KEY TAKEAWAYS
- Employer entity and actual agreement identified
- Occupation and location within the agreement checked
- Worker requirements and concessions verified
Ask which agreement the employer holds
Identify the employing legal entity and request confirmation of the agreement relied on. Distinguish an existing agreement from an intention to apply for one. Check the authorised occupations, locations, period and nomination arrangements relevant to the proposal.
Home Affairs publishes industry agreement information, templates and a current agreement list. These help with initial checking, but the employer’s actual agreement and circumstances are important. A public template is not evidence that a particular business has approval.
Match the duties and worker requirements
Aged care includes different kinds of work. The proposed occupation must fit the duties rather than simply using the name of a course. Check qualifications, experience, assessment and English requirements under the applicable agreement and visa rules.
Concessions are specific. Do not assume a concession available to one employer, occupation or agreement applies to every aged care worker. A salary or English concession should be identified precisely before preparing an application on that basis.
Ask separate questions about permanent residence
A temporary 482 pathway and an employer-supported permanent visa are different applications. Ask what permanent residence provisions, if any, the actual agreement contains and what conditions would need to be met. An employer’s willingness to nominate later is another practical question.
For illustration, a worker should distinguish a signed sponsorship commitment under an existing agreement from a recruitment advertisement that mentions possible PR. Emigrate Lawyers can assess the documents and explain what the proposal supports, what remains conditional and what further evidence is needed.
YOUR NEXT STEP
Preparation checklist
- Employer entity and actual agreement identified
- Occupation and location within the agreement checked
- Worker requirements and concessions verified
- PR terms assessed separately from the temporary visa
Use this list to organise a discussion. It is not a complete application checklist or an eligibility assessment.
Common questions
Does an aged care certificate guarantee sponsorship?
No. A suitable employer, eligible role and the applicable agreement and visa requirements are necessary.
Are agreement concessions available to everyone?
No. Their scope depends on the agreement, occupation and individual circumstances.
YOUR CASE. OUR COMMITMENT.
The Emigrate Lawyers Difference
A visa application sits within a career, a business and a family’s plans. We connect the legal requirements with the evidence and decisions that matter to you.
Lawyer handled
Your case is overseen and handled by a lawyer, with a clear point of contact and advice tailored to the facts.
Fixed fee clarity
A fixed fee for the agreed scope, explained before engagement. Government charges and third-party expenses are identified separately.
No monthly administration fees
Transparent costs without monthly administration fees. Any additional work is scoped and agreed before it proceeds.
A plan you can follow
Understand what to prepare, who supplies it and what comes next. Where we assist both parties, representation and confidentiality are addressed at engagement.
From information to a clear next step
- Share your starting point. Tell us the role, current visa, employer arrangements and any deadline.
- Understand the assessment. We identify the appropriate service, evidence questions and scope of advice.
- Decide with clear costs. Review the engagement and fee proposal before legal work begins.
Sources and further reading
- Home Affairs: industry labour agreements
- Home Affairs: nominating a position
- Home Affairs: skills assessments
- Home Affairs: current labour agreements
Published 26 October 2026. Official guidance and legislation should be checked again before acting. Examples are hypothetical and photographs are illustrative. 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.
