Skilled Employer Sponsored Visa Lawyer Sydney
Your Job Offer in Sydney Is Waiting. Don’t Let a Visa Error Cost You the Opportunity.
Experienced & Trusted Skilled Employer Sponsored Visa Lawyer in Sydney
You have a job offer. Your employer wants to sponsor you. But the employer sponsored visa process is layered, time-sensitive, and unforgiving of errors. A mistake in the nomination, a missed salary threshold, a sponsorship that lapses any one of these can delay your start date or end the opportunity entirely.
At CIA Lawyers, our immigration lawyers in Sydney work with skilled workers and employers across every stage of the employer sponsored visa process. From Standard Business Sponsorship approval through to permanent residency, we handle the complexity so you do not have to.
What People Say After Working With Our Immigration Lawyers
Our Employer-Sponsored Visa Services
We help employers and skilled workers navigate the complex employer-sponsored visa system in Australia. Our services cover all stages of application, from eligibility assessment to post-grant compliance, for multiple visa types.
1. Skills in Demand (SID) Visa (Subclass 482) – Temporary
Previously known as the Temporary Skill Shortage (TSS) visa, the SID visa allows skilled workers to fill critical skill gaps in Australian businesses for 1–4 years. We assist with:
- Eligibility checks and strategy for SID visa streams (Core Skills, Specialist Skills, Labour Agreement).
- Preparing Standard Business Sponsorship applications.
- Nomination and visa application documentation.
- Post-grant advice on maintaining conditions and employer changes.
2. Employer Nomination Scheme (ENS) (Subclass 186) – Permanent
The ENS visa enables employers to sponsor highly skilled workers for permanent residency. It typically follows either the Direct Entry or Temporary Residence Transition streams. Our services include:
- Assessing worker eligibility for ENS and nomination pathways.
- Managing nomination and supporting documentation for approval.
- Guidance on bridging from temporary visas to permanent residency.
- Post-grant compliance and planning for long-term residency.
3. Skilled Employer Sponsored Regional (Provisional) Visa (Subclass 494) – Regional
The Subclass 494 visa is a 5-year provisional visa requiring sponsorship by regional employers. It can lead to permanent residency through the Subclass 191 visa. We provide support with:
- Confirming regional eligibility and occupation requirements.
- Preparing employer sponsorship and nomination applications.
- Advising on pathways to permanent residency.
- Managing compliance and updates throughout the visa period.
4. Training Visa (Subclass 407) – Temporary
The Training Visa allows individuals to participate in workplace-based training programs in Australia for up to 2 years to enhance their skills. Our assistance covers:
- Evaluating eligibility for the 407 visa.
- Coordinating employer sponsorship and nomination documentation.
- Preparing and lodging the visa application.
- Guidance on obligations and training compliance during the visa period.
Requirements for Employer-Sponsored Visa
Getting an employer-sponsored visa in Sydney is not just about finding a job. Both you and your employer need to meet specific requirements before the application can move forward. Let's break it down simply.
What Your Employer Needs to Do
Your employer cannot just hire you from overseas straight away. They have to go through a few steps first.
First, your employer must become an approved sponsor with the Australian Department of Home Affairs. This is called getting a Standard Business Sponsorship (SBS). To get approved, the business must:
- Be legally operating in Australia
- Show they have a genuine need to hire a skilled overseas worker
- Prove they have a good history of employing local workers
- Demonstrate they can afford to pay the sponsored worker properly
Once approved, the sponsorship lasts for 5 years.
Second, your employer must nominate the specific job they want to fill. The role must appear on the Core Skills Occupation List (CSOL) - a government list of jobs that Australia currently needs. The employer also has to prove they tried to hire locally first. This is called Labour Market Testing (LMT), and it means advertising the job on at least two national job platforms for 28 days before sponsoring someone from overseas.
What You Need to Qualify
As the visa applicant, you also need to tick several boxes. Here is what the Department of Home Affairs looks at:
- Your Job Must Match Your Skills Your nominated job must be something you are genuinely qualified and experienced in. You cannot be sponsored for a role you have never done before. The job must also appear on the CSOL and align with your background.
- Skills Assessment Some occupations require a formal skills assessment from a relevant Australian authority. For example, nurses need assessment through ANMAC, and engineers go through Engineers Australia. This step confirms that your qualifications are recognised in Australia.
- Work Experience From 2026, you generally need at least one year of relevant full-time work experience in your nominated occupation. This is a reduction from the previous two-year requirement, which is good news for recent graduates.
- English Language Proficiency You must show you can communicate in English at a competent level. The most accepted tests are:
- IELTS – minimum score of 6.0 in each band
- PTE Academic – equivalent score
- TOEFL iBT – accepted for most visa streams
Some occupations and visa streams have different English requirements, so always check what applies to your specific case.
- Salary Requirements Your employer must pay you at least the minimum salary threshold set by the government. As of 2025–26:
- Core Skills stream – minimum AUD $76,515 per year
- Specialist Skills stream – minimum AUD $141,210 per year
From 1 July 2026, these thresholds will increase. The Core Skills minimum goes up to AUD $79,499, and the Specialist Skills minimum rises to AUD $146,717.
Your employer must also pay you the same rate as an Australian worker doing the same job – not a dollar less.
- Health Requirements You must pass a medical examination conducted by an approved panel physician. The exam checks your general health and whether you have any conditions that could put a strain on Australia’s public health system. This exam typically costs between AUD $300 and $500.
- Character Requirements You must have a clean character record. This means providing a police clearance certificate from every country you have lived in for 12 months or more in the past 10 years. Any serious criminal history can lead to a refusal.
- Age Limit (for Permanent Visas) If you are applying for the Subclass 186 visa (permanent residency pathway), you must be under 45 years old at the time of application. Some exceptions apply, particularly for certain high-demand occupations like medical practitioners and academics.
A Quick Summary
Here is a simple checklist to help you see where you stand:
|
Requirement |
Who It Applies To |
|
Standard Business Sponsorship |
Employer |
|
Labour Market Testing |
Employer |
|
Nomination of position on CSOL |
Employer |
|
Skills assessment |
Applicant (most occupations) |
|
Minimum 1 year work experience |
Applicant |
|
English proficiency (IELTS 6.0+) |
Applicant |
|
Meet minimum salary threshold |
Both |
|
Pass health examination |
Applicant |
|
Provide police clearance |
Applicant |
|
Under 45 years old (186 visa) |
Applicant |
One Important Thing to Remember
Australian law is very clear on one point - your employer cannot ask you to pay for the sponsorship costs. This includes the Standard Business Sponsorship fee, the Skilling Australians Fund (SAF) levy, and any recruitment advertising costs. These are always the employer's responsibility. If an employer tries to pass these costs on to you, that is illegal.
Contact us for a personalized eligibility check
Meet Our Team
Practice Director
Ishraque Ahmad
Paralegal
Simran Ghimire
Knowledge Manager
Yuri Kazak
Legal Associate
Claudia
Legal Associate
Sumaia Islam
Lawyer
Jonathan Greete
Sales & Marketing Associate
Thunh Mai Le
Sales & Marketing Manager
Eduardo Mora
Operational Manager
Safat Ul Azam
Why Sydney Workers and Employers Trust CIA Lawyers for Employer Sponsored Visas
There are many immigration lawyers in Sydney. Here is why CIA Lawyers is the firm that skilled workers and their employers choose when the stakes are high:
- Qualified immigration lawyers, not just migration agents. This means full legal representation at the Administrative Review Tribunal (ART) and Federal Court if a refusal needs to be challenged.
- End-to-end service for both employer and employee. We advise the sponsoring business on Standard Business Sponsorship, nomination requirements, Labour Market Testing, and compliance obligations, alongside managing the worker’s visa application.
- Up-to-date knowledge of the new SID visa framework. The Skills in Demand visa system launched in December 2024 introduced significant changes. Our team has thoroughly reviewed the new CSOL, income thresholds, and stream requirements.
- Transparent fees with no surprises. All costs are discussed clearly at the first consultation. There are no hidden charges and no ambiguity about what is included.
- Free initial consultation. We assess your eligibility and give you an honest view of your options before you commit to anything.
- Experience with complex cases. Prior visa refusals, character issues, skills assessment disputes, occupation list gaps, sponsorship withdrawal we have handled all of it.
- Sydney-based and nationally accessible. Our team is based in Sydney, New South Wales, and supports clients across Australia and internationally via phone and video consultation.
Call CIA Lawyers today on 0480 294 699 or book your free consultation online.
Common Employer Sponsored Visa Problems in Sydney and How We Solve Them
Most visa refusals and delays in this category are preventable. These are the situations our Sydney immigration lawyers encounter most frequently:
Occupation Not on the CSOL
With the introduction of the new Core Skills Occupation List, some workers find their occupation is no longer eligible under the standard pathway. We assess whether an alternative occupation code applies, whether a Labour Agreement provides access, or whether another visa pathway better suits the situation.
Salary Below the Income Threshold
If the employer's offered salary falls below the Core Skills Income Threshold of AUD $76,515, the nomination will fail. We review the salary package and advise on whether allowances or total remuneration can be structured to meet the threshold lawfully.
Flawed Labour Market Testing
Poorly documented Labour Market Testing is one of the most common reasons nominations are refused or delayed. Adverts that do not run for the required period, job descriptions that do not match the nominated role, or missing recruitment records all cause problems. We help employers get this right before lodgement.
Sponsorship Withdrawn or Employer Closes
If your employer's sponsorship is withdrawn or the business closes while your visa application is pending or your visa is active, you need to act quickly. Under the new SID rules, 482 visa holders have 180 days to find a new sponsor. We help workers understand their options and move quickly to protect their status.
Skills Assessment Issues
Some occupations require a skills assessment from a recognised authority before the visa can be lodged. A negative or deferred skills assessment does not necessarily end the application. We review the grounds, prepare supplementary evidence, and pursue reconsideration where appropriate.
Previous Visa Refusals or Character Concerns
A prior visa refusal or a character concern for either the worker or the employer does not automatically disqualify an application, but it does require careful legal handling. As qualified immigration lawyers, CIA Lawyers can assess these issues and advise on the strongest strategy before lodgement.
What Sets us Apart
Our Process of Employer Sponsored Visa Application in Sydney
We know that behind every visa application is a skilled professional with a career opportunity on the line, and an employer with a business need to fill. We treat both with the attention they deserve.
Here is what working with our team looks like in practice:
Step 1: Eligibility and Strategy Assessment
We begin with a detailed assessment of your situation: your occupation, qualifications, work experience, English proficiency, and salary offer. We check CSOL eligibility, confirm skills assessment requirements, and identify the fastest and most appropriate visa pathway for your specific circumstances. No guesswork, no assumptions.
Step 2: Standard Business Sponsorship (For Employers)
Before a worker can be nominated, the Australian employer must be an approved Standard Business Sponsor (SBS). We assist employers with the sponsorship application, ensuring the business meets the Department of Home Affairs requirements and understands its ongoing sponsor obligations such as Labour Market Testing (LMT), pay parity, and record-keeping.
Step 3: Nomination Application
The nomination application is where most employer-sponsored applications run into problems. The nominated position must align with an eligible occupation, the salary must meet the income threshold requirements, and Labour Market Testing must be documented correctly. We prepare the nomination package to be decision-ready from day one.
Step 4: Visa Application
Once the nomination is approved, we manage the visa application for the worker. This includes gathering evidence of qualifications and work experience, organising English language test results, health examinations, police clearances, and any other documents required by the Department.
Step 5: Post-Grant Compliance and Pathway Planning
Our support does not end at visa grant. We advise 482 visa holders on their obligations, including what happens if they change employers, how to maintain their visa conditions, and how to plan their transition to permanent residency through the Subclass 186.
Frequently Asked Questions (FAQ)
The Skills in Demand (SID) visa replaced the Temporary Skill Shortage (TSS) Subclass 482 visa on 7 December 2024. The core concept remains the same: an approved Australian employer sponsors a skilled overseas worker to fill a role that cannot be filled locally. However, the SID visa introduces a new three-stream structure (Core Skills, Specialist Skills, and Labour Agreement), a new Core Skills Occupation List (CSOL), updated salary thresholds, and an extended 180-day period to find a new sponsor if employment ends. Existing 482 TSS holders can transition to the SID framework at renewal.
Yes, but it is not as simple as resigning and starting a new job. If you leave your sponsoring employer, you have 180 days to secure a new sponsor and have a new nomination approved by the Department of Home Affairs. During this period you can continue to work for your existing employer or seek a new one. If no new nomination is approved within 180 days, you must leave Australia or apply for another visa. Our lawyers help workers navigate employer transitions quickly to protect their status.
In most cases, yes. Labour Market Testing (LMT) is mandatory for the Core Skills and Specialist Skills streams. The employer must show they made genuine efforts to recruit Australian workers before turning to overseas sponsorship. This typically involves advertising the role for at least 28 days and keeping records of the recruitment process. Exemptions apply in some circumstances, including certain Labour Agreement arrangements. Our team helps employers structure their LMT documentation correctly from the start.
A wide range of Sydney industries actively sponsor overseas workers, including healthcare and nursing, information technology, engineering, construction and trades, education, finance and accounting, and hospitality and food services. Eligibility depends on whether the specific occupation appears on the Core Skills Occupation List, meets the income threshold, and the employer can satisfy the sponsorship requirements. Our lawyers verify occupation eligibility before any application is prepared.
Yes. Dependent family members, including a spouse or de facto partner and dependent children, can be included in the visa application or added after the visa is granted. Dependants on the Subclass 482 visa generally have full work and study rights in Australia. Separate government application charges apply for each dependent. We handle the full family application to ensure dependants are included correctly from the start.
If your employer ceases trading or their sponsorship is cancelled, your visa does not immediately cease. Under the Skills in Demand visa rules, you have 180 days to find a new approved sponsor and have a new nomination approved. This is a significant improvement on the 60-day window that applied under the old TSS visa. If you cannot secure a new sponsor within this period, you will need to depart Australia or apply for a different visa. Contact our Sydney immigration lawyers as soon as you become aware of the issue.
It depends on your occupation. Some occupations listed on the CSOL require a positive skills assessment from the relevant authority (such as Engineers Australia, AHPRA, VETASSESS, or another body) before the nomination can be approved. Others do not require a formal assessment. Our lawyers confirm whether your occupation requires a skills assessment, identify the correct assessing body, and advise on gathering the required evidence.
Other Services we provide in Sydney
- Civil Law
- Appeals & Reviews
- Family law
- Criminal Law
- Traffic Law
- Sports Law
- Commercial law
Book Your Free Consultation with CIA Lawyers Sydney
Whether you are a skilled worker with a job offer ready to go, or a Sydney employer looking to sponsor overseas talent for the first time, the best next step is a free conversation with one of our immigration lawyers.
We will assess your situation, confirm eligibility, explain the visa pathway that fits, and give you a clear picture of costs and timeframes. There is no pressure and no obligation. Just straight, practical legal advice from a Sydney team that handles employer sponsored visas every day.
Strong Local Presence in Sydney
Based in Sydney, CIA Lawyers provides immigration legal services across Sydney CBD, Parramatta and Western Sydney. Our team regularly works within Australia’s legal and migration framework, with experience appearing before the Administrative Appeals Tribunal (AAT), the Federal Circuit and Family Court of Australia (FCFCOA), the Federal Court and other relevant jurisdictions. Being locally based means we understand how migration matters are handled within New South Wales and at the federal level. We are familiar with court procedures, tribunal expectations and Department of Home Affairs processes, allowing us to prepare cases thoroughly and represent clients with confidence.