Sponsoring a skilled worker on a Subclass 482 isn’t a ‘set and forget’ process. Once the visa is granted, the employer enters into strict, ongoing sponsorship obligations, including salary payments, reporting duties, and employment conditions, all of which are monitored by the Department of Home Affairs and the Australian Border Force.
One critical issue that many businesses overlook? Delays in onboarding or salary payments after visa grant.
From Day One – You Must Pay the Employee
If your 482 visa holder is nominated for a 2-year period, you are legally required to start employing and paying them as a full-time employee from the date the visa is granted.
There can be no delays, unpaid gaps, or “trial periods”. The contract submitted during the nomination stage becomes binding, and any deviation from that can trigger non-compliance and investigation.
This becomes particularly important if your employee becomes eligible for Permanent Residency (PR) through the Subclass 186 Temporary Residence Transition (TRT) stream after two years. If they haven’t been continuously employed and paid in accordance with the approved terms for two full years, they may not qualify, and the business could be held responsible.
What If Something Changes?
If there are any changes to the employment arrangement, you have a legal obligation to notify the Department of Home Affairs within 28 days. This includes:
- Change in job title or duties
- Increase or decrease in salary
- Changes to the work location or business structure
- Cessation of employment
- Reduction in hours or change to part-time status
Failing to notify these changes can result in penalties, cancellation of your sponsorship approval, and the visa holder’s status being compromised.
Keep Your Agent or Lawyer in the Loop
Migration compliance is complex, and sponsors are expected to proactively manage their obligations. If you’re unsure whether a proposed change requires reporting, the safest course is to notify your registered migration agent or legal representative.
At Crystal Migration, we support businesses with:
- Ongoing compliance and sponsorship management
- Notifications of changes to the Department
- Transitioning 482 visa holders to permanent residency pathways
- Audits and review of current 482 sponsorship arrangements
Don’t Risk Your Sponsorship Approval
Non-compliance isn’t just a legal issue, it can derail the career of your sponsored employee and expose your business to fines and scrutiny.
If you’ve sponsored someone on a 482 visa, compliance starts on day 1 and never stops.
Let us help you stay compliant and protect your investment in global talent.