When an employer sponsors an overseas worker for an Australian visa, they are subject to ongoing Standard Business Sponsorship obligations for the duration of the sponsorship period. These obligations are designed to ensure the sponsored employee is treated fairly and that the integrity of the Australian labour market is maintained.
Below are the key 482 sponsorship obligations employers must comply with:
As a sponsor, you must notify the Department in writing (via ImmiAccount or email to sponsor.notifications@abf.gov.au) within 28 calendar days if certain events occur.
You must notify the Department immediately if your sponsored employee:
You must also notify the Department of changes to your business, including:
The core of your obligations is ensuring your sponsored employee is treated exactly the same as a local Australian worker.
You cannot pass the costs of doing business onto your sponsored employee. By law, you must pay and assume all of the following costs yourself:
Travel & Removal Costs: If your sponsored employee (or the Department on their behalf) submits a written request, you must pay the reasonable and necessary economy-class travel costs for the employee and their sponsored family to leave Australia. You must pay this within 30 days of the request.
Warning: If your sponsored employee becomes an “unlawful non-citizen” (e.g., they overstay their visa), you may be forced to pay the Commonwealth up to $10,000 to cover the costs of locating and removing them from the country. This obligation lasts for up to five years after they leave Australia.
If the ABF knocks on your door, you need proof that you are following the rules. You must keep perfectly organized, reproducible records of:
Cooperating with Inspectors: Fair Work and Immigration Inspectors have the power to investigate your business. You must allow them access to your premises, provide requested documents within their timeframe, and fully cooperate. Hindering an investigation is a direct breach of your obligations.
The government does not tolerate the abuse of the employer-sponsored visa program. If you fail to meet your obligations, the consequences are severe:
As a 482 visa sponsor, you must ensure your employee works only in their approved nominated occupation and ensure the 482 holder receives the equivalent terms and conditions of employment to an Australian worker.
You are legally required to cover all sponsorship and recruitment costs yourself, without passing them onto the visa holder. You must also notify the Department of Home Affairs within 28 days if the employee’s role ceases, duties change, or your business structure alters.
The visa holder is not required to lodge a new visa application unless their current visa is nearing expiry.
However, if the visa holder is transitioning from a Labour Agreement sponsor to a Standard Business Sponsor, a new visa application must be lodged.
You, your employer, your sponsor, or a family member have an obligation to notify the Department of Home Affairs of any relevant changes in circumstances.
However, your employer, sponsor, or family member does not have the authority to cancel your visa.
If your employment ceases, you now have up to 180 consecutive days (and a maximum of 365 days across the life of your visa) to find a new approved sponsor, apply for new nomination application.
