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Navigating the New Migration Policy: A Guide for Australian Businesses

Jun 25, 2024 | AUS | 0 comments

The recent changes to Australia’s migration policy, particularly the crackdown on “visa hopping”  and changes to Temporary Graduate Visa conditions pose challenges for employers who rely on  international talent. This article explores the repercussions and implications of these changes  on the Australian economy, employer sponsors, and businesses, and provides strategies to  navigate the new landscape. 

Understanding the Policy Changes 

The new migration policy, effective from July 1, 2024, introduces several key changes: 

1. Ending Visa Hopping: Temporary Graduate Visa holders can no longer apply for Student  Visas onshore. This measure targets the practice of extending stays indefinitely through  continuous visa applications. 

2. Reduced Age Limits: The age limit for Temporary Graduate Visa applicants has been  reduced from 50 to 35 years. 

3. Stricter English Language Requirements: Enhanced English proficiency requirements  were implemented in March, tightening the criteria for visa applicants. 

4. Shorter Post-Study Work Rights: The duration of post-study work rights has been  significantly reduced. 

Repercussions on the Australian Economy 

Labour Market Impact: 

Reduced Skilled Labour Pool: These changes are likely to diminish the pool of skilled  labour, particularly affecting industries that heavily depend on international graduates  and temporary visa holders. 

Increased Job Competition: With fewer international students and graduates  remaining in Australia, local graduates might face stiffer competition for job  opportunities. 

Higher Turnover Rates: 

Temporary Graduate Visa Holders: Businesses may experience higher turnover rates  as international graduates are compelled to leave or switch visas sooner. 

Increased Costs: Employers could face heightened recruitment and training costs due  to the frequent turnover of international staff. 

Implications for Employer Sponsors and Businesses 

Challenges in Talent Acquisition: 

Finding Skilled Workers: Businesses may find it more challenging to fill specialized  roles that require specific skills or qualifications not readily available in the local labor  market. 

Navigating Visa Sponsorship: Employers will need to navigate more complex visa  sponsorship processes, potentially leading to delays and increased administrative  burdens.

Increased Costs: 

Higher Recruitment Costs: With a smaller pool of skilled international workers,  recruitment costs may rise as businesses compete for the same talent. 

Training and Development: Employers may need to invest more in training and  development for local workers to bridge the skills gap left by departing international  staff. 

Strategies for Navigating the Changes 

Exploring Alternative Visa Options: 

Sponsorship Pathways: Employers might need to explore alternative visa sponsorship  pathways, such as employer-sponsored visas, to retain critical staff. 

Legal and Immigration Advice: Seeking professional advice on navigating the new visa  regulations and identifying the best pathways for recruiting and retaining international  talent. 


While the recent changes to Australia’s migration policy present significant challenges, they  also offer an opportunity for businesses to innovate and adapt. By implementing strategic  recruitment, retention, and business model adjustments, Australian businesses can navigate  the complexities of the new migration landscape. Embracing these strategies will not only help  mitigate the impact of policy changes but also ensure that businesses continue to thrive in a  competitive global market.