FOR EMPLOYERS

Build your workforce.
Start with a clear plan.

Practical legal support for business sponsorship, nominations and the responsibilities that follow.

Professionals collaborating in a modern workplace

WHO WE HELP

A new sponsor.
An established business.

Whether you are considering your first sponsored employee, expanding your workforce or hiring an existing 482 holder, the right starting point is an assessment of the actual business and role.

Business sponsorship

Establish whether the business needs sponsorship approval and which evidence supports it.

Position nomination

Address occupation, genuine need, salary and recruitment requirements.

The worker’s application

Coordinate employer documents with the applicant’s eligibility and preparation.

EVIDENCE WITH A PURPOSE

Show how the role
fits your business.

The business behind the position

Prepare a clear picture of business activities, staffing, operating locations and the work that requires this position. Depending on the case, useful evidence may include accounts, contracts, organisational charts and workforce records.

The position you need to fill

Use an accurate duty statement and employment terms. Explain who the employee reports to, what they will do and why the work supports the proposed occupation. Resolve inconsistencies between the contract, advertisement and nomination before submission.

Recruitment and remuneration

Labour market testing and salary assessment are separate issues. Advertising evidence does not by itself establish the market salary; paying above a threshold does not by itself establish an eligible role.

Plan labour market testing

Understand salary evidence

Responsibilities after approval

Assign someone to maintain sponsor records, monitor changes and seek advice when duties, business structures or employment arrangements change.

Prepare for sponsor obligations

HOW OUR ASSISTANCE WORKS

Know what comes next.

Assess

Discuss the proposed pathway, relevant history and any urgent dates.

Prepare

Agree on scope and fees, identify evidence gaps and prepare the relevant applications.

Progress

Receive guidance on requests, decisions and next steps within the agreed engagement.

COMMON QUESTIONS

Before you take the next step.

Does having sponsorship approval mean a worker can start?

Sponsorship approval is only one part of the process. The position, nomination and the worker’s visa and work conditions must also be considered. Check their actual work rights before agreeing to a start date.

How much will the process cost?

The total depends on the applications required, family composition, third-party expenses and the legal work involved. Our costs guide separates employer and applicant costs; we provide a scoped legal fee proposal before engagement.

Can we sponsor someone who already works for us?

Potentially. Existing employment does not remove sponsorship, nomination or visa requirements. Assess the role, salary, recruitment evidence and the worker’s current visa conditions before making commitments.

Does a 482 visa guarantee permanent residence?

No. Employer-sponsored permanent residence requires a separate assessment and application. Eligibility and the employer’s willingness to nominate matter; neither a 482 grant nor time in Australia creates an automatic entitlement.

Can you guarantee a decision date?

No. Departmental processing times are indicators based on other applications, not a promised deadline. We can help plan preparation and respond to requests, but Home Affairs controls its decision-making timetable.

CLIENT EXPERIENCES

In our clients’
own words.

Find Emigrate Lawyers on Google

“Every step was explained clearly”

RG SamyogView review source

“Professional, transparent, and efficient from start to finish.”

Biraj RaiView review source

“Outstanding legal service! Professional, responsive, and highly knowledgeable.”

Sushan PujariView review source

START WITH A CONVERSATION

Let’s discuss
your next step.

Tell us a little about your plans. Our team will contact you about how we may assist.

1300 897 134

Tell us what matters.
Share your role, your plans and any approaching deadline.
Understand the next step.
We explain the appropriate service, which may include a paid consultation.
Decide with clarity.
Scope and fees are explained before engagement.