Labour Agreement Lawyers for Australian Employers
A labour agreement lets an approved business sponsor overseas workers when the standard visa programs do not fit the role. It is a negotiated agreement with Home Affairs, so the business case you put forward matters.
Our migration lawyers can help you work out whether you need one, prepare the request, and manage the nominations that follow. Consultations are in person in Sydney or Melbourne, or by video call anywhere in Australia.
- Fixed fees, agreed up front
- Offices in Sydney and Melbourne
- Video consultations Australia-wide
- Led by Principal Lawyer Tina Nematian
How we help
Company-specific agreement requests
If your skill need is not covered by an industry agreement, a DAMA or the standard programs, a company-specific agreement may apply. We can assess the case, prepare the request and draft the supporting business case.
Learn moreIndustry labour agreements
Several sectors have fixed-term industry agreements negotiated with Home Affairs. We can check whether your business is covered, which template applies, and what you need to show to request one, including any consultation the sector requires.
Learn moreProject agreements
Project companies with genuine skills shortages during the construction phase of resource or infrastructure projects may be able to request a project agreement. We can check whether your project qualifies and how to approach the department before any request is lodged.
DAMA labour agreements
In a designated area, employers can seek endorsement and then a labour agreement under the regional DAMA. We can check the occupations and concessions available, help you seek endorsement from the representative first, and then prepare your request.
Learn moreBusiness case and concessions
Concessions to English, age, salary or work experience need strong reasons, and requests beyond the template are unlikely to be agreed. We can help you set out a realistic case with the evidence behind it.
Stakeholder consultation
Many requests need evidence that you consulted industry bodies, unions or affected community groups. We can help you plan the consultation, allow for response times, keep a record of replies and present it with your request.
Nominations under the agreement
Once an agreement is in effect, each worker still needs a nomination and a visa. We can prepare nominations under the 482, 494 or 186 labour agreement streams, keep within your agreed ceilings, and brief the worker on their own visa application.
Learn moreVariations and renewals
Agreements generally run for five years, and variations are now limited. We can plan ahead for workforce changes, prepare variation requests, and prepare a renewal request in good time, well before your current agreement expires.
Learn more
Labour agreement or 482: which does your business need?
Start with the standard programs. If the role fits the Skills in Demand 482, the 186 or the 494, that is normally the more direct route. A labour agreement is for the cases those programs do not cover, and Home Affairs expects you to show why they cannot meet the need.
Home Affairs describes a company-specific agreement as appropriate where:
- the skill need is genuine and not covered by an industry agreement, a DAMA or a project agreement
- the occupation is not available in the standard skilled visa programs, unless there is a strong and compelling business case
- the business can show an exceptional need that Australian workers cannot meet, with detailed recruitment efforts behind it
The positions must sit at ANZSCO skill levels 1 to 4. The business must also be an Australian registered business in good standing, lawfully and actively operating for at least 12 months, with evidence of financial viability from a qualified accountant. Overseas workers must not be more than one third of the workforce, and you need a plan to train and employ Australians so a future agreement is not needed.
There is no cost to request a labour agreement, but nomination and visa charges apply later. Agreements generally last five years and allow visas under the labour agreement streams of the 482, 186 and 494. Workers must generally meet the English language requirements of the 482 and any registration or licensing requirements for the occupation.
For the sponsor-side basics, see our employer sponsorship page. For the full rules, see Home Affairs on company-specific labour agreements.
The types of labour agreement
There are four types, and the right one depends on your industry, location and project.
Company-specific
Negotiated for one business with a genuine skill need. It is described as a temporary solution. Our company-specific guide covers the detail.
Industry
Fixed terms for a whole sector, set in negotiation between the industry and Home Affairs. As at October 2026 the department publishes ten templates, including aged care, dairy, meat, horticulture, fishing and on-hire. See our industry agreements guide.
DAMA
A regional or state arrangement with a head agreement and individual employer agreements beneath it. Employers need endorsement from the designated area representative first. A DAMA is not endorsed where an industry agreement already covers the industry. Read more on our DAMA page.
Project
For project companies in the construction phase of resource or infrastructure projects endorsed by the Department of Foreign Affairs and Trade under the China-Australia Investment Facilitation Agreement.
From request to nominations
The process is detailed and evidence-heavy. In outline:
- Work out which agreement type fits, using the Home Affairs guidelines and templates.
- Gather business documents, declare any adverse information, collect labour market testing evidence and complete any required consultation with industry or union stakeholders.
- Lodge the request in ImmiAccount. Home Affairs assesses each request case by case.
- If approved, review and sign the agreement. It takes effect once countersigned by the Minister or their delegate.
- Nominate workers under the agreement, then each worker lodges their visa application.
An agreement works like a contract, and sponsor obligations still apply. If you do not comply, Home Affairs may suspend or terminate it, and compliance can be checked through audits and site visits. From 2026, only one variation is supported in each year of an agreement, and none in the first six months. Our variation and renewal guide explains how to plan for that.
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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 labour agreement lawyers
Tell us about the roles, your industry and your recruitment history, and we can explain whether a labour agreement, a DAMA or the standard 482 may suit your business. We work on a fixed-fee model, so you know the cost up front. Book a consultation with our migration lawyers.
Labour agreements: our guides
Plain-English guides written by our lawyers. General information only, not legal advice for your situation.
Varying and Renewing a Labour Agreement: The 2026 Rules
From 2026 the Department supports one labour agreement variation per year and none in the first six months. What that changes, and how renewal...
Company Specific Labour Agreements: How to Request One in Australia
How to request a company specific labour agreement in 2026: the eligibility tests, the one-third workforce rule, consultation and available...
The New Aged Care Industry Labour Agreement
Solving Aged Care Workforce Shortages: A Key Pathway for Providers to Strengthen Staffing and Support Quality Care
Labour Agreements in Australia: Full Guide for Employers
Industry Labour Agreements (ILAs) are special arrangements between the Australian Government and specific sectors experiencing ongoing labour...
Frequently asked questions
Do I need a labour agreement to sponsor overseas workers?
Not usually. Many employers sponsor under the standard 482, 186 or 494 without one. A labour agreement is for situations where the standard programs are unavailable or do not cover the occupation. A consultation can check whether the standard route already works for your role, which often saves months of preparation.
Can a labour agreement lead to permanent residence?
It can, depending on the agreement and the worker. A company-specific agreement can request a permanent residence pathway through the Employer Nomination Scheme 186, and the 494 also has a permanent pathway for workers in regionally located businesses. The terms vary from agreement to agreement, so the pathway should be confirmed before you discuss it with a worker.
How long does a labour agreement last and what does it cost?
Labour agreements are generally in effect for five years. Home Affairs says there is no cost to request one. Costs arise at the nomination and visa stages. Professional fees depend on the work involved, and we work on a fixed-fee model so you know them up front. Government charges are separate.
What is the difference between a company-specific and an industry agreement?
A company-specific agreement is negotiated for one business with a genuine need not covered elsewhere. An industry agreement has fixed terms for a whole sector, determined by industry bodies in negotiation with Home Affairs. If your sector has one, an industry agreement is the route Home Affairs expects you to consider first. See our industry guide.
When is a DAMA a better option?
A DAMA may suit you if your business is in a designated area and your occupations are covered by its head agreement. You need the designated area representative to endorse your request first. It is not endorsed where an industry agreement covers your industry, and the department is moving towards state and territory-led DAMAs. Read about DAMAs.
Can we change the agreement after it is signed?
Sometimes. You can ask to vary terms, concessions or nomination ceilings, but from 2026 Home Affairs supports only one variation in each year of an agreement and none in the first six months. Plan your workforce needs, including ceilings and occupations, before you sign. See our variation and renewal guide.
What happens if we do not comply with the agreement?
The agreement is a contract with terms you must meet, alongside legislated sponsor obligations. If you do not comply, Home Affairs may suspend or terminate it and can consider sanctions, penalties or other enforcement measures. The Australian Border Force and the department may monitor compliance through audits and site visits.
What evidence does Home Affairs expect with a request?
Typically proof your business is in good standing, such as financial reports, tax returns and bank statements, plus a business plan, a letter of support from a qualified accountant and any adverse information. You also need labour market testing evidence, evidence of your recruitment efforts and, where required, records of stakeholder consultation.
