Employer Sponsorship and Corporate Immigration Lawyers
If your business wants to hire skilled workers from overseas, or keep the ones you already have, the visa rules sit on top of your hiring plans. Each step has its own tests.
Our migration lawyers act for employers from local SMEs to global corporations. We can help you become a sponsor, nominate roles under the 482 and 186, and stay compliant once workers arrive.
- Fixed fees, agreed up front
- Offices in Sydney and Melbourne
- Video consultations Australia-wide
- Led by Principal Lawyer Tina Nematian
How we help
Standard business sponsor approval
Before you can nominate most overseas workers, Home Affairs must assess your business as a suitable sponsor. We can prepare the application, check your business details and consider whether accreditation is worth pursuing for your hiring plans.
Learn moreSkills in Demand 482 nominations
We can assess which 482 stream fits the role, check the occupation and salary against the current rules, and prepare the nomination and the visa applications for your employee and their family members, in the right order.
Learn more186 permanent residence nominations
The Employer Nomination Scheme lets you nominate a worker for permanent residence. We can advise on the Temporary Residence Transition and Direct Entry streams, the work history each requires, and how each fits your workforce plan.
Learn more494 regional employer visas
If your business operates in regional Australia, the 494 may suit the role. We can check your business location, the salary and the worker's requirements, and explain the later permanent residence options for regional workers.
Learn moreLabour market testing
Most nominations need evidence that you advertised the role locally first. We can review your advertisements and timing before you nominate, so the evidence you hold matches what the rules require, so the nomination is not held up.
Learn moreSponsor obligations and compliance
Approval brings duties that continue after the visa is granted. We can help you set up record keeping and notification processes, and run a review before any departmental monitoring request arrives, whatever your sponsor type.
Learn moreShort stay, training and activity visas
For urgent, short-term work of up to six months, a training placement, or a temporary activity, other visas may suit better than a 482. We can check which visa applies, whether sponsorship is needed and what the activity requires.
Labour agreements and DAMAs
When the standard programs do not cover a role, a labour agreement or regional DAMA may. We can assess whether your business has a genuine case, explain the likely concessions, and prepare the request and supporting business case.
Learn more
How employer sponsorship works
Most employer sponsored visas follow three stages. The business becomes an approved sponsor, nominates a position and a person, then the worker lodges the visa application.
Becoming a standard business sponsor
Home Affairs assesses whether your business is suitable to sponsor workers for the Skills in Demand 482 and the 494.
The 482 and its streams
The Subclass 482 has three streams: Specialist Skills, Core Skills and Labour Agreement. Specialist Skills covers occupations in ANZSCO major groups 1, 2, 4, 5 and 6 and has a higher salary test. Core Skills covers occupations on the Core Skills Occupation List.
- Core Skills Income Threshold: $79,423 for nominations lodged between 1 July 2026 and 30 June 2027.
- Specialist Skills Income Threshold: $146,576 for the same period.
- Pay must also meet the annual market salary rate for the role.
Figures are as at October 2026 from the Home Affairs salary requirements page.
Labour market testing
Most nominations need two advertisements run in Australia for at least four weeks, generally within four months before you nominate. See our labour market testing guide.
Permanent residence through the 186
The Temporary Residence Transition stream generally requires two years of eligible sponsored full-time employment with the nominating employer in the three years before the visa application. Direct Entry nominations need a Core Skills Occupation List occupation, and most applicants need a skills assessment and three years of work experience. Both usually have an age limit of 45, with exemptions. See our 186 Direct Entry guide.
Sponsor obligations and compliance
Sponsorship is not a one-off filing. Your duties start on approval and some continue for two years after the sponsorship ends. In practice that means:
- telling Home Affairs within 28 days when the worker's employment ends or their duties change
- giving the worker terms no less favourable than an equivalent Australian worker
- keeping the worker in the nominated occupation
- paying recruitment and migration costs yourself and covering reasonable travel home when requested
- keeping records and producing them if a departmental officer asks
The obligations differ a little between standard business, accredited and temporary activities sponsors, so we first check which set applies to you, and we can explain the detail.
Home Affairs can monitor sponsors, including through site visits and requests for records. Failures can lead to a compliance notice, an enforceable undertaking, an infringement notice, civil penalties, cancellation of approval or a bar on sponsoring. Our guides cover sponsor obligations and breach penalties.
When a labour agreement or DAMA fits better
A labour agreement is a formal arrangement between your business and Home Affairs. It can open occupations or concessions the standard programs do not offer, and visas are granted under the labour agreement streams of the 482, 186 and 494. Agreements generally run for five years and there is no cost to request one, although nomination and visa charges still apply.
They are not a shortcut. A company-specific agreement should not be considered if you can use the standard programs, an industry agreement or a DAMA, and overseas workers generally cannot be more than one third of your workforce. A DAMA is a regional arrangement, and employers need endorsement from the designated area representative before they lodge a request.
Industry labour agreements have fixed terms for a whole sector, such as aged care, meat and horticulture. For more, see our pages on labour agreements and DAMAs to compare the options.
Talk to a lawyer about your situation
Book a ConsultationWorking with HR teams on ongoing sponsorship
If you sponsor several people, the work is rarely one visa at a time. It is a running programme with dates, salaries and duties that change. We can work with your HR team on the whole programme, for example:
- checking salary and occupation details before a role is offered
- tracking nomination and visa expiry dates so renewals and 186 timing are planned early
- setting up a process for the 28 day notifications and record keeping
- reviewing your position before an audit or monitoring request
- advising when a change of role, salary or site means a new nomination
We can also review how sponsorship fits your wider hiring plans, including when a worker could move towards permanent residence, and liaise with your payroll and legal teams on contract and salary questions that touch the visa conditions and the sponsor's duties.
You still know the cost up front, because we work on a fixed-fee model.
Trusted by Employers Across Australia
“One Planet Migration Law brings professionalism and attention to detail that’s crucial in migration law. They understand urgency and provide clear, actionable advice to move forward with confidence.”
“Our company has relied on Tina’s expertise in immigration law for many years, across different firms and now with One Planet Migration Law. We value the team’s attention to detail and ability to work with people from all walks of life, which is why we continue to trust them with our immigration matters.”
“We rely on One Planet for complex immigration and sponsorship matters. They are thorough, knowledgeable, and cover every scenario to ensure positive outcomes. Always professional, always approachable.”
“Faced with a unique sponsorship challenge, One Planet Migration Law guided us to a successful outcome. Their grasp of both immigration law and business realities was remarkable—clear, proactive, and client-focused.”
“The team’s knowledge, empathy, and clarity turned what could have been a stressful immigration process into a smooth, efficient experience. Highly recommended for all employer sponsorship needs.”
“One Planet Migration Law made securing skilled visas for our employees seamless. Their professionalism and deep knowledge not only supported our staff but also enabled our business to grow by bringing in the talent we needed. Highly recommended for any employer navigating migration with confidence.”
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We believe in the power of migration.
Simplifying Immigration, Connecting Humanity.
Gwen Coghill
1 year ago
Tina and Deepika have guided me through, what felt to me, like a complex case.
They answered my endless questions with empathy and used terms I would understand. I was lacking confidence of the process at times, but I was reassured by both of them when needed. Overall a pleasure to work with. Thank you for getting me over every hurdle that popped up and managing to have all our visas granted in such a short amount of time. I am so glad that I found Tina again, I was also so pleased to find she had her own law firm from the last time we spoke. Very well deserved.
Reza
1 year ago
We had the pleasure of working with Tina and her team recently. My partner and I were in a very stressful situation due to a sudden change in our circumstances. Tina gave us a clear plan, spent enough time addressing our concerns, and kept us informed throughout the process. She and her team helped us effectively with my wife's visa within a very short timeframe. I would strongly recommend One Planet Migration Law.
Taraneh Kassiri
1 year ago
Tina’s help was indispensable when I began the process of moving to Australia. She helped my husband and I work through the paperwork and gain clarity on what was needed. Without her, the process would have been so much more difficult. We’re very grateful for her assistance, which she carried out professionally, responsiveness, clarity and joy
Josh
1 year ago
So great at their jobs. Absolutely a dream to work with. These people go above and beyond and as a Canadian lawyer myself, I cannot think of another time I've worked professionally with people who are so kind, diligent, and competent. I cannot recommend One Planet enough.
shaghayegh lotfi
1 year ago
I’m incredibly grateful to Tina Masrour, Deepika, and Rhel from One Planet for their outstanding support with my parents’ Subclass 600 Tourist Visa application. Thanks to their expertise, professionalism, and attention to detail, both of my parents received their visas with a smooth and successful outcome.
I truly appreciate their hard work, responsibility, and patience throughout the process. They were clear, responsive, and genuinely committed to helping us. I highly recommend One Planet Immigration to anyone in need of expert immigration assistance. Thank you again for everything!
Anton Jordaan
1 year ago
Appreciate the meeting with Tina. She is an experienced professional who thinks laterally, and methodically presented various visa application and success data in a way that guides and supports informed decision making.
Thivanka Silva
1 year ago
Figuring out the PR process felt really confusing, but One Planet Migration really helped me find the right way forward. Tina was super helpful and gave me so much useful information. If you're trying to understand the PR process and want great support, especially from someone as helpful as Tina, I definitely recommend One Planet Migration.
Mel
2 years ago
Thank you Deepika and Tina for assisting me all throughout my visa application. It's been a breeze and I am grateful.
Naim Smith
2 years ago
Tina Masrour and the team at One Planet Migration Law were a great resource in guiding us through our application for migration to Australia. From the initial consultation, to getting my qualifications recognized by Engineers Australia and submitting an expression of interest on our behalf they demonstrated exceptional knowledge of the immigration process, providing clear and accurate guidance at every step. They took the time to understand our unique circumstances and tailored their advice accordingly. I would highly recommend them to anyone considering migration to Australia.
Talk to our employer sponsorship lawyers
Tell us about the role, the worker and your business, and we can explain which sponsorship option may suit. Consultations are available in person at our Sydney and Melbourne offices, or by video call anywhere in Australia. Book a consultation with our migration lawyers.
Employer sponsored visas: our guides
Plain-English guides written by our lawyers. General information only, not legal advice for your situation.
482 Visa Processing Time in 2026: Current Times by Stream and the Direction 121 Queue
482 Skills in Demand processing times by stream as at 2 October 2026, and how Ministerial Direction 121 now decides which applications are processed...
Prohibited Employer Declarations: What One Means for Your Existing Workforce
What a prohibited employer declaration does in Australia, why existing sponsored staff can stay, the 28 day right of reply, and the 12 month...
Sponsorship Breach Penalties in Australia: What It Actually Costs in 2026
What a sponsorship breach costs an Australian employer in 2026, in penalty units, plus bars, cancellation and the public sanctioned sponsor register.
Sponsorship Obligations in Australia: What Every Business Sponsor Must Do in 2026
Every sponsorship obligation an Australian business sponsor carries in 2026, what each one covers, how long it lasts, and the 28 day notification...
Labour Market Testing for Employer Sponsors: 2026 Requirements
Labour market testing for 482 and 494 sponsors in 2026: 28-day advertising rules, what ads must include, exemptions and the mistakes that cause...
Subclass 186 Temporary Residence Transition (TRT) Stream: 2026 Guide
The 186 TRT stream in 2026: 2 years' work on your 482, approved-sponsor rule, CSIT of $79,499, and the $6,140 charge explained by Sydney migration...
All 51 guides on employer sponsored visas
- Subclass 186 ENS Direct Entry Stream 2026: The Permanent Employer Sponsored Visa Explained
- Core Skills Income Threshold (CSIT) Australia 2026: Sponsor Salary Rules Explained
- “Skills in Demand (SID) Visa Australia 2026: The Full Guide to the Subclass 482 Successor”
- Subclass 494 Visa Australia: Requirements, Salary, Costs and PR Pathway (2026 Guide)
- English Language Tests for Australian Visas: PTE, IELTS, TOEFL and OET Score Comparison (2026)
- Employer Sponsored Visa Salary Thresholds 2026
- 482 and 186 Visa Salary Thresholds Rising in July 2026: What Employers Need to Know
- Employer Sponsorship Audits 2026: How Home Affairs Is Watching Your Business
- Work Visa Australia: How to Apply, Visa Types, Costs & Processing Times
- TSS Visa Australia vs ENS 186: Temporary Work or Permanent Residency?
- Employer Nomination Scheme Visa: Complete Guide to ENS 186 Eligibility, Process & PR Pathway
- Skills in Demand Visa Australia 2026: Guide to High-Demand Jobs, Faster Visa Pathways & PR Options
- Australian Visa Comparison: Employer Sponsored Visa Australia vs Skilled Visas 189 & 190 – Key Differences and Pathways
- Subclass 482 Visa English Language Requirements
- New Age Limits and Visa Flexibility for UK Citizens applying for Working Holiday Visas
- Approved Work Sponsor Register: What Employers and Migrants Need to Know
- Update on Employer Nomination Scheme (Sc 186) Processing
- English Language Test Score Updates for Subclass 482 Visa in 2025
- Key Requirements for Subclass 482 Skills in Demand (SID) Visa Applicants
- FY2025/26 Immigration Checklist: Is Your Business Ready to Hire and Sponsor Overseas Talent?
- Navigating Age Exemptions for the Subclass 186 Visa: What You Need to Know in 2025–26
- SID Visa Sponsorship: Proving Genuine Position and Financial Capacity
- Early Childhood Teacher Migration to Australia: Qualifications & PR Pathways (2025 Update)
- What Is the 482 Visa Occupation List? Understanding the New Core Skills Occupation List (CSOL)
- Migration Regulation 482.317: Understanding Risk Factors Under PIC 4013 and 4014
- Understanding Mandatory Skills Assessments for Australia’s Skills in Demand Visa
- Fair Work Ombudsman Cracks Down on Wage Theft in Hospitality Sector
- New Skills in Demand Visa Salary Thresholds from 1 July 2025: What Employers Need to Know
- Nursing the Gap: Fast-Tracking Overseas Nurses to Australia
- The New Skills in Demand (SID) Visa: What You Need to Know
- TSS Visa Work Experience Reduction: An Update on Delays and Speculations
- Accredited Standard Business Sponsorship (SBS): The Business Class of Talent Acquisition
- Subclass 482 Visa Work Experience Policy Update: What You Need to Know
- Key Changes Affecting Employer-Sponsored Visas in Australia in 2024
- New Changes to Subclass 482 Visa Policy: Simplified GTE Requirements Effective August 2024
- Increased Flexibility for Temporary Work Visa Holders: Key Changes Effective 1 July 2024
- TSMIT increased from 1 July, 2024.
- Varying and Renewing a Labour Agreement: The 2026 Rules
- Company Specific Labour Agreements: How to Request One in Australia
- The New Aged Care Industry Labour Agreement
- Labour Agreements in Australia: Full Guide for Employers
- DAMA Concessions Explained: Salary, Age, English and When a DAMA Is Blocked
- Every Designated Area Migration Agreement in Australia: The 13 DAMAs in 2026
- One year extension of the Northern Territory DAMA
- FNQ DAMA TSMIT/CSIT Concession Update: What You Need to Know for 2025
Frequently asked questions
Do I need to be an approved sponsor to hire an overseas worker?
For the 482 and 494, yes. Your business must be an approved standard business sponsor, or have applied to become one, before you can nominate a worker. The 186 also needs a nomination from an employer whose business is actively and lawfully operating. A consultation can confirm which applies to your business and the role.
What is the difference between the Specialist Skills and Core Skills streams?
Specialist Skills is for roles in ANZSCO major groups 1, 2, 4, 5 and 6 where the nominated salary meets the Specialist Skills Income Threshold. Core Skills is for occupations on the Core Skills Occupation List with salary meeting the lower Core Skills Income Threshold. Which stream fits depends on the role, the occupation and the pay offered.
Do we have to advertise the role before nominating?
Usually, yes. Labour market testing generally means at least two advertisements in Australia, run for at least four weeks, within four months before lodging the nomination. Narrow exemptions exist, including some categories under Australia's international trade agreements. Check your facts before relying on one. Our guide sets out the detail.
Can a 482 worker become a permanent resident through us?
They may be able to, depending on their circumstances. Through the 186 Temporary Residence Transition stream, the employer who last sponsored them nominates them, and they generally need two years of eligible sponsored full-time employment in the previous three years. Age and English requirements also apply, so plan the timing before the 482 expires.
What happens if we breach a sponsor obligation?
Home Affairs can respond in proportion to the breach. Options include education, a compliance notice, an enforceable undertaking, an infringement notice, court-ordered civil penalties, cancelling your approval or barring you from sponsoring. If you think you may have breached an obligation, get advice early, before Home Affairs contacts you. See our breach penalties guide.
Can you help with a short-term or training placement?
Often, yes. The subclass 400 can cover short-term, non-ongoing work of up to six months that needs rare skills. The 407 Training visa and 408 Temporary Activity visa have their own sponsor and nomination rules. We can check which visa matches the activity, and who must sponsor or nominate, before anyone travels to Australia.
Is a labour agreement better than a standard 482?
Only if the standard programs do not fit the role. Labour agreements involve a business case and are for genuine skill needs the standard visas cannot meet. If a 482 works, it is usually the more direct route. We can compare the options with you and tell you if a labour agreement is worth pursuing. See labour agreements.
How does your fixed-fee model work for employers?
We work on a fixed-fee model, so you know the cost up front. We do not quote fees on this page, because the work depends on the sponsorship type and the number of workers. Ask about the cost at your consultation and we will explain what it covers. Government charges are separate and set by Home Affairs.
