KEY POINTS
- Separate employer costs from applicant and family costs.
- Check restrictions before seeking reimbursement from a sponsored worker.
- Distinguish government charges, third-party expenses and legal fees.
Employer budget
Potential items include sponsorship and nomination charges, the applicable training levy, recruitment activity and professional assistance. The relevant costs depend on the employer’s existing approvals and proposed nomination. Check which costs must remain with the employer before drafting a repayment clause or asking the worker to contribute. A private agreement does not override sponsorship cost-recovery restrictions.
Applicant and family budget
Allow for the visa application charge and additional applicants, plus any English testing, skills assessment, medical examinations, police certificates and translations required. Health insurance and relocation are separate practical expenses. Not every item applies to every person, and a subsequent family application can involve a different budget from applying together.
Build a complete cost estimate
| Cost category | Possible items | What to confirm |
|---|---|---|
| Employer application costs | Sponsorship, nomination and applicable training levy | Existing approvals, nomination circumstances and restrictions on passing costs to the worker |
| Visa application | Primary and additional applicant charges | Current charges and who is included |
| Supporting evidence | Tests, assessments, medicals, police certificates and translations | Which services are actually required and their provider fees |
| Legal services | Advice, preparation and representation within the agreed scope | Written scope, GST, payment stages and additional-work arrangements |
| Practical arrangements | Insurance and relocation | Household needs and separate provider quotations |
Request a transparent estimate
Use the current Home Affairs pricing information when preparing to lodge. Ask for an estimate that separates government charges, third-party disbursements and legal fees, with GST treatment identified where relevant. Record what is included, what is optional and what may arise if circumstances change. A refusal, withdrawal or changed plan should not be assumed to produce a refund.
Hypothetical example
An employer and worker agree to proceed, then discover that the worker’s partner will apply too. The budget is updated for the family application and supporting evidence. Employer-only costs remain separately identified, so the parties do not mistake the combined project cost for an amount the worker can lawfully be asked to pay.
Official sources
Information on this website is general information and does not constitute legal advice. Visa requirements and government charges can change. Obtain advice specific to your circumstances.