In the world of constantly changing immigration rules, proactive measures are crucial to protect your business from disruptions. The increase in the TSMIT has had a big impact on certain sectors, notably childcare, hospitality, and retail industries, and the increased threshold may necessitate higher salaries for visa renewals, affecting a significant proportion of businesses within these sectors.
A substantial number of visa holders in these sectors currently earn below $70,000 and industries such as childcare and hospitality cannot afford to pay this amount. As such, companies are urged to establish a strategic immigration program, aligned with their workforce requirements to insulate themselves from the unpredictability of immigration rules.
An internal immigration or mobility program can offer predictability for your business and streamline the sponsorship process, protecting your company against the volatility of immigration regulations.
It may be an opportune moment to look into company-specific labour agreements. This agreement is valid for five years and provides a secure haven against potential changes in occupation lists, nomination criteria, visa requirements, or legislative changes. It provides a level of certainty and stability into your business operations. Beyond this, it also provides a range of concessions to the standard visa criteria, including concessions for English language proficiency, the TSMIT, work experience, and more.
If you have been affected by the recent changes and you do not want to be subjected to immigration law changes, the company-specific labour agreement may be a solution. To fully harness its potential and maximise efficiency and effectiveness, we recommend engaging with a seasoned migration lawyer to see if it is the right choice for your business.