Permanent residence sponsored by your employer. The destination for most 482 holders — but also available via Direct Entry for those who qualify without a prior 482.
The 482 was redesigned as the "Skills in Demand" visa in late 2023, replacing the TSS visa. It now has two streams — each with different salary thresholds and occupation eligibility.
Most applicants use the TRT stream after working on a 482. But two other streams exist — and choosing the right one matters for your timeline and eligibility.
The most common route. If you've been working for your sponsoring employer on a Subclass 457 or 482 for at least 2 years in the nominated occupation, you can apply for permanent residence through this stream.
For applicants who haven't held a 457/482 or haven't worked for the sponsor for 2 years. Requires a positive skills assessment and at least 3 years of relevant recent work experience.
Used when a business has a formal Labour Agreement with the Department of Home Affairs — often for industries or occupations not otherwise covered by standard sponsorship. Uncommon but important for some sectors.
Becoming an approved sponsor is not a rubber stamp. The Department takes employer obligations seriously — failure to meet them can result in sponsor sanctions, cancellations and bans.
Before nominating any worker, the business must apply to be an Approved Sponsor. The Department assesses the company's legitimacy, lawful operation and capacity to meet obligations. EPA guides employers through this stage.
Employers must pay sponsored workers at least the market salary for the role — and at least TSMIT. Underpaying a sponsored worker is a serious breach. EPA advises on how to determine and document the market rate correctly.
For most Core Skills nominations, the employer must advertise the position in Australia for at least 4 weeks before nominating overseas. The ads must meet specific requirements — content, placement and timing all matter.
The nominated position must genuinely exist, be required full-time, and match the tasks of the nominated ANZSCO occupation. A misaligned job description is one of the most common refusal triggers in nomination applications.
Sponsors must keep records of sponsored worker employment, provide information to the Department on request, and cooperate with any compliance activities. Records must be kept for a minimum period.
If the sponsored worker's role changes significantly, they leave the company, or their salary changes, the Department must often be notified. Failing to do so can put the sponsor approval at risk.
Becoming an approved sponsor is not a rubber stamp. The Department takes employer obligations seriously — failure to meet them can result in sponsor sanctions, cancellations and bans.
| Threshold | Amount (Indicative) |
Applies To | Notes |
|---|---|---|---|
| TSMIT Temporary Skilled Migration Income Threshold | AUD 73,150 p.a. | 482 Core Skills stream | Floor only — market salary may be higher. Reviewed annually. |
| Specialist Skills Threshold | AUD 135,000 p.a. | 482 Specialist Skills stream | No occupation list restriction above this threshold. Indicative — confirm current figure. |
| Market Salary Rate | Varies by role & location | All employer sponsored nominations | Must equal what an Australian would earn for the same role. MARA agent helps determine & document this. |
| 186 Salary Requirement | Market salary rate | Subclass 186 nominations | No separate TSMIT floor for 186, but must meet market rate. Salary at nomination assessed. |
All figures are indicative as of mid-2026 and subject to change by the Department of Home Affairs. Confirm current thresholds with a MARA-registered agent before lodging any nomination.
Employer sponsored applications fail in predictable ways. Knowing what to avoid is the first step — having a MARA agent is the safeguard.
EPA advises both the sponsor and the sponsored worker. We manage every stage of the process — and we keep you compliant throughout the visa term, not just at lodgement.
We prepare and lodge Standard Business Sponsor applications, ensuring the business profile and documentation meets Department requirements first time.
We advise on Labour Market Testing — which platform, what to include, and how long to run. We review ad copy before it goes live to prevent refusal-triggering errors.
We prepare nomination applications with correctly matched occupation duties, verified salary benchmarking, and complete supporting documentation.
We prepare and lodge the visa application — assembling skills evidence, English results, health and character requirements, and any personal circumstances.
We track your 2-year TRT eligibility date and prepare your 186 application at the right time — so your PR pathway moves without delay when the window opens.
Sponsor obligations don't stop at grant. We advise employers and workers on changes in role, salary or circumstances, and when the Department needs to be notified.
